The Hackman and Oldham Model of Job Design
A personal story...
- BUILT AROUND FIVE CORE JOB DIMENSIONS
- CRITICAL PSYCHOLOGICAL STATES
- PERSONAL & WORK OUTCOMES
My own experience with the Hackman & Oldham
Model of Job Design.
The Hackman and Oldham
Model of Job Design
Deployment: “The toughest job you’ll ever love”
FIVE Core Job Dimensions:
# 1 SKILL VARIETY
# 2 TASK IDENTITY
# 3 TASK SIGNIFICANCE
# 5 FEEDBACK
HISTORICALLY....
Critical Psychological States:
J.Richard Hackman & Greg R. Oldham build on the previous work of Frederick Herzberg's two-factor theory. Herzberg's original find has also been known as motivation-hygiene theory and dual factor theory. The findings were very similar to Maslow's hierarchy theory of needs.
Herzberg concluded that the two major factors that contributed to the output of the workplace was"hygiene factors," the existing characteristics of the environment (ie. company policies, pay, work conditions.) The other contributor was the motivators for what people actually were tasked to do at work and the feeling of achievement or accomplishment. Hackman and Oldham expanded on Herzberg's theory by including the entire experience in the workplace quality of life equation. They broke it down to FIVE core dimensions of the work being done that affected the "critical psychological state".
Hackman and Oldham in their job design concluded that these outcomes directly related to performance and job satisfaction.
- Experienced Meaningfulness of the Work
- Experienced Responsibility for Outcome of the Work
- Knowledge of the actual results of the work activities
= GROWTH NEED STRENGTH : The degree to which individuals want personal and psychological development.
PERSONAL & WORKPLACE OUTCOMES :
* HIGH internal work motivation
* HIGH-quality work performance
* HIGH satisfaction with the work
* LOW absenteeism and turnover