We've found 15 Job Characteristics Model tests

Benefits And Drawbacks Business Management Employee Stock Ownership Plan Job Characteristics Model Management Operations Management Organizational Behavior
Org behavior ch 5 quiz – Flashcards 10 terms
Darren Farr avatar
Darren Farr
10 terms
Costs And Risks Developmental Psychology Job Characteristics Model
Psych of adolescence-Identity and self – Flashcards 27 terms
Judith Simpson avatar
Judith Simpson
27 terms
Business Management Closed Ended Questions Job Characteristics Model Make Eye Contact Management Organizational Psychology
Speech class coms 105 – Flashcards 185 terms
Alice Rees avatar
Alice Rees
185 terms
Job Characteristics Model Occupational Therapy Satisfy Human Needs
Exam 2 – Leadership – Flashcards 200 terms
John Smith avatar
John Smith
200 terms
Decision Making Job Characteristics Model Linguistics
Chapter 8 OB – Flashcards 24 terms
Mary Moore avatar
Mary Moore
24 terms
Business Management Contingency Theory Of Leadership Job Characteristics Model Operations Management
Management Exam 2 HW Questions – Flashcards 90 terms
David Dunn avatar
David Dunn
90 terms
Business Management Industrial Organization Job Characteristics Model
Flashcards About MGMT Chapter 8 23 terms
Richard Lattimore avatar
Richard Lattimore
23 terms
Job Characteristics Model Jobs Management Organizational Decision Making
Management and Organizational Behavior Chapter 7 – Flashcards 23 terms
Linda Lynch avatar
Linda Lynch
23 terms
Break Even Point High Context Cultures Job Characteristics Model Social Cognitive Theory
Management, 3e (Hitt) Chapter 9 Motivation – Flashcards 93 terms
Daphne Armenta avatar
Daphne Armenta
93 terms
Business Management Goal Setting Theory Job Characteristics Model
Management 16 – Flashcards 155 terms
John Smith avatar
John Smith
155 terms
Business Management Employee Stock Ownership Plan Goal Setting Theory Human Resource Management Job Characteristics Model Linguistics
Chapter 12 Motivating Employees – Flashcards 42 terms
Mary Moore avatar
Mary Moore
42 terms
Business Business Management Job Characteristics Model Measuring
Intro to Education 1/24/2012 – Flashcards 26 terms
Jonathan Walsh avatar
Jonathan Walsh
26 terms
Family Psychology Job Characteristics Model
M18CH14 – Flashcards 60 terms
Deacon Kirby avatar
Deacon Kirby
60 terms
Business Management Job Characteristics Model Linguistics Lower Order Needs Need For Affiliation
man2021 – Flashcards 81 terms
Lewis Edwards avatar
Lewis Edwards
81 terms
Conflict Management Styles Human Resources Management Job Characteristics Model National Labor Relations Act
Management Lesson 12 (Ch. 10): HR Management – Flashcards 106 terms
William Jordan avatar
William Jordan
106 terms
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.
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/
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/
Get an explanation on any task
Get unstuck with the help of our AI assistant in seconds
New