In the job characteristics model, task significance refers to the degree to which a job ________.

has a substantial impact on the lives or work of other people More test answers on https://studyhippo.com/mgt-304/

In the job characteristics model, ________ refers to the degree to which a job requires completion of a whole and identifiable piece of work.

task identity More test answers on https://studyhippo.com/mgt-304/

Job enlargement was developed to overcome the problem of: a. complexity associated with job enrichment b. job ambiguity associated with the Job Characteristics Model c. boredom associated with scientific management’s approach to jobs d. motivation associated with a lack of job rotation

c. boredom associated with scientific management’s approach to jobs More test answers on https://studyhippo.com/m18ch14/

The job characteristics model developed by two organizational scientists, J. Richard Hackman and Greg Oldham, emphasizes core job characteristics, such as skill, variety, and task significance.

True More test answers on https://studyhippo.com/management-3e-hitt-chapter-9-motivation/

The many changes Ralph Stayer made or oversaw at Johnsonville (as described in the article “How I learned to let my workers lead”) ended up creating a very satisfying and intrinsically motivating work environment for employees. Use Psychological Empowerment Theory, the Job Characteristics Model, and anything else you’ve learned about intrinsic motivation and its building blocks to identify THREE different aspects of the Johnsonville jobs and/or work environment that likely contribute to employees’ high levels of intrinsic motivation. Be sure that each of the three parts of your response focuses on a specific and distinct aspect of the jobs or work environment. Also be sure to explicitly draw on the concepts mentioned above to explain why each aspect of the job/work environment is likely to lead to increased levels of intrinsic motivation. (20 points)

1- A likely cause for increased intrinsic motivation is that the line workers became responsible for quality control of the sausages—e.g taste-test and packaging improvements. This change lead to more feedback on the quality of the product the employees produce as well as a sense of autonomy over how that product’s quality is assured. Together, this feedback and autonomy increase intrinsic motivation through an increased knowledge of results and responsibility for outcomes. 2- Line workers took over the selection and training process of new workers. This provided them with a level of autonomy over the process, which makes them feel a sense of responsibility for the success of the company and the growth of others, which makes the job more intrinsically satisfying. 3- Work teams took over a number of scheduling and budget responsibilities that used to belong to supervisors. This added to the variety of work tasks and kept the job interesting, thus making it more intrinsically motivating. More test answers on https://studyhippo.com/mgmt-311-final/

Refer to the scene from Office Space in which the restaurant manager was trying to motivate Joanna (the waitress played by Jennifer Anniston) to improve her overall performance. Draw on what you know about the Job Characteristics Model and Psychological Empowerment Theory to propose TWO realistic strategies that you think could help to significantly improve her intrinsic motivation. Be specific in explaining exactly what needs to be done to enact each strategy. Also be sure to link each strategy to one or both of these theories, and use them to explain why each strategy is likely to be effective in intrinsically motivating Joanna to perform better. (20 points)

1- Implement a rate-your-service survey to accompany the check. Use questions like, “Did the waiter’s attitude improve your meal? Or your day? Would you spend $2 extra to enjoy the service provided here?” This would provide Joanna with feedback from the job itself—as opposed to a supervisor/coworker. According to job characteristics theory, feedback is a characteristic of intrinsically motivating jobs. Seeing the impact that she has on the lives of others, Joanna would view her job as more intrinsically satisfying. 2- According to job characteristics theory, autonomy is a characteristic of intrinsically satisfying jobs. Encourage Joanna to create her own flair but do not put a quantity requirement on it. By leaving this request open-ended, Joanna will have the freedom to create something that displays her personality and that she is proud to wear. This gives her a sense of autonomy over the decision of her flair. Owning and identifying with her workplace image will make her job more intrinsically motivating. More test answers on https://studyhippo.com/mgmt-311-final/

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Q: Job Characteristics Model (JCM)

JCM proposed that any job may be described by five core job dimensions. Skill variety is the degree to which the job requires a variety of different activities, so the worker can use a number of different skills and talent. Task identify is he degree to which the job requires completion of a whole and identifiable piece of work. Task significance is the degree to which the job has a substantial impact on the lives or work of other people. Autonomy is the degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and determining the procedures to be used in carrying it out. And, feedback is the degree to which carrying out the work activities required by the job results in the individual obtaining direct and clear information about the effectiveness of his or her performance. The first three dimensions—skill variety, task identity, and task significance—combine to create meaningful work the incumbent will view as important, valuable, and worthwhile. From a motivational standpoint, the JCM proposes that individuals obtain internal rewards when they learn (knowledge of results) that they personally (experienced responsibility) have performed well on a task they care about (experienced meaningfulness). Individuals with a high growth need are more likely to experience the critical psychological states when their jobs are enriched—and respond to them more positively—than are their counterparts with low growth need. More test answers on https://studyhippo.com/chapter-8-ob/

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What is Job Characteristics Model?

The Job Characteristics Model (JCM) is a framework developed by organizational psychologists in the 1970s to better understand job design and its effects on employee performance, motivation, satisfaction and other outcomes. The model proposes that there are five core job characteristics skill variety, task identity, task significance, autonomy and feedback that can be used to assess a given job’s potential impact on an employee’s work experience. It further suggests that when these characteristics are present in a job, employees will experience greater intrinsic motivation leading to higher levels of performance and overall satisfaction with their work. Skill Variety refers to the number of different skills or activities required for successful completion of the job. This can range from operating complex machinery requiring specialized knowledge or expertise through to simple manual labor involving repetitive tasks. Task Identity is about how much each individual task contributes towards completing the whole process; if every task has little relevance then it may not lead to any sense of accomplishment or purpose for employees. Task Significance relates to how important the final outcome is perceived as being by those involved – if it has no bearing on anyone outside of your workplace then it could potentially be seen as less meaningful than something more widely impacting upon society at large. Autonomy describes the level of control an employee has over their own work; do they have complete freedom over their decisions or are they tied into following certain protocols? Finally Feedback looks at whether people receive appropriate responses regarding their contribution such as recognition from management or customer compliments – this provides insight into whether people feel valued for what they do and helps reinforce positive behavior patterns which should ultimately improve performance levels over time.

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