Question

Discuss the core dimensions of Hackman’s and Oldham’s Job Characteristics model and outline how job design is important when you are looking for a job. Use examples to further explain your answer.

Answer 1

The job characteristic theory is one of the critical ones describing how a job needs to be presented to a potential candidate and the various things that it must cover so as to ensure that those that are applying or are selected to a particular job remain satisfied and know its contents well before they are part of the companies system.

The core dimensions of the Model and relevant importance and examples are as follows:-

1) "Skill Variety"

For doing any job, a variety of skills may be required so as to be able to complete the various tasks effectively. Usually a dynamic job type wherein you require a variety of skills to complete a task is encouraged by potential candidates as it allows them to become a better all-round professional.

Example:-

When applying for a marketing job you must be god with numbers, interpersonal skills and have the correct knowledge of the industry type say for an example the automobile sector so as to be able to present yourself well in front of the end customer. This skill variety is essential for an individual and an organizations success and is the minimum expectation which a company has towards its end employees.

2) "Identity of the Task"

The identity of a task with regards to the entire process which it follows is another critical aspect of the model. Here, the distinctiveness of a task and its overall value to a process is what gets tested. The theory advocates that whenever the "involvement of a person is limited to the task and he does not have a holistic view of the entire process, the jobs does not satisfy him". Thus, the view of the person must be large enough that he finds a place in the entire process which he is following in the organization.

When looking for a job, we look out for what boundaries a job has and the level of identity which it has within the organization

3) "Significance of the Task"

Another critical element is the level of significance which the task has towards an entire organization. If the significance of a task is relatively low, or the impression in the mind of a potential or existing member of the staff is such that the task is not important for them, then the chances are that his overall motivation levels will remain on the lower side.

For example, if a marketing executive with a company is aware of the fact, that his actions are what brings in revenue for a firm and he is rewarded according to the task and its importance towards the company, in that case his motivation levels remain relatively higher, and so does his performance.

For us as a job seeker, we are aware of the fact that a significant task would always add value to a firm and would not run out of business or value to a company. It is thus preferred by us so as to remain relevant in the organization.

4) "Level of Independence/Autonomy"

The level of autonomy or independence which a candidate in a job is also very important. If he feels he is not given the freedom to creatively think and implement changes if required he loses interest in a job very easily and would not stay motivated.

While applying for a job, we need to see if companies are micromanaging their employees which means that they are not given any autonomous independence which can be seen from reviews of existing or previous employees of the company. A lenient management allows for free thinking to take place, which should be adopted so as to allow for people to run their operations in the company relatively freely.

5) "Feedback"

If a job role does not take any feedback from its current employees, then chances are that it would not see much progress. Low level employees are like ears which directly interact with customers and take the feedback upwards so as to implement policy changes if and when required. The theory has correctly placed this point to have much relevance.

For example, while applying for a job of a marketer we need to be aware if the management takes customer and employee feedback seriously and the mechanism in which it works must also be properly analyzed.