The Job Characteristics Model and Job Enrichment

FINDINGS

DATA ANALYSIS

RESEARCH METHODOLOGY

When asked about Autonomy almost 47% of the working professionals were neutral and accepted that many things are standardized and not under their control, but they can make some decisions about the work, whereas 36% of them didn’t seem satisfied and were not happy about the zero autonomy in their job and some were still uncertain about it.

A whole piece of task is not completed under a single person and many of the professionals either opted for a neutral line or were strongly dissatisfied about it, while some were still on the verge of slightly agreeing to it.

When asked about the different varieties of tasks done, 41% of the professionals were satisfied and accepted that the job requires them to do many different things, using a number of skills and talents.

The question of the importance of work done by an individual professional in his/her job gave some interesting results where major emphasis was on its disagreement and they felt that their job is of lesser importance.

When asked about the feedback system, many professionals seemed to be neutral saying that sometime they do get a proper feedback while sometimes they do not.

The various types of skills used in the job gave a tie between the uncertainties of knowing that whether a job provides multiple tasks to do with a strong disagreement to accept the fact that the use of task varieties is more.

The job being difficult with no repetitiveness gave major responses towards slightly disagreeing to it.

PRIMARY RESEARCH

101 RESPONDENTS

The research was conducted in Indian context to investigate into the impact of job enrichment on motivation levels of a working professionals.

The sampling was random and the survey was circulated and sent through emails and social networking websites.

RECOMMENDATIONS

Rotate Job

Move your workers through a variety of jobs that allow them to see different parts of the organization learn different skills and acquire different experiences.

Implement Participative Management

Allow team members to participate in decision making and get involved in strategic planning.

Combine Tasks

Combine work activities to provide a more challenging and complex work assignment. This can significantly increase ‘task identity’ because people see a job through from start to finish.

Conclusion

Redistribute Power and Authority

Redistribute control and grant more authority to workers for making job-related decisions. As supervisors delegate more authority and responsibility, team member’s autonomy, accountability, and task identity will increase.

Identify Project-Focused Work Units

Break your typical functional lines and form project-focused units.

Increase Employee-Directed Feedback 

Make sure that people know how well, or poorly, they’re performing their jobs. The more control you can give them for evaluating and monitoring their own performance, the more enriched their jobs will be.

Most people do not want to work at jobs that are repetitive in tasks that do not provide a little variety, autonomy, or motivation.

Create Autonomous Work Teams

This is job enrichment at the group level. Set a goal for a team, and make team members free to determine work assignments, schedules, rest breaks, evaluation parameters, and the like.

Turn employees' effort into performance

Link employee’s performance directly to reward

Make sure the employee wants the reward. How to find out?

Ask them

Use surveys( checklist, listing, questionnaire)

Both employers and employees do not consider enrichment while designing jobs.

JOB ENRICHMENT

Apart from monetary rewards , growth in career and environment perceptions are changing.

Job enrichment is generally defined as the vertical expansion of a job. It implies increasing the motivation level of an employee by improving the scope of the job by increasing the responsibility, autonomy and control in execution of the job.

People are keen to learn and trying to polish their skills , enrichment has sufficient role in satisfaction and motivation of employees.

THE JOB CHARACTERISTICS MODEL

OBJECTIVES

People do prefer jobs of autonomy.

A theoretical concept concerning how the fundamental features of an employee's assigned tasks affect mental states and yield different workplace outcomes. The job characteristics model applicable to a business identifies the job characteristics of skill variety, autonomy, task significance, task identity and feedback, and the outcomes of high job performance, high job satisfaction, high intrinsic motivation, and lowabsenteeism or turnover

• To find out the relationship between the job characteristics model and the motivation of professional people.

• To explore how one might redesign a job accordingly.

• To determine which core job characteristics need to be changed for each job.

• To have an understanding of the preferences of people in their job.

• To know what the professionals feel about their jobs and what they want to do more and do less.

One of the major purposes of job design is to address what is needed from the job and the employees collectively.

Psychological aspects must be considered while designing a job they like to be identified and work on significant tasks to acquire skills which facilitate them to develop their career.

The Job Characteristics Model and Job Enrichment