Hackman & Oldham - Job Design

• Job design model by Hackman and Oldham

  The better a job is designed, the more motivating potential there is in that job. Higher motivation leads to higher productivity, lower absenteeism, and higher staff retention
• Characteristics of a superb job design

  • Skill variety
  • Task identity
  • Task significance
  • Autonomy
  • Feedback
• Skill variety


  Job offers variety and is not incredibly repetitive or monotonous
• Task identity

  Clear focus to the job with a process from start to finish
• Task significance

  Job design makes the worker understand why the job is important and significant to the organization
• Autonomy


  Job design allows for independence to the worker, making them responsible for the outcomes
• Feedback


  Job design offers a system for giving feedback to the worker to understand performance and improve in the future
• Growth Needs Strength dimension

  An extension to the job design model by Hackman and Oldham. Individuals with high GNS score benefit more from well-designed jobs
• Individuals with high GNS score

  Benefit more from well-designed jobs
• Positive correlation between job design and motivating potential


  Even if an individual is not as responsive to an enriched job
• Job has to be well-designed and an appropriate individual needs to be selected for maximum benefits in motivating potential
• Remembering Hackman and Oldham job design: "See girls ate fish" - Skill variety, Task identity, Task significance, Autonomy, Feedback
• Consider Herzberg's intrinsic factors when thinking about Hackman and Oldham job design