Job Characteristics Model Task Identity –Extent to which employees complete a whole, identifiable piece of work Job Feedback –Extent to which completing a task provides clear & timely performance feedback Autonomy –Extent of freedom and discretion available to determine how to perform the job

Job Characteristics Model (cont) Skill Variety –Extent to which job requires a range of competencies and abilities Task Significance –Extent to which employees impact others and the company

Prentice Hall, 2001Chapter 153 Personal and Work Outcomes Core Job Dimensions Critical Psychological States The Job Characteristics Model Skill variety Task identify Task significance Experienced meaningfulness of the work Experienced responsibility for outcomes of the work Knowledge of the actual results of the work activities Autonomy Feedback High internal work motivation High-quality work performance High satisfaction with the work Low absenteeism and turnover Employee Growth Need Strength

Prentice Hall, 2001Chapter 154 CharacteristicsExamples Skill Variety High varietyThe owner-operator of a garage who does electrical repair, rebuilds engines, does body work, and interacts with customers Low varietyA bodyshop worker who sprays paint eight hours a day Task Identity High identityA cabinetmaker who designs a pieces of furniture, selects the wood, builds the object, and finishes it to perfection Low identityA worker in a furniture factory who operates a lathe to make table legs Task Significance High significanceNursing the sick in a hospital intensive care unit Low significanceSweeping hospital floors Autonomy High autonomyA telephone installer who schedules his or her own work for the day, and decides on the best techniques for a particular installation Low autonomyA telephone operator who must handle calls as they come according to a routine, highly specified procedure Feedback High feedbackAn electronics factory worker who assembles a radio and then tests it to determine if it operates properly Low feedbackAn electronics factory worker who assembles a radio and then routes it to a quality control inspector who tests and adjusts it Examples of High and Low Job Characteristics

“JCM” & Assembly Line Application Changes in management philosophy? Changes in how the work was done? Outcomes for the organization? Outcomes for the employees & managers?

Prentice Hall, 2001Chapter 66 Theory X Workers Dislike Work Avoid Responsibility Little Ambition Theory Y Workers Enjoy Work Accept Responsibility Self-Directed

Need Theories of Motivation Maslow’s Hierarchy Mclelland’s Theory of Needs (read these) –Achievement –Power –Affiliation

Assumptions of Maslow’s Theory Five needs arranged in a hierarchy –Lower order needs Similar to hygiene factors –Higher order needs Similar to motivator factors Unfulfilled needs motivate behavior –Start at the bottom and move up

Maslow’s Hierarchy Physiological –Basic needs (food & shelter) satisfied through wages Security –Basic protection from threats: safe working conditions, job security (move to employability based security) Social –Feeling welcomed, part of the group or organization

Maslow’s Hierarchy (Continued Esteem –Feeling your work is appreciated by others; Recognition from others Awards, public recognition Informal recognition, communicating that a job is well done Self-Actualization –Achieving one’s potential –Doing work that is of critical importance to you –Self-development & growth is being maximized