Page 362 - Fundamentals of Management Myths Debunked (2017)_Flat

Exhibit 11–5 Job Characteristics Model CHAPTER 11 • Motivating and Rewarding Employees 361

Core Job Critical Personal
Dimensions Psychological and Work
States Outcomes

Skill variety Experienced High internal
Task identity meaningfulness of work motivation
Task significance the work

High-quality
work performance
Experienced
Autonomy responsibility for
outcomes of the work High satisfaction
with the work

Knowledge of the
Feedback actual results of the Low absenteeism
and turnover
work activities

Employee
growth-need
strength

Source: Reprinted by permission from Judith D. Hackman (w/o) J. Richard Hackman.

meaningfulness through skill variety, task identity, and/or task significance). The more these job enrichment
three conditions characterize a job, the greater the employee’s motivation, performance, and The vertical expansion of a job by adding planning
satisfaction and the lower his or her absenteeism and the likelihood of resigning. As the model and evaluation responsibilities
shows, the links between the job dimensions and the outcomes are moderated by the strength
of the individual’s growth need (the person’s desire for self-esteem and self-actualization).
Individuals are more likely to experience the critical psychological states and respond posi-
tively when their jobs include the core dimensions than are individuals with a low growth
need. This distinction may explain the mixed results with job enrichment (vertical expansion
of a job by adding planning and evaluation responsibilities): Individuals with low growth need
don’t tend to achieve high performance or satisfaction by having their jobs enriched.
The JCM provides significant guidance to managers for job design for both individuals
30
and teams. The suggestions shown in Exhibit 11–6, which are based on the JCM, specify the
types of changes in jobs that are most likely to improve each of the five core job dimensions.

Exhibit 11–6 Guidelines for Job Redesign

Suggested Action Core Job Dimension
Combine tasks Skill variety

Form natural work units Task identity

Establish client relationships Task significance

Expand jobs vertically Autonomy

Open feedback channels Feedback

Source: Reprinted by permission from Judith D. Hackman (w/o) J. Richard Hackman.