1. According to job characteristic theory (Hacman & Oldham, 1974; 1980), there a
ID: 452890 • Letter: 1
Question
1. According to job characteristic theory (Hacman & Oldham, 1974; 1980), there are five characteristics of jobs that ultimately promote "satisfaction with the work itself." Identify and define/describe these five characteristics. Then, describe "growth need strength" and explain how this construct may influence the relationship between the five characteristics and employees' satisfaction with the work itself.
2. What is an individual’s personality? Identify and describe each component of the “Big Five” personality taxonomy. Which component do you believe is the most desirable for an employee to possess (in general) and why? Which component do you believe is the least desirable for an employee to possess (in general) and why? Finally, for the remaining three components, identify a particular type of team where you think each would likely be a beneficial personality trait for a team member to possess and why you believe this is the case.
Explanation / Answer
Five charateristics:
Skill variety: The work should be meaningful by using an appropriate variety of the skills and talents: too many might be overwhelming, too few, boring.
Task identity: The work should be meaningful by being able to identify with the work at hand as more whole and complete, and hence enabling more pride to be taken in the outcome of that work.
Task significance:The work should be meaningful by being able to identify the task as contributing to something wider, to society or a group over and beyond the self.
Autonomy:How job provides substantial freedom, independence and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.
Feedback: It implies an employee awareness of how effective he/she is converting his/her effort into performance. This can be anything from production figures through to customer satisfaction scores.
"Growth need strength":
It is a concept that describes the variability in growth needs among different people; a moderator variable in job characteristics theory. People with strong growth needs should respond more positively to job high in motivating potential than people with weak growth needs. Growth need strength is the extent to which a person desires to advance, to be in a challenging position and generally to achieve.
If an employee can adapt mental or physical to his new environment, he will deliver the high performance to organizations, on the other hands, employee who gets poor adjustment or performance will not meet the standard performance, organizational goals and decline satisfaction and motivation on their work; additional, he will have bad attitude and relationship among co-workers.This result can bring them to face many problems to work such as anxiety, indecision, not accept the truth, and detach from society, desperation, self-destruction, or etc. Students who just graduated or even though aperson whochanged his/her job need to make adjustment for alleviating of frustrated feelingand helping them to maintain a balance in life. If staffcannotadjust to different environments that they face, it will lead to result in the absence, being late,being frustration, and getting low performance as respectively.
For better performance and to achieve organization goals it is very important to have the employees that is satisfied with their jobs and it is only possible when the employee has their dream job that they always wanted to do, they understand their job perfectly. If they know their job perfectly then and then only they will take new initiatives in their work. It will resilt in the job satisfaction and the performance.
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.