60. What is used by the job characteristics model?
(A) Job diagnostic survey
(B) Job documentation survey
(C) Job allocation survey
(D) Job distribution survey
Answers
Answer:
One of the most important components of human resources management is job design or work design, where the focus is on the specifications of the job that will satisfy requirements of the organization and the person holding the job. It is one core function of human resources management that cannot be overlooked or skipped, considering how it is an essential tool in ensuring high job satisfaction among workers within an organization, and improve productivity and the overall output.
In the course of the life of an organization, there are changes that are bound to affect how various aspects of management operate. Human resources management is not immune to these effects and, many times, the HRM of an organization has to adapt to the changes. One form of adaptation is through implementing job or work redesigns. Another is through the conduct of various activities and programs that are aimed at job enrichment.
Unfortunately, job redesign is not something that can be done overnight. There are several approaches that may be used, and one of the more popular and most acknowledged approaches is that one developed by J. Richard Hackman and Greg Oldham, and which was aptly called the “Job Characteristics Model”.
Understanding the Job Characteristics Model (including Job Enrichment)
© Shutterstock.com | baranq
In this guide, we explore 1) the job characteristics theory and model and 2) how the job characteristics model can help with job enrichment.
THE JOB CHARACTERISTICS THEORY
Hackman and Oldham, both organizational psychologists, developed the job characteristics theory (JCT) and first introduced it in 1976 in the
book “Organizational Behavior and Human Performance, Vol. 16, Issue 2”.
According to this theory, “job design has an effect on motivation, work performance, and job satisfaction.” It has served as a framework for management to identify how certain job characteristics affect the outcomes of the jobs.
In a more personal vein, it studies the various factors that make a specific job satisfying for the organization, and for the person doing the job. Therefore, it describes the relationship between job characteristics and the responses of individuals to work or the job being performed.
The Job Characteristics Theory identified five core job dimensions that prompt three psychological states which, in turn, lead to or have an effect on five work-related outcomes or results. As we move forward with the discussion, we will expound on these further.
Out of this theory, the Job Characteristics Model, which is still in full use today, was also introduced. Basically, this model specifies the conditions under which workers or individuals will be internally motivate to perform their jobs effectively.
Option “A” is correct i.e., job diagnostic survey.
• The Job Diagnostic Survey plans to (a) diagnose present jobs to know if and how these might be restructured to improve employee's motivation, fulfillment, and output and assess the effects.
• The model stipulates the conditions which will lead an individual to be essentially motivated to do their work