Hackman And Oldham Job Characteristic Model

MPOB RESEARCH ASSIGNMENT

DIVYA SRIVASTAVA

ROLL NO. 02415903915

MBA-SEC A (MORNING)

Hackman and Oldham Job characteristic model

The job characteristics model, designed by Hackman and Oldham, is based on the idea that the task itself is the key to employee motivation. Specifically, a boring and monotonous job resist n employee’s motivation to perform well, whereas a challenging job enhances motivation. Variety, autonomy and decision authority are three ways of which can make a job more challenging. Job enrichment and job rotation are the two ways of adding variety and challenge.  Five characteristic dimensions required for job characteristic model

 Skill variety

 Task identity

 Task significance

 Autonomy

 Feedback

This job has high level of motivation.

Autonomy : the degree to which a job provides substantial freedom and desecration to individual in scheduling the work and in determining the procedure to be used to in carrying it work. It means if one has the ability to give input and know how their job is done.

Eg. an instructor who is required to follow a predetermined textbook, covering a given list of topics using a specified list of classroom activities, has low autonomy. On the other hand, an instructor who is free to choose the textbook, design the course content, and use any relevant materials when delivering lectures has higher levels of autonomy. Autonomy increases motivation at work, but it also has other benefits. Giving employees autonomy at work is a key to individual as well as company success, because autonomous employees are free to choose how to do their jobs and therefore can be more effective.

The manner and process of how the job is done is up to the employee then job has great degree of

Stand-up comedians have high degree of feedback because they get instant feedback as to whether or not they are performing their job will like the audience whether laugh or doesn’t. He can determine whether or not one is doing a good job on the basis of feedback from the customer.

But the production person may not get feedback from his job because they don’t get feedback for their work because the consumption of the product is so far from the actual place of manufacturing.  Job characteristic model states that there are five core job characteristics that is skill variety, task identity, task significance, autonomy, and feedback, which impact three critical psychological states that are experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results, which in turn influence work outcomes such as job satisfaction, absenteeism, work motivation, etc.

 The five core job characteristics can be combined to form a motivating potential score (MPS) for a job

MPS = skill variety + identity task + task significance x autonomy x feedback 3

 MPS can be used as an index of how likely a job is to affect an employee 's attitudes and