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Designing Motivating Jobs
An additional feature of the JCM includes the implementation of specific
concepts in an attempt to design motivating jobs. This model builds off of the
five core job dimensions by assigning certain approaches that may satisfy each.
Skill variety is satisfied by the concept of vertical loading or assigning more
task variety and responsibility to a job. Task significance is fulfilled by
combining tasks or putting smaller tasks together to form larger tasks. Forming
natural work units is assigned to task identity for the purpose of making the
completion of an entire task feasible. In many instances, tasks within the work
force are either too large or complex for one employee to complete individually.
Autonomy is established within the work place by allowing individuals to
interact directly with customers. Lastly, providing open feedback channels
allows employees to obtain the level of information necessary to maintain
awareness of ones own progress.
Moderating Variables
In addition, there are variables that moderate the relationship between job
dimensions and psychological states, and between psychological states and work.
These variables are growth need strength, knowledge and skills, and satisfaction
with extrinsic aspects of work. The variables ultimately affect the direction of
response which workers display towards particular jobs, either accepting or
negatively. Workers who exhibit high growth need strength, adequate
knowledge/skills, and satisfaction with extrinsic aspects are expected to
respond best to jobs that possess high Motivating Potential Scores. In contrast,
workers that do not possess these variables are not likely to respond to jobs
with high MPS.
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