Difference between revisions of "Nature of Work"

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[[File:Careerprise td.png|200px|thumb|[[Careerprise]]'s trade mark]][[File:Educaship-pipeline.png|400px|thumb|right|[[WorldOpp Pipeline]]]][[Work Environments]] is the third [[presentation]] in the [[Introduction to Employment]] lecture. The lecture itself is the second in [[WorldOpp Orientation]]. Consequently, the ''[[WorldOpp Orientation|Orientation]]'' is the first stage of [[WorldOpp Pipeline]].
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[[File:Cnm-digital.png|400px|thumb|right|[[CNMCyber suite]]s]][[Nature of Work]] (hereinafter, the ''Lesson'') is the [[lesson]] of [[CNMCyber]] that introduces its participants to [[work characteristic]]s and related topics. The ''Lesson'' belongs to the '''[[Introduction to Employment]]''' session of [[EmployableU Concepts]].
  
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This wikipage presents its full script and those test questions that are related to that presentation.  
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The ''Lesson'' is made up of five [[lectio]]s. At [[CNMCyber]], the word, [[lectio]], is used for a lesson part.
  
  
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==Script==
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==Summaries==
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The video of the presentation is published at https://youtu.be/r--p5fmz4TA (5:29). Here is its full text.
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===Predecessor===
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:The predecessor lesson is [[Nature of Occupations]].
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===Outline===
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:{|class="wikitable" width=100% style="text-align:center;"
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|+[[Nature of Work]]
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|width=25%|[[Lectio]]s
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!#!!Referred topics
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|-
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![[Work Characteristics]]
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|1||[[Work characteristic]], [[work tool]], [[work activity]], [[work context]], [[work style]], [[work value]]
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|-
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![[Work Arrangements]]
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|2||[[Work arrangement]], [[compressed workweek]], [[flextime]], [[telecommuting]], [[job sharing]]
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|-
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![[Job Dimensions]]
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|3||[[Job Characteristics Model]], [[skill variety]], [[task identity]], [[task significance]], [[autonomy]], [[feedback]], [[core job dimension]]
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|-
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![[Task Attributes]]
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|4||[[Job task]], [[task performance]], [[task structure]], [[structured task]], [[unstructured task]], [[task attribute]], [[consequence of error]], [[degree of automation]], [[freedom to make decisions]], [[frequency of decision-making]], [[impact on enterprise]], [[importance of being accurate]], [[importance of repeating same tasks]], [[level of competition]], [[time pressure]], [[work schedule]], [[work virtualization]]
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|-
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![[Workplace Conditions]]
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|5||[[Workplace condition]], [[workplace]], [[workspace]]
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|}
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===Successor===
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:The successor lesson is [[Labor Regulations]].
 +
 
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==2019 Work Environments presentation==
 +
The video of the presentation is published on https://youtu.be/r--p5fmz4TA (5:29). Here is its full text.
  
 
===Overview===
 
===Overview===
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Welcome to ''Work Environments''. In this brief presentation, we are going to take a look at two models, one for employment motivation and another for job characteristics. A separate stop will be made by [[task structures]]. Let's move forward.
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:Welcome to ''Work Environments''. In this brief presentation, we are going to take a look at two models, one for employment motivation and another for job characteristics. A separate stop will be made by [[task structures]]. Let's move forward.
  
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:[[File:Employment-motivation.png|400px|thumb|right|[[Employment motivation model]]]]'''[[Employment motivation model]]'''. A framework for analyzing employment motivation that identifies three domains that contribute to the motivation to work. These domains include job itself, its compensation, and its fit to one's life.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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===Employment motivation===
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:*'''[[Employee compensation]]'''. The [[cash compensation]] and [[employee benefit]]s that an employee receives in exchange for the service he or she performs for their employer and/or for his or her time.</div>
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:[[File:Employment-motivation.png|400px|thumb|right|[[Work Motivation Model]]]]We will start with employment motivation model which suggests that three demands are responsible for keeping us motivated on the jobs.
  
