Difference between revisions of "Nature of Work"

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[[Work Environments]].
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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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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.
 
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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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The ''Lesson'' is made up of five [[lectio]]s. At [[CNMCyber]], the word, [[lectio]], is used for a lesson part.
  
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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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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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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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==Summaries==
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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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===Predecessor===
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:The predecessor lesson is [[Nature of Occupations]].
  
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[[File:FriendsOfCNM td.png|200px|thumb|[[Friends Of CNM]]'s trade mark]][[File:Educaship-pipeline.png|400px|thumb|right|[[WorldOpp Pipeline]]]][[Friends Of CNM Communities]] is the second presentation of the [[Welcome to Friends Of CNM]] 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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===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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This wikipage presents its full script and those test questions that are related to that presentation.  
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===Successor===
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:The successor lesson is [[Labor Regulations]].
  
 +
==2019 Work Environments presentation==
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The video of the presentation is published on https://youtu.be/r--p5fmz4TA (5:29). Here is its full text.
  
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==Script==
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===Overview===
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The video of the presentation is published at https://youtu.be/LJBr1eVsMfQ (5:52). Here is its full text.
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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.
 +
 
 +
===Employment motivation===
 +
:[[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.
 +
 
 +
: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===
 +
:[[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.
 +
 
 +
===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.  
  
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===Overview===
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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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[[Friends Of CNM Communities]] is a network of CNM Friends grouped by either their industries or their occupations. Take a look at the picture under Friends Communities. On the top in brown is the industries councils and here communities are grouped on the industry such as communications or law or recycling or retail and at the bottom is a professional committees and in these committees members are grouped based on their occupations. So, it could be project managers or doctors, nurses, construction workers or air traffic controllers and so on. The direction of what is on the top or what is in the bottom can be any, they are chosen sporadically because Friends of CNM Structure is organic, it can play in any way or any role.
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===Environmental job characteristics===
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In industry councils you find that one particular community is very different, it`s called community board. The community board groups members on the basis of their particular industry and these industry is called work force services, and so basically this is what Friends of CNM are supposed to do. That is why this particular board oversees WorldOpp Team which oversees what Friends of CNM intended or what they intend to do.
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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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Any friend can initiate a new community, once again the structure is very flexible. Particularly WorldOpp Team, it takes care of CNM Digital.
 
  
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===Summary===
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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.
  
 +
: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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==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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*[[CNM Digital Essentials]]. Another [[presentation]] of [[Welcome to Friends Of CNM]].
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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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*[[Friends Of CNM Essentials]]. Another [[presentation]] of [[Welcome to Friends Of CNM]].
 
  
 
[[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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