1.f. Job Characteristics Model (JCM)

Question 1

Job Characteristics Model

Answer 1

*Model showing how the type of job affects motivation

Question 2

5 Core Characteristics

Answer 2

1. Skill variety
2. Task identity
3. Task significance
4. Autonomy
5. Feedback

Question 3

Skill variety

Answer 3

Variety of skills

Question 4

Task identity

Answer 4

defining a task based on a specific outcome. The extent to which the job requires a certain identifiable outcome e.g. understanding the material

Question 5

Task significance

Answer 5

impact of job on life/others e.g. helping others learn

Question 6

Autonomy

Answer 6

making your own choices within the job

Question 7

Feedback

Answer 7

results of the job & feedback received from others

Question 8

Procedure

Answer 8

Through job diagnostic survey
Scores converted to numerical

Motivating Potential Score generated

Question 9

MPS Formula

Answer 9

MPS = skill variety x task identity x task significance
/3
x autonomy x feedback

0=0

Question 10

Formula info

Answer 10

McKenna - multiplication
0 in one component means the whole MPS will be 0
Not everyone agrees with this
Some think even 0 in one doesn’t necessarily mean the MPS will be 0
In this version, instead of multiplying the factors, they are added

Question 11

3 Factors Affecting Effectiveness of Job Enrichment

Answer 11

1. Growth - Highly interested in personal growth –> positive response to high MPS job
2. Need strength - pay, security etc.
3. Current job context - Unsatisfied needs means job enrichment will not be as effective

Question 12

Critical Psychological States

Answer 12

Experienced meaningfulness
How meaningful you believe your job is
Experienced responsibility for outcomes
How much you feel your actions contribute to the outcomes
Knowledge of results
Degree to which workers receive feedback

Question 13

Improving MPS

Answer 13

1. Combining tasks
2. Forming natural work units
3. Establishing client relationships
4. Vertical loading
5. Opening feedback channels

Question 14

Combining tasks

Answer 14

Bigger range of tasks to increase variety of work

Applying skills for role to other tasks e.g. secretary using word-processing & telephone skills for different tasks

Question 15

Forming natural work units

Answer 15

Jobs should be a full cycle, not a fragment of the cycle

Helps job seem meaningful & significant

Question 16

Establishing client relationships

Answer 16

Allow employees to make their own client connections & contacts rather than having to go through superiors

More freedom, variety & potential feedback

Question 17

Vertical loading

Answer 17

Giving employees responsibilities typical of supervisors e.g. scheduling, quality control, recruitment & training

Increases autonomy

Consequently changes supervisors role, may require support to transition to an enabling vs managing style

Question 18

Opening feedback channels

Answer 18

Provide opportunities for performance feedback for employee (receive)

Question 19

Evaluation

Answer 19

Evidence
Workers in enriched jobs have greater psychological wellbeing
Enrichment works best when compensating for poor feedback & reward systems
Experience of the meaningfulness of work & experience of responsibility for the outcome of the work mediated relationship between job characteristics & motivation

Lots of evidence

Question 20

Criticisms

Answer 20

Culture
- Doesn’t apply equally to all cultures
Survey is not always valid
Individual differences not supported
Implementation guidelines are vague
Claimed that evidence lacks validity
Diagnostic survey