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:[[File:Job-characteristics.png|400px|thumb|right|[[Job characteristics model]]]]'''[[Job characteristics model]]'''. A framework for analyzing and designing jobs that identifies five [[core job dimension]]s, their interrelationships, and their impact on outcomes. These [[core job dimension]]s include [[skill variety]], [[task identity]], [[task significance]], [[autonomy]], and [[feedback]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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:The first is the job itself, the second is compensation for the job. Compensation consists of both cash and non-cash benefits and the third domain is life fit, it`s fit to ones life. Which can be a fit to ones’ values, lifestyles or schedules. Basically what a person has outside the job. Every one of these domains have both motivations and demotivation, so some factors can motivate us and some can demotivate us.
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:*'''[[Skill variety]]'''. The degree to which a job requires a variety of activities so that an employee can use a number of different skills and talents.
 
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:*'''[[Task identity]]'''. The degree to which a job requires completion of a whole and identifiable piece of work.  
 
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:*'''[[Task significance]]'''. The degree to which a job has a substantial impact on the lives or work of other people.
 
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:*'''[[Autonomy]]'''. The degree to which a job provides substantial freedom, independence, and discretion to the individual in scheduling work and determining the procedures to be used in carrying it out.
 
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:*'''[[Feedback]]'''. The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.</div>
 
  
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:'''[[Task structure]]'''. A set of structural job characteristics with which the worker interacts.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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===Job motivation===
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:*'''[[Consequence of error]]'''. How serious would the result usually be if the worker made a mistake that was not readily correctable?
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:[[File:Job-characteristics.png|400px|thumb|right|[[Job Characteristics Model]]]]There are several theories and the most popular I would say in organization behavior is the [[Job Characteristics Model]] which suggest or chunks job characteristics which motivate us in five core dimensions which are skill varieties, task identities, task significance and autonomy and feedback. The first three gives us a psychological state of experienced meaningfulness of the work. Autonomy experience responsibility for work outcomes, all three of these psychological states gives most of us motivational quality and satisfaction.  
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:*'''[[Degree of automation]]'''. How automated is the job?
 
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:*'''[[Freedom to make decisions]]'''. How much decision making freedom, without supervision, does the job offer?
 
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:*'''[[Frequency of decision-making]]'''. How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
 
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:*'''[[Impact on enterprise]]'''. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
 
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:*'''[[Importance of being exact]]''' (or accurate). How important is being very exact or highly accurate in performing this job?
 
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:*'''[[Importance of repeating same tasks]]'''. How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?
 
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:*'''[[Level of competition]]'''. To what extent does this job require the worker to compete or to be aware of competitive pressures?
 
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:*'''[[Structured versus unstructured work]]'''. To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
 
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:*'''[[Time pressure]]'''. How often does this job require the worker to meet strict deadlines? How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)
 
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:*'''[[Work schedule]]'''. How regular are the work schedules for this job and what is the number of hours typically worked in one week?
 
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:*'''[[Work virtualization]]'''. The degree to which work is done remotely rather than at some specific physical location.</div>
 
  
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===Employment motivation===
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===Core dimensions===
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We will start with employment motivation model which suggests that three demands are responsible for keeping us motivated on the jobs.
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:What are skills variety? Skills variety is degree to which job requires a variety of activities so we don`t get bored on the job. Task identity is the feeling that the job can be accomplished so you can see the progress and measure the progress so as to see where you are on these tasks. Tasks significance is the degree to which job requires or has substantial impact so it could be once again all three gives a meaningfulness in the job.  
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The first is the job itself, the second is compensation for the job. Compensation consists of both cash and non-cash benefits and the third domain is life fit, it`s fit to ones life. Which can be a fit to ones’ values, lifestyles or schedules. Basically what a person has outside the job. Every one of these domains have both motivations and demotivation, so some factors can motivate us and some can demotivate us.  
 
