A Compressed Work Week Provides All Of The Following Except (2025)

FAQs

Which scenario qualifies as a compressed workweek? ›

Examples of Compressed Schedules

Referred to as a 4/35 schedule – 4 days worked in a 35-hour work week.

The problem not typically associated with job descriptions is that they broaden the job scope; instead, they tend to be too narrow or specific, out-of-date, vague, or contain illegal specifications.

Which of the following statements is true of the productivity measurement and evaluation system (ProMES)? It is based on a model of motivation similar to expectancy theory.

Both job enlargement and job enrichment are used to address the issues of boredom and monotony associated with job specialization. Job rotation is another technique that involves periodically moving employees to different jobs, which can reduce the monotony of job specialization and lower stress levels.

5-second summary. A compressed workweek generally means working four days instead of five. This schedule may involve working fewer total hours each week or shifting your regular work hours to a four-day period, e.g., working four 10-hour days.

Compressed workweek refers to one where the normal workweek is reduced to less than six (6) days but the total number of work hours of 48 hours per week shall remain. A workday should not exceed 12 hours in a compressed workweek.

Answer and Explanation:

A job description does not include responsibilities/ duties for job identification. Job descriptions define various elements related to a job in terms of location, task, title, and working condition.

Job descriptions typically include tasks, responsibilities, and performance standards, but performance appraisal is not usually included. Performance appraisal is a separate process that assesses an employee's job performance and may involve formal evaluations, feedback, and performance rewards or consequences.

Focus on essential activities; omit trivial duties and occasional tasks. Avoid references to other employee's names, instead, refer to the job title or department. Only include assigned duties today. Do not include potential future duties and eliminate any duties no longer required.

Total factor productivity (TFP) is a measure of output produced compared to the input used in the production process, taking into account the combined efficiency of all factors of production, including labor, capital, and technology.

Which of the following would you use as a measure of a worker's productivity? ›

To measure labor productivity we prefer to compare the number of hours worked to the output produced during that time. Some countries, including the United States, collect data on hours worked, making it possible to measure output per hour worked.

Productivity = Output / Inputs .

The productivity of a company shall be calculated by dividing the output it generates with the input it consumes, and the productivity can be shown in the ratio of what is consumed and what output it generates.

Job enlargement design is a work strategy that expands an employee's current role by adding more tasks and responsibilities to enhance overall job satisfaction and performance by making the routine work more challenging.

Expert-Verified Answer

Among the given statements about job enrichment, the one that is true is: C) It involves giving workers more responsibility than they already have. Job enrichment is a job redesign strategy that enhances a job by giving employees more autonomy and control over their work.

Job enlargement(Horizontal Job Loading) Job enlargement involves giving workers more tasks to perform. Job enrichment(Vertical Job Loading) Job enrichment entails giving workers more tasks to perform and more control over how to perform them. Job characteristics theory.

A compressed workweek is a work schedule that fits the normal 40-hr workweek into less than 5 days; The typical compressed workweek is 10 hrs a day for 4 days, followed by 3 days off. job rotation.

An example of compressed hours would be working 37.5 hours over four days instead of five, or working 30 hours over three days instead of four. There are no changes to pay and benefits as the member of staff continues to work their contracted hours, just over an alternative working pattern.

1) Four 10-hour days

This is arguably the most common type of compressed workweek and is the leading alternative to the regular 9-to-5 schedule. In this type of schedule, employees work Monday through Thursday, 7 a.m. to 5 p.m. (or 6 p.m. with an unpaid lunch) for a total of 40 hours in four days.

5-4/9 CWS - a type of compressed work schedule in which an employee meets the 80-hour work requirement by working four 9-hour days and one 8-hour day during one workweek plus four 9-hour days and a day off during the alternate week, in addition to the established lunch period for the Office.