Difference between revisions of "Nature of Work"
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[[Work Environments]]. | [[Work Environments]]. | ||
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| + | [[File:Careerprise td.png|200px|thumb|[[Careerprise]]'s trade mark]][[File:Educaship-pipeline.png|400px|thumb|right|[[WorldOpp Pipeline]]]][[Employment Essentials]] is the first [[presentation]] in the [[Introduction to Employment]] lecture. The lecture itself is the first in [[WorldOpp Orientation]]. Consequently, the ''[[WorldOpp Orientation|Orientation]]'' is the first stage of [[WorldOpp Pipeline]]. | ||
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| + | This wikipage presents its full script and those test questions that are related to that presentation. | ||
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| + | ==Script== | ||
| + | The video of the presentation is published at https://youtu.be/LJBr1eVsMfQ (5:52). Here is its full text. | ||
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| + | ===Overview=== | ||
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We are looking at work environments of introduction to employment. We will start with employment motivation model which suggests that three demands are responsible for keeping us motivated on the jobs. | We are looking at work environments of introduction to employment. 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. | 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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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. | 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=== | ===Summary=== | ||
Revision as of 15:45, 25 January 2019
Employment Essentials is the first presentation in the Introduction to Employment lecture. The lecture itself is the first in WorldOpp Orientation. Consequently, the Orientation is the first stage of WorldOpp Pipeline.
This wikipage presents its full script and those test questions that are related to that presentation.
Script
The video of the presentation is published at https://youtu.be/LJBr1eVsMfQ (5:52). Here is its full text.
Overview
We are looking at work environments of introduction to employment. 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.
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.
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. 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
Quiz questions
- Every statement below is split into one true and one false question in the actual exam.
See also
- CNM Digital Essentials. Another presentation of Welcome to Friends Of CNM.
- Friends Of CNM Essentials. Another presentation of Welcome to Friends Of CNM.