  
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There are several theories and the most popular I would say in organization behavior is job characteristics model which suggest or chunks job characteristics which motivate us in five core dimensions which are skill varieties, task identities, task significance and autonomy and feedback. The first three gives us a psychological state of experienced meaningfulness of the work. Autonomy experience responsibility for work outcomes, all three of these psychological states gives most of us motivational quality and satisfaction.  
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:Autonomy is the degree to which job provides substantial freedom, independence and discretion. And feedback is the degree to which carrying out the work activities required by job resolves an individual`s obtaining direct and clear about the effectiveness of his/her performance.
  
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What are skills variety? Skills variety is degree to which job requires a variety of activities so we don`t get bored on the job. Task identity is the feeling that the job can be accomplished so you can see the progress and measure the progress so as to see where you are on these tasks. Tasks significance is the degree to which job requires or has substantial impact so it could be once again all three gives a meaningfulness in the job.
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===Environmental job characteristics===
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Autonomy is the degree to which job provides substantial freedom, independence and discretion. And feedback is the degree to which carrying out the work activities required by job resolves an individual`s obtaining direct and clear about the effectiveness of his/her performance.
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:Obviously all three core dimensions which are responsible according to the theory form motivation, doesn't cover all job characteristics.  
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Obviously all three core dimensions which are responsible according to the theory form motivation, doesn`t cover all job characteristics.
 
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Taking a look at consequences of error, it`s definitely an adjusting factor. If the consequence is huge, why would anyone like to have more autonomy, probably it`s better to have some kind of a backup.  
 
  
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The same degree of automation, some jobs are more automated some jobs are not. Some are more scared of computers and robots, some are less.
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:Taking a look at consequences of error, it`s definitely an adjusting factor. If the consequence is huge, why would anyone like to have more autonomy, probably it`s better to have some kind of a backup.  
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Of course we have freedom to make decisions, frequency of decision making, impact on enterprise, importance of being exact and a level of competition, some jobs are more competitive some are less, time pressure, work schedule and work virtualization. For instance, we Educaship Alliance LLC tend to work more virtual rather than physical. To sum up, we talked about working environments, we have taken a look at employment motivation model, job characteristics model, and we touched a little bit to structure and the next will be competencies required at work.
 
  
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===Summary===
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:The same degree of automation, some jobs are more automated some jobs are not. Some are more scared of computers and robots, some are less.  
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:This concludes the ''Work Environments'' presentation. We have taken a look at [[]]. If you haven't done yet so, you are now welcome to move to [[Work Competences]].
 
  
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==Quiz questions==
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:Of course we have freedom to make decisions, frequency of decision making, impact on enterprise, importance of being exact and a level of competition, some jobs are more competitive some are less, time pressure, work schedule and work virtualization. For instance, we Educaship Alliance LLC tend to work more virtual rather than physical. To sum up, we talked about working environments, we have taken a look at employment motivation model, job characteristics model, and we touched a little bit to structure and the next will be competencies required at work.
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:Every statement below is split into one true and one false question in the actual exam.
 
  
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==See also==
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===Summary===
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*[[Work Competences]]. The last [[presentation]] in [[Introduction to Employment]].
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:This concludes the ''Work Environments'' presentation. We have defined [[work environment]] and taken a look at the [[Work Motivation Model]] and [[Job Characteristics Model]]. We mentioned [[employee compensation]] and [[work-life fit]]. Separate stops were made by [[core job dimension]]s and various parts of [[task structure]]s. If you haven't done yet so, you are now welcome to move to [[Sought Competences]].
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*[[Nature Of Occupations]]. The second [[presentation]] in [[Introduction to Employment]].
 
  
 
[[Category: Orientation Curriculum]][[Category:Presentations]]
 
[[Category: Orientation Curriculum]][[Category:Presentations]]

Latest revision as of 19:33, 29 October 2023

CNMCyber suites

Nature of Work (hereinafter, the Lesson) is the lesson of CNMCyber that introduces its participants to work characteristics and related topics. The Lesson belongs to the Introduction to Employment session of EmployableU Concepts.

