Hackman & Oldham - Job Characteristics Model
Autonomy
Degree of freedom, independence and discretion an employee has regarding work and decisions
Task Identity
Degree to which a job involves doing a complete from beginning to end work with visible outcome
Task Significance
Degree to which the job has an significant impact on others - inside and outside company
Feedback
Degree to which the job provides the employee with clear and direct information about outcome and performance
Skill Variety
Degree to which the job requires the person to do different things, involvement of different skills and abilities
Aufgabe - Dreieck Responds to duties but annoyed by being over-controlled
Autonomy Experiences responbility Team-based work
Aufgabe - Dreieck Responds to duties but annoyed by work-limitations
Autonomy as missing core job characteristic to trigger critical psychological state of experienced responsibility Outcome: growth satisfaction Job Redesign, internvetion: job enlargement, job enrichment
Main Proposition
Based on the idea that the task itself is key to employee motivation. Employees will be more motivated and satisfied with their job - personal and professional- There are 5 core characteristics, which impact 3 critical psychological states.
Job Redesign Tools, interventions
Work simplification Job Enlargement Job Enrichment Job Rotation Team-based-work
3 critical psychological states
Meaningfulness Responsibility Knowledge of Results
Aufgabe Dreieck Too demanding job and organizational requirements
Work simplification needed, supervisor as coach Too high Skill variety Feedback missing >> Knowledge of results for work effectiveness
5 core job characteristics
Skill Variety Task Identity Task Significance Autonomy Feedback
Work simplification
breaking down work into small repetitive tasks
team-based work
given a team, rather than an individual a whole meaningful task, team members are empowered to decide amongst themselves how to accomplish the task
Job enlargement
horizontal loading,expanding a job's tasks and duties
job rotation
moving workers among different narrowly defined tasks w/o disrupting the work flow
job enrichment
vertical loading,putting specialized tasks back together so that one person is responsible for producing a whole product or service, increases responsibility and gives more opportunities for autonomy and feedback
Outcomes
work motivation, growth satisfaction, general satisfaction, work effectiveness
