Question

1.Describe your job (or role in a group or team that you're a member of) in terms of Hackman and Oldham’s Job Characteristics Model. To what extent does the model provide you with the tools or language you need to describe jobs in useful ways from a job design point of view? Why?

2.If you were to redesign your job, or role in a group or team that you are a member of, (or create an ideal job for yourself), what would it look like in terms of the Job Characteristics Model? Which core job characteristics would it contain, and how would each characteristic be applied to your job? Which of the core job characteristics are most important to you, and why?

3.Think about how goals are set where you work (or where you have worked in the past, or in some group or team you were a member of). How would you describe the goal setting process? Which elements of effective goal setting were present, and which were absent? Relate the presence or absence of these goals setting elements to how effective or ineffective the company, group or team was in achieving these goals. That is, did the presence or absence of effective goal setting techniques make a difference?

Answer 1

1. The job that I have in my team is that of a researcher. According to the the model, I feel, they my job adds the component aof authority and challenge which makes the job enriched, for me personally, and gives me a sense of purpose and fulfillment. The job design has a component of job enrichment and let's me have a satisfaction level thst motivates me further.

2. If I were to redesign my job I'd prefer having the component of responsibility and knowledge of outcomes to better mend my ways of researching and to have a more well rounded approach towards my job and hence output.

3. The goals in our work environment are set according to the target and the consumer satisfacfion, this helps give the entire team a certain perspective and a thirst to achieve more. The most important components in the goal setting that were inuded were the attainable and mesaurable goals, which made it easier for the employees the comprehemd and work towards. The presence of the crucial components made the task and the objectives more refines as opposed to open ended or diluted which leads to further disarray.