The Lesson is made up of five lectios. At CNMCyber, the word, lectio, is used for a lesson part.


Summaries

Predecessor

The predecessor lesson is Nature of Occupations.

Outline

Nature of Work
Lectios # Referred topics
Work Characteristics 1 Work characteristic, work tool, work activity, work context, work style, work value
Work Arrangements 2 Work arrangement, compressed workweek, flextime, telecommuting, job sharing
Job Dimensions 3 Job Characteristics Model, skill variety, task identity, task significance, autonomy, feedback, core job dimension
Task Attributes 4 Job task, task performance, task structure, structured task, unstructured task, task attribute, consequence of error, degree of automation, freedom to make decisions, frequency of decision-making, impact on enterprise, importance of being accurate, importance of repeating same tasks, level of competition, time pressure, work schedule, work virtualization
Workplace Conditions 5 Workplace condition, workplace, workspace

Successor

The successor lesson is Labor Regulations.

2019 Work Environments presentation

The video of the presentation is published on https://youtu.be/r--p5fmz4TA (5:29). Here is its full text.

Overview

Welcome to Work Environments. In this brief presentation, we are going to take a look at two models, one for employment motivation and another for job characteristics. A separate stop will be made by task structures. Let's move forward.

Employment motivation

Work Motivation Model
We will start with employment motivation model which suggests that three demands are responsible for keeping us motivated on the jobs.
The first is the job itself, the second is compensation for the job. Compensation consists of both cash and non-cash benefits and the third domain is life fit, it`s fit to ones life. Which can be a fit to ones’ values, lifestyles or schedules. Basically what a person has outside the job. Every one of these domains have both motivations and demotivation, so some factors can motivate us and some can demotivate us.

Job motivation

Job Characteristics Model
There are several theories and the most popular I would say in organization behavior is the Job Characteristics Model which suggest or chunks job characteristics which motivate us in five core dimensions which are skill varieties, task identities, task significance and autonomy and feedback. The first three gives us a psychological state of experienced meaningfulness of the work. Autonomy experience responsibility for work outcomes, all three of these psychological states gives most of us motivational quality and satisfaction.

Core dimensions

What are skills variety? Skills variety is degree to which job requires a variety of activities so we don`t get bored on the job. Task identity is the feeling that the job can be accomplished so you can see the progress and measure the progress so as to see where you are on these tasks. Tasks significance is the degree to which job requires or has substantial impact so it could be once again all three gives a meaningfulness in the job.
Autonomy is the degree to which job provides substantial freedom, independence and discretion. And feedback is the degree to which carrying out the work activities required by job resolves an individual`s obtaining direct and clear about the effectiveness of his/her performance.

Environmental job characteristics

Obviously all three core dimensions which are responsible according to the theory form motivation, doesn't cover all job characteristics.
Taking a look at consequences of error, it`s definitely an adjusting factor. If the consequence is huge, why would anyone like to have more autonomy, probably it`s better to have some kind of a backup.
The same degree of automation, some jobs are more automated some jobs are not. Some are more scared of computers and robots, some are less.
Of course we have freedom to make decisions, frequency of decision making, impact on enterprise, importance of being exact and a level of competition, some jobs are more competitive some are less, time pressure, work schedule and work virtualization. For instance, we Educaship Alliance LLC tend to work more virtual rather than physical. To sum up, we talked about working environments, we have taken a look at employment motivation model, job characteristics model, and we touched a little bit to structure and the next will be competencies required at work.

Summary

This concludes the Work Environments presentation. We have defined work environment and taken a look at the Work Motivation Model and Job Characteristics Model. We mentioned employee compensation and work-life fit. Separate stops were made by core job dimensions and various parts of task structures. If you haven't done yet so, you are now welcome to move to Sought Competences.
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