The Job Characteristics Model

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Five Core Job Dimensions
1. Skill Variety: degree to which the job incorporates a
number of different skills and talents
2. Task I dentity: degree to which the job requires the
completion of a whole and identifiable piece of work
3. Task Significance: how the job impacts the lives of
others
4. Autonomy: identifies how much freedom and
independence the worker has over the job
5. Feedback: how much the job generates direct and clear
information about the workers performance
The first three dimensionsskill variety, task identity, and task
significancecombine to create meaningful work the incumbent will
view as important, valuable, and worthwhile.
From a motivational standpoint, the JCM proposes that individuals
obtain internal rewards when they learn (knowledge of results) that
they personally (experienced responsibility) have performed well on a
task they care about (experienced meaningfulness).
Motivating potential score (MPS), the core dimensions of the JCM.


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How Can Jobs be Redesigned?
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Repetitive jobs provide
little variety, autonomy,
or motivation. People
generally seek out jobs
that are challenging and
stimulating.

Job Rotation

The shifting of an employee from one task to another
with similar skill requirements.
Often referred to as cross-training
Periodic shifting of an employee from one task to another
When activity is no longer challenging, the employee is shifted to a
different task.
Strengths of job rotation include: reduces boredom, increases
motivation, and helps employees better understand their work
contributions.
Indirect benefits in that employees with wider range of skills give
management more flexibility in scheduling, adapting to changes,
and filling vacancies
Weaknesses include: creates disruptions, extra time for supervisors
addressing questions, training time, and efficiencies


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Job Enrichment

The expansion of a job by increasing the degree to
which the worker controls the planning, execution, and
evaluation of the work.
Refers to the vertical expansion of jobs
Increases the degree to which the worker controls the
planning, execution, and evaluation of the work
Allows worker to complete an entire activity
Increases employees freedom and independence
Increases responsibility and provides feedback

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Alternative Work Arrangements
Flextime
Flextime allows employees to choose the hours they work
within a defined period of time.
Job Sharing
Job sharing allows two or more individuals to split a
traditional 40-hour-a-week job.
Telecommuting
Telecommuting allows workers to work from home at least 2
days a week on a computer linked to the employers office.



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Social and Physical Context of Work
Social Context
Some social characteristics that improve job performance include:
Interdependence
Social support
Interactions with other people outside of work




Physical Context
The work context will also affect employee satisfaction
Work that is hot, loud, and dangerous is less satisfying
Work that is controlled, relatively quiet, and safe
will be more satisfying

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Employee Involvement
Employee involvement is a participative process
that uses employees input to increase their
commitment to the organizations success.

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Examples of Employee Involvement Programs
Participative Management
Representative Participation

Using Rewards to Motivate Employees
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Although pay is not the primary factor driving job
satisfaction, it is a motivator.
Establish a pay structure
Variable-pay programs
Flexible Benefits
Flexible benefits give individual rewards by allowing
each employee to choose the compensation package
that best satisfies his or her current needs and
situations.
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Employee Recognition Programs
Employee rewards need to be intrinsic and extrinsic.
Employee recognition programs are a good method
of intrinsic rewards.
The rewards can range from a simple thank-you to more
widely publicized formal programs.
Advantages of recognition programs are that they are
inexpensive and effective.
Some critics say they can be politically
motivated and if they are perceived to be
applied unfairly, they can cause more harm
than good.
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