Question

In: Operations Management

After a month of critical observation after you were employed by your new firm, you realized...

After a month of critical observation after you were employed by your new firm, you realized that employees at MoshoLove Limited were not actively engaged with their jobs. This was later confirmed by the various unit heads in a meeting to address organizational members’ concerns. Upon careful analysis in an attempt to address the issue, you recognized that the root cause of the problem has to do with the nature and content of the job. As the HR Director of MoshoLove Limited, discuss how your organization can enhance employee job engagement using the Job characteristics model. Support your discussion with relevant examples where necessary. .

Solutions

Expert Solution

  • The Job Characteristics Model is a theoretical model for WD or ( Work-Design) and it has a set of principles in order for the enrichment of the Jobs present in the Organisational environment and in enhancing the Work Engagement.
  • The concept of Work-Engagement is defined as the crucial aspect for the achievement of the Organisational Goals and Objectives as it tends to focus on the engagement of the employees the major driving factor behind the success of an organization.
  • The Work-Engagement concept generates the energetic environment necessary for the fulfillment of Organisational Goals.
  • The Job Characteristics Model consist fo the 5 elements and these are: Autonomy; Feedback; Skill Variety; Task identity & Task-Significance
  • The Job Characteristics and its elements have a profound effect on the Work Engagement and it is observed that higher job characteristics always lead to higher employee engagement, thus the organization should drive its efforts towards increasing Employee Engagement.

Employee Engagement can be increased by:

  1. Autonomy: By embedding a feeling of trust among the employees and instilling mutual respect in them and in their work.
  2. Feedback: By providing the employees with the necessary feedback in terms of guidance and motivating them to do better.
  3. Skill Variety: By providing the diversity in the job to the employees to eliminate the feeling of monotony, i.e ensuring that the employees do not feel bored doing their roles and duties.
  4. Task identity: By establishing a task identity i.e a clear work-flow for the employees which will improve job engagement and satisfaction.
  5. Task-Significance: By establishing the importance of the work the employees do and validating the importance of the employee's job duties to the overall working of the organization, this will establish the task significance.

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