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What is the job characteristics model?
The Job Characteristics Model is a theory that is based on the idea that a task in itself is the key to the employee's motivation. In short, a boring and monotonous job is disastrous to an employee's motivation whereas a challenging, versatile job has a positive effect on motivation. The theory specifies five job characteristics ...
What is skill variety?
Skill variety refers to the degree to which a job demands different activities in the execution of the tasks, where various skills and talents of the working person are used. A monotonous job with repetitive tasks doesn't help the employee to develop a variety of talents.
Why is alternating work important?
A worker who does alternating work is probably more satisfied with his job than a person who routinely produces the same work each and every day . Having different tasks, more responsibility and more independence will be beneficial to a person's intrinsic motivation. ...
What happens if you are not in the labor force?
Many who are not in the labor force are going to school or are retired. Family responsibilities keep others out of the labor force. Since the mid-1990s, typically fewer than 1 in 10 people not in the labor force reported that they want a job.
What is not covered by unemployment?
For example, self-employed workers, unpaid family workers, workers in certain not-for-profit organizations, and several other small (primarily seasonal) worker categories are not covered. In addition, the insured unemployed exclude the following: Unemployed workers who have exhausted their benefits.
Is the labor force made up of the employed and the unemployed?
People with jobs are employed. People who are jobless, looking for a job, and available for work are unemployed. The labor force is made up of the employed and the unemployed. People who are neither employed nor unemployed are not in the labor force.
Why is the job not the individual?
The job, not the individual, is being studied in an effort to make it safer by identifying hazards and making modifications to eliminate or reduce them. The worker's experience contributes in making job and safety improvements. The job should be observed during normal times and situations.
When should a job be observed?
The job should be observed during normal times and situations. For example, if a job is routinely done only at night, the JSA review should also be done at night. Similarly, only regular tools and equipment should be used. The only difference from normal operations is the fact that the worker is being observed.
How to conduct a JSA?
Four basic stages in conducting a JSA are: 1 selecting the job to be analyzed 2 breaking the job down into a sequence of steps 3 identifying potential hazards 4 determining preventive measures to overcome these hazards
How many steps are needed to describe a job?
A rule of thumb is that most jobs can be described in less than ten steps. If more steps are required, you might want to divide the job into two segments, each with its separate JSA, or combine steps where appropriate. As an example, the job of changing a flat tire will be used in this document.
What is a job step?
A job step is defined as a segment of the operation necessary to advance the work. See examples below. Care must be taken not to make the steps too general. Missing specific steps and their associated hazards will not help. On the other hand, if they are too detailed, there will be too many steps.
What is JSA in the workplace?
A JSA, or better still, a written work procedure based on it, can form the basis for regular contact between supervisors and workers. It can serve as a teaching aid for initial job training and as a briefing guide for infrequent jobs. It may be used as a standard for health and safety inspections or observations.
What are the advantages of observing a worker?
The major advantages of this method include that it does not rely on individual memory and that observing or performing the process prompts the recognition of hazards.
What Is Hackman and Oldham’s Job Characteristics Model?
The Job Characteristics Model is a theory that is based on the idea that a task in itself is the key to the employee’s motivation. In short, a boring and monotonous job is disastrous to an employee’s motivation whereas a challenging, versatile job has a positive effect on motivation. The theory specifies five job characteristics t…
The Design
- According to the definitive version of the Job Characteristics Model, five core job characteristics were to invoke three psychological states in employees. These five characteristics lead to a lot of favourable personal and work results. The moderators must moderate the connections between the job characteristics and psychological states, and between the psychological states and the …
Indexing Scores
- Scores can be given to all five indicators, which are subsequently combined. This number functions as an indicator for the general motivating potential of a task or job that is examined. The number, the index, will represent how the job positively or negatively impacts the employee’s attitude and behaviour. The number is called the MPS, the Motivating Potential Score. The form…
Job Characteristics Model and Psychological States
- The conceptual core of the theory is the series of three psychological states that mediate between task attributes and the outcomes. The psychological states apply to the individual, who assigns the scores himself, and therefore doesn’t represent the characteristics or tasks within a certain job. When an employee assigns a high score to all five job characteristics, he will experie…
Work-Related Results
- The final part of the Job Characteristics Model describes that when the five core job characteristics are present and the three psychological states are reached, the following results are likely to be achieved for the employee concerned:
Job Characteristics Model: Moderators
- Even Hackman and Oldham recognised that the Job Characteristics Model isn’t fully waterproof and applicable to everyone. Different individuals will have a different view of the same job that is considered to have a highly motivating potential. This grey area is bridged by a set of inherent properties or characteristics. These are termed moderators. The following moderators ensure th…
It’S Your Turn
- What do you think? Are you familiar with the explanation about the Job Characteristics Model? What do you believe are factors that contribute to a better performance and higher satisfaction on the work floor? Do you have anything to add to or any tips regarding the theory of the Job Characteristics Model? Share your experience and knowledge in the comments box below.
More Information
- Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
- Hackman, J. R. (1980). Work redesign and motivation. Professional Psychology, 11(3), 445.
- PLoher, B. T., Noe, R. A., Moeller, N. L., & Fitzgerald, M. P. (1985). A meta-analysis of the relation of job characteristics to job satisfaction. Journal of applied psychology, 70(2), 280.
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