10/30/2022 0 Comments Job characteristics model![]() Providing well-constructed feedback with tangible outcomes is a key component of job design. Feedback: Finally, everyone needs objective feedback on how they are doing and how they can do better.Companies usually hire people for their specialized knowledge. Giving specialists autonomy to make the right decisions is a win-win. Autonomy: No one likes to be micromanaged, and having some freedom to be the expert is critical to job satisfaction.Knowing that one’s contributions are important contributes to a sense of satisfaction and accomplishment. Task significance: Feeling relevant to organizational success provides important motivation for getting a task or job done.Having a clear understanding of what one is responsible for, with some degree of control over it, is an important motivator. Task identity: Being part of a team is motivating, but so, too, is having some ownership of a set of tasks or part of the process.The solution is to design jobs with enough variety to stimulate ongoing interest, growth, and satisfaction. Skill variety: Doing the same thing day in, day out gets tedious.The theory is that these dimensions relate to, and help satisfy, important psychological states of the employee filling the role, with the results of greater job satisfaction and motivation and less absenteeism and turnover. ![]() Richard Hackman in 1976, job characteristics theory identifies five core characteristics that managers should keep in mind when they are designing jobs. ![]() ![]() Below are some established approaches managers can take to doing it thoughtfully and well. Job design involves specifying the contents, responsibilities, objectives, and relationships required to satisfy the expectations of the role. Job design is an important prerequisite to workplace motivation, as a well-designed job can encourage positive behaviors and create a strong infrastructure for employee success. ![]()
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