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Job characteristics contd

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Unformatted text preview: , and performance. • Job Enrichment Factors • Increasing the level of difficulty and responsibility of the job • Allowing employees to retain more authority and control over work outcomes • Providing unit or individual job performance reports directly to employees • Adding new tasks to the job that require training and growth • Assigning individuals specific tasks, enabling them to use their particular competencies or skills • Job Characteristics • Job Characteristics Model (Hackman and Oldham) Job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover. • • • • Job Characteristics (cont’d) Skill variety: The degree to which a job entails a variety of different activities, which demand the use of a number of different skills and talents by the jobholder Task identity: The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from beginning to end with a visible outcome Task significance: The degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or in the external environment 6 • • • • Autonomy: The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out Feedback: The degree to which carrying out the work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance Job Characteristics Model Job Characteristics Skill variety Task identity Task significance Autonomy Feedback • Employee Empowerment • Employee Empowerment Granting emp...
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