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| − | [[Work Arrangements]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Work Characteristics]]''' [[lesson]] that introduces its participants to [[work characteristic]]s and related topics. | + | [[Work Arrangements]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Nature of Work]]''' [[lesson]] that introduces its participants to [[work characteristic]]s and related topics. |
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| − | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Employment]] session of the [[CNM Cyber Orientation]]. The ''Orientation'' is the second stage of the [[WorldOpp Pipeline]]. | + | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Employment]] session of the [[EmployableU Concepts]]. |
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| | ==Content== | | ==Content== |
| − | The predecessor [[lectio]] is [[Core Occupations]]. | + | The predecessor [[lectio]] is [[Work Characteristics]]. |
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| − | ===Key terms=== | + | ===Script=== |
| − | :'''[[Work characteristic]]'''. | + | :[[Work arrangement]] is an [[agreement]], usually an [[employment agreement]], to arrange [[employees]]'s work schedule, method, or workload. Some ''arrangements'' such as a [[compressed workweek]], [[flextime]], [[telecommuting]], and [[job sharing]] touch both [[job characteristic]]s and [[work-life fit]]. |
| − | :*[[Job task]].
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| − | :*[[Tool]].
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| − | :*[[Work activity]].
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| − | :*[[Work context]].
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| − | :*[[Occupational interest]].
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| − | :*[[Work style]].
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| − | :*[[Work value]].
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| − | :'''[[Work arrangement]]'''. An [[agreement]] to arrange one's work schedule, method, or load.<div style="background-color:#efefef; padding: 5px; margin: 15px;"> | + | :A [[compressed workweek]] is a workweek where ''employees'' work longer hours per day but fewer days per week. Instead of eight hours a day for five days, the ''compressed workweek'' often is ten hours per day for four days. |
| − | :*'''[[Compressed workweek]]'''. A workweek where employees work longer hours per day but fewer days per week.
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| − | :*'''[[Flextime]]''' (or [[flexible work hours]]). A scheduling system in which employees are required to work a specific number of hours a week but are free to vary those hours within certain limits.
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| − | :*'''[[Telecommuting]]'''. Working remotely at least 2 days a week on a computer that is linked to the employer's office.
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| − | :*'''[[Job sharing]]'''. (1) An arrangement that allows two or more individuals to split a full-time job; (2) The practice of having 1).</div>
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| − | ===Script===
| + | :[[Flextime]] represents [[flexible work hours]]. ''Employees'' are required to work a specific number of hours a week, but are free to vary those hours within certain limits. |
| − | :The ''fellows'' land their jobs through the [[WorldOpp Pipeline]] programme. If they start from ground zero, dedicate at least 20 hours a week, they land initial jobs as [[apprentice]]s within 2-3 months in the ''programme''. It takes 2-3 years to be competitive for well-paying jobs. | |
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| − | :Currently, there is a $100 bonus payable to anyone who refers a [[WorldOpp fellow]] upon his or her admission to the [[WorldOpp]] programme. | + | :[[Telecommuting]] is [[work]] from a remote location. Routinely, an ''employee'' works remotely at least 2 days a week on a [[computing device]] that is linked to the [[software system]]s that the [[employer]] controls. |
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| − | :If you are not interested in enrolling in the [[CNM Cyber Placement]] upon your completion of the ''Orientation'', you are welcome to utilize [[CNM Cyber]] for their career enhancement, become a [[Careerprise partner|partner]], [[Careerprise contractor|contractor]], or volunteer mentor for [[CNM Cyber Team]], as well as just do nothing. | + | :[[Job sharing]] is the ''arrangement'' that allows two or more individuals to split a full-time job. |
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| − | :Whomever you choose to be within the [[CNM Cyber Workforce]], the ''Orientation'' will provide you with detailed instructions how to make that real. | + | ===Key terms=== |
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| + | :[[Work arrangement]], [[compressed workweek]], [[flextime]], [[telecommuting]], [[job sharing]] |
| − | '''[[Core Job Dimensions]]''' is the successor [[lectio]].
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| − | ==Quiz== | + | ===Closing=== |
| − | :Every statement below is split into one true and one false question in the actual exam. | + | :Would you agree that [[work arrangement]]s may touch both [[job task]]s and [[work-life fit]]? --Yes/No/No opinion for now |
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| − | ==="Environment" questions===
| + | '''[[Job Dimensions]]''' is the successor [[lectio]]. |
| − | :#Work environments and outcomes are (not) similar in various occupations.
