Job Characteristic Model - Essay Example

Designs normally focus on various aspects which results in various levels of job satisfaction and motivation for a given set of employees (Cranny, Smith & Stone, 126). For example, designs that emphasize production efficiency at minimal strain while ensuring employee motivation will in effect, offer job satisfaction.

      There have been various theories and explanations which have been advanced to explain job satisfaction and motivation. One most comprehensive models is the job characteristic model of Hackman and Oldham. The model outlines features of the job that impact the employer and the outcomes of such impact on the production. The characteristics have a psychological impact on the employee and as such, will impact the job output although midway between the characteristics and the outcome we must acknowledge the moderator which is the psychological reactions (Allen, and Andries, 78). The characteristics summarized above include skill variety, task identity, task significance, autonomy, and feedback. The core characteristics have three psychological impacts on the output which include meaningfulness of work, felt responsibility, and knowledge of results which are generally referred to as the critical psychological states.
The skill variety is high when the job requires various skills to accomplish the work and this will help break the job monotony. Otherwise, in a case where only one or limited skills are required then the job cannot offer skill variety and this leads to low motivation. In cases where employees actively take part in the process of identifying the components of the job, then they develop an identity with the job (Allen, and Andries, 80). The ego is boosted as opposed to where a senior manager identifies and recommends the materials to be used. It is also a regular feature that most employees derive fulfillment when they realize that the kind of work they do will help other lives. The job provides them with an opportunity to take responsibility. For example, a doctor is fulfilled in ensuring that people are healthy while soldiers ensure the security of the people across borders as teachers marvel at the achievements of their students (James, & Mazerolle, 56).

Most people would prefer working privately to enjoy freedom and independence as regards decision-making and scheduling of tasks. Therefore, in a case where employees are allowed to take control of their areas of work and make autonomous decisions, they become more effective and motivated to perform to their optimum and avoid failures. Employees or generally laborers will enjoy getting the output or the result of their work directly. In a case where an individual works and expects feedback from a different quarter then there is bound to be a lack of motivation (Cranny, Smith & Stone, 131). Someone who produces a machine would be happier if he/she tested the machine for functionality than someone in a more advanced position testing the machine. Therefore, if the job provides positive characteristics, then, there is an assurance of commitment to work, employee’s full involvement in the activities, and increased attendance which leads to efficiency and overall job satisfaction for the employees though with little variation from employees depending on an individual’s psychological mindset.

Using the above motivational characteristics, I can analyze and determine my motivating potential skill when each characteristic is graded in a range of very high to very low. In this case, the motivating potential is the product of the rating of feedback, autonomy, and the average sum of skill variety, task identity, and task significance (James, & Mazerolle, 72). This is summarized in the following formula,

In my scenario skill variety is equal to 5, task identity is 7, task significance is 6, autonomy is 6, and feedback on the work done is 7. Therefore, the Motivating potential score is calculated as follows:

                                                     =          6 x 6 x 7          =          254

Based on the values, a high motivating potential is obtained and this explains the satisfaction that I derive from my job. It is important that in every job, the motivating potential is kept as high as possible to ensure the effectiveness of the employees. The most realistic position is that the motivating potential from this kind of analysis can never reach hundred percent which is 349 because the degree of autonomy of employees as well as the kind of input they can give to the production process will always be inhibited due to the prevalence of one factor or another.