hackman and oldham

• hackman & oldham's job design

  *identifies aspects of the design of a job that can influence how motivating it is

  *thought that job needed to be designed so that it would focus on person and person would then be motivated

  
• if job contains all 5 elements, it will lead to ...


  worker motivation, more worker involvement, higher performance, lower staff turnover, lower absenteeism
• core job characteristics

  skill variety, task identity, task significance, autonomy, feedback
• skill variety


  degree to which a job requires a variety of skills

  *cannot be monotonous

  *more challenging work keeps workers stimulated, maintains concentration = more motivation
• task identity


  degree to which a task is clearly defined from start to finish

  *knowing what workers are responsible for from start to finish will improve involvement from workers
• task significance


  degree to which workers understand the importance of their job

  *knowing task is important and significant will increase motivation
• autonomy


  degree to which workers have freedom to make decisions on their own

  *having freedom, responsibility, accountability will increase motivation
• feedback


  degree to which workers receive constructive feedback on their performance on task

  *increase motivation (eg receiving praise/constructive advice regarding improvements)
• critical psychological states

  experienced meaningfulness of work, experienced responsibility for outcomes of work, knowledge of actual results of work activities
• outcomes - effects on workers

  high internal work motivation, high quality work performance, high satisfaction with work
• scoring highly on job scores for each makes a job


  more motivating