Human Recourses Review Questions Cover

Human Recourses Review Questions Cover

Chapters 6: Jobs


Q.6. Explain how changing job characteristics can be used to improve jobs? P.140

Organizational outputs (desired outcomes) are directly affected by the individual worker’s performance results, motivation, and his satisfaction. In order for organizations to be able to achieve its targets and overall goals, they have to address the contents (Job Design) of each job and their psychological effects on employees.

The job characteristics model developed by Hackman and Oldham identifies five important design characteristics of jobs. A job’s skill variety, task identity, and task significance affect the meaningfulness of work. Autonomy stimulates responsibility, and feedback provides knowledge of results. Each aspect can make a job better for the job holder to the degree that each is present.

1. Skill Variety: the extent to which the work requires several different activities for successful completion. For example, the more skills involved, the more meaningful the work is and vice versa.
2. Task Identity: the extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome. The more the work is identifiable to a worker, the more the more meaningful the work is to the worker, the more satisfied he is, and eventually, the more outcomes would result.
3. Task Significance: the impact the job has on other people indicates its task significance. A job is more meaningful if it is important to other people for some reason.
4. Autonomy: the extent of individual freedom and discretion in the work and its scheduling. More autonomy leads to a greater feeling of personal responsibility for work.
5. Feedback: the amount of information employees receive about how well or how poorly they have performed. The advantage of feedback is that it helps employees to understand the effectiveness of their performance and contributes to their overall knowledge about the work.

Conclusion: jobs designed to take advantage of these important job characteristics are more likely to be positively received by employees. Many approaches to enhancing productivity and quality reflect efforts to expand one or more of the job characteristics. Because of the effects of job design on performance, employees’ satisfaction, health, and other factors, organizations change the design of their jobs (job enrichment).

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