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| − | :#Work structure refers (or does not refer) to a set of structural job characteristics with which the worker interacts.
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| − | ==="Error" questions=== | + | ==Questions== |
| − | :#In one's job, consequence of error refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, consequence of error refers (or does not refer) to how automated the job is.
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| − | :#In one's job, consequence of error refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, consequence of error refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, consequence of error refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, consequence of error refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, consequence of error refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Consequence of error (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, consequence of error refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Consequence of error refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Employees should (not) avoid mistakes at all costs.
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| − | :#Consequence of error is (not) a structural job characteristic.
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| − | ==="Automation" questions=== | + | ===Placement entrance exam=== |
| − | :#In one's job, degree of automation refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected. | + | :"Fit" questions: |
| − | :#In one's job, degree of automation refers (or does not refer) to how automated the job is.
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| − | :#In one's job, degree of automation refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, degree of automation refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, degree of automation refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, degree of automation refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, degree of automation refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Degree of automation (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, degree of automation refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Degree of automation refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Degree of automation is (not) a structural job characteristic.
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| − | ==="Fit" questions===
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| | :#In one's job, duration of typical workweek refers to number of hours typically worked in one week. | | :#In one's job, duration of typical workweek refers to number of hours typically worked in one week. |
| | :#Duration of typical workweek is (not) a structural job characteristic. | | :#Duration of typical workweek is (not) a structural job characteristic. |
| | :#Work schedule is (not) a structural job characteristic. | | :#Work schedule is (not) a structural job characteristic. |
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| − | ==="Pressure" questions===
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| − | :#In one's job, time pressure refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Time pressure is (not) a structural job characteristic.
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| − | ==="Freedom" questions===
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to how automated the job is.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Freedom to make decisions (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Freedom to make decisions refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Freedom to make decisions is (not) a structural job characteristic.
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| − | ==="Frequency" questions===
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| − | :#In one's job, frequency of decision making refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to how automated the job is.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Frequency of decision making (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Frequency of decision making refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Frequency of decision making is (not) a structural job characteristic.
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| − | ==="Impact" questions===
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| − | :#In one's job, impact of decisions refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, impact of decisions refers (or does not refer) to how automated the job is.
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| − | :#In one's job, impact of decisions refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, impact of decisions refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Impact of decisions (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Impact of decisions refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Impact of decisions is (not) a structural job characteristic.
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| − | ==="Exact" questions===
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to how automated the job is.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Importance of being exact or accurate (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Importance of being exact or accurate refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Importance of being exact or accurate is (not) a structural job characteristic.
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| − | :#Employees should (not) be highly accurate and detail oriented.
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| − | ==="Repeating" questions===
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| − | :#In one's job, importance of repeating same tasks refers (or does not refer) to the importance of 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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| − | :#Importance of repeating same tasks is (not) a structural job characteristic.
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| − | ==="Competition" questions===
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| − | :#In one's job, level of competition refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, level of competition refers (or does not refer) to how automated the job is.
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| − | :#In one's job, level of competition refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, level of competition refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, level of competition refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, level of competition refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, level of competition refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Level of competition (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, level of competition refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Level of competition refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Level of competition is (not) a structural job characteristic.
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| − | ==="Unstructured" questions===
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| − | :#Structured versus unstructured work refers (or does not refer) to the difference between little-to-no and comprehensive instructions for the worker to perform his or her job.
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| − | :#In one's job, structured work refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, structured work refers (or does not refer) to how automated the job is.
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| − | :#In one's job, structured work refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, structured work refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, structured work refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, structured work refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, structured work refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Structured work (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, structured work refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Structured work refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Structured work is (not) a structural job characteristic.
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| − | :#In one's job, unstructured work refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, unstructured work refers (or does not refer) to how automated the job is.
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| − | :#In one's job, unstructured work refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, unstructured work refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, unstructured work refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, unstructured work refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, unstructured work refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Unstructured work (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, unstructured work refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Unstructured work refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Unstructured work is (not) a structural job characteristic.
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| − | ==="Virtualization" questions===
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| − | :#In one's job, work virtualization refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, work virtualization refers (or does not refer) to how automated the job is.
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| − | :#In one's job, work virtualization refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, work virtualization refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, work virtualization refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, work virtualization refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, work virtualization refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Work virtualization (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, work virtualization refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Work virtualization refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Work virtualization is (not) a structural job characteristic.
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