Question

Why is accounting for employee motivation such an important aspect of designing today's jobs? The job characteristics model has five components that enhance employee jobs--skill variety, task identity, task significance, autonomy, and feedback. Give an example illustrating how each component can be used to improve the organization and the job of the employee. (Consider you present or a recent job to answer this question.)

Answer 1

Job design is an integral part of managing human resources. It plays a part in influencing the overall effectiveness of the organization. Job design mainly involves ascertaining various specific tasks and responsibilities to be performed by the employees. It is an integral and complex process. It helps in enabling and recognizing the skills and competence of employees with their job requirements.

Further explanation is provided below

Explanation:

Job design is framed in such a way that it can facilitate the growth of the characteristics of an employee's work and increase their responsibility. Because of that, employees are more motivated to achieve better standards and produce maximum productivity. Therefore, employers nowadays do consider employee motivation when designing today's job because they want their employees to acquire more responsibilities to achieve satisfaction from their work. Job design has to be framed in such a way that it has a major impact on employee's satisfaction, motivation, and commitment to their organization. They have to ensure that the job does not get repetitive and boring for their employees as it can lead to negative consequences. Hence, they frame their duties and responsibilities in such a manner it leads to increased motivation.

The job characteristics model proposed by Hackman and Oldham can be called one of the most prominent efforts to design jobs that are catered to increase motivation among employees. This theory states that job design does affect motivation, job satisfaction, and work performance. It has five dimensions and they are as follows:

1. Skill Variety

It refers to the extent where an employee on the job will be needed to utilize a variety of skills and talents. The variety of skills plays an integral role in the improvement of employee's motivation through their job design.

For instance, a receptionist at a Doctors' office who directs patients towards the doctor's cabin demonstrates a low level of skill variety whereas if that employee completes formal procedures, assists the doctor with their routine procedures can demonstrate a higher level of skills variety and can be detrimental to organizational success. It is likely to bring more satisfaction to the employee.

2. Task identity

It refers to the extent to which a job has a particular identifiable portion of work from beginning to end with a noticeable result. Employees are motivated when they are identified with a task like that and determined to achieve that outcome.

For instance, a web designer employee designing a singular part of the website will have a low task identity as his work is combined with others whereas a web designer who completes the full website will claim responsibility for the result and will recognize it with the task identity. They are more likely to motivated and improve the organization.

3. Task significance

It refers to an extent where a job and its impact are vital within and outside the organization. When employees feel their work is integral to the organization, they are more likely to get motivated and develop their performance.

For instance, an employee who is part of the cleaning crew at the mid-level corporation will have lower task significance whereas cleaning employees at a hospital will have more task significance as he plays a role in helping the patients get better.

4. Autonomy

It refers to the extent where an employee has the choice and capability to schedule tasks. Employees who have flexibility attached to their roles will have more motivation than those who are micromanaged constantly.

For instance, an employee who does not have an option to choose flexible working hours at the corporation will have lower autonomy in his job whereas if the employee has the power to choose his working hours is more likely to be motivated to complete his hours and use the rest of the time to cater to his personal needs. It will help the organization to keep its employees happy and they get maximum efficiency.

5. Job feedback

It refers to the extent that employees receive direct feedback for their performance (negative or positive) and are more likely to be motivated for a long time.

For instance, a sales associate at a top sales firm who receives constant feedback on his work through their senior employees will be more motivated to get better at the job itself rather than a person who does not. The feedback can act as a motivational tool for the employee to perform better and it will overall improve the organizational goals.