TAILIEUCHUNG - Lecture Personnel economics in practice - Chapter 8: Advanced job design

On completing this chapter, you will be able to address the following questions: What are characteristics of teams? What is the cost-benefit tradeoff of using teams? What sort of organization should use teams? What is the optimal team size and composition? How does the presence of IT affect teams? How does teaming affect job design? | Chapter 8: Advanced Job Design 11/13/2014 1 Chapter 8: Advanced Job Design Teams Group Decision Making Free Rider Effects When to Use Teams Other Benefits of Team Production Specialization Knowledge Transfer Implementation of Teams Optimal Team Size Peer Monitoring and Norms to Reduce Free Riding Team Composition Alternating Draws Bidding for Members Effects on Information Technology Effects on Organizational Structure Centralizing or Decentralizing? Centralizing Tendencies. Decentralizing Tendencies. Other Effects on Structure Effects on Job Design High-Reliability Organizations Summary 11/13/2014 2 Chapter 8 – Advanced Job Design On completing this chapter, you will be able to address the following questions: What are characteristics of teams? What is the cost-benefit tradeoff of using teams? What sort of organization should use teams? What is the optimal team size and composition? How does the presence of IT affect teams? How does teaming affect job design? 11/13/2014 3 3 Teams .

• Kinh tế học
• Personnel economics
• Kinh tế học
• Personnel economics in practice
• Advanced job design
• Group decision making
• Implementation of teams
• Setting hiring standards
• Making decisions
• Imperfect information
• Screening job applicants
• Worker’s productivity
• Signaling more formally
• Investment in skills
• Investments in education
• On the job training
• Rent sharing
• Managing turnover
• Retention strategies
• Bidding for employees
• Decision making
• Benefits of centralization
• Benefits of decentralization
• Organizational structure
• Network structures
• Coordination mechanisms
• Job design
• Optimal job design
• Intrinsic motivation
• Performance evaluation
• Performance evaluation design
• Quantitative performance measures
• Rewarding performance
• Pay performance shape
• Performance pay methods
• Career based incentives
• Outside hiring
• Promotion probability
• Employee stock options
• Incentive pay
• Executive pay
• Improving employee sorting
• Implementation of benefits
• Cafeteria plans
• Human capital investment
• Internal markets
• Motivating creativity
• Employment relationship
• Perfect competition
• Imperfect competition
• Complex contracting
• school administration
• personnel administration
• business management
• production management
• personnel management
• Political economy