Essentials of Organizational Behavior
Fifteenth Edition
Chapter 8
Motivation: From Concepts to Applications
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
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Learning Objectives
8.1 Describe how the job characteristics model (JCM) motivates by changing the work environment.
8.2 Compare the main ways jobs can be redesigned.
8.3 Explain how specific alternative work arrangements can motivate employees.
8.4 Describe how employee involvement measures can motivate employees.
8.5 Demonstrate how the different types of variable-pay programs can increase employee motivation.
8.6 Show how flexible benefits turn benefits into motivators.
8.7 Identify the motivational benefits of intrinsic rewards.
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Motivating by Job Design: The Job Characteristics Model Learning Objective 8.1
Job characteristics model: jobs are described in terms of five core dimensions:
Skill variety
Task identity
Task significance
Autonomy
Feedback
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Job design suggests that the way elements in a job are organized can influence employee effort. The job characteristics model (JCM) looks at describing any job in terms of five core job dimensions. These job dimensions include skill variety, which is the degree to which the job incorporates a number of different skills and talents. Task identity is another dimension that looks at the degree to which the job requires the completion of a whole and identifiable piece of work. Task significance is included and looks at how the job impacts the lives of others. Autonomy, the fourth dimension, identifies how much freedom and independence workers have over their jobs. And finally, feedback is how much the job generates direct and clear information about the worker’s performance.
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The Job Characteristics Model (Exhibit 8-1)
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Much evidence supports the JCM concept that the presence of a set of job characteristics—variety, identity, significance, autonomy, and feedback—does generate higher and more satisfying job performance.
Long Description:
The details are as below:
Core job dimensions of skill variety, task identity, and task significance link to experienced meaningfulness of the work.
Core job dimension of autonomy links to experienced responsibility for outcomes of the work
Core job dimension of feedback links to knowledge of the actual results of the work activities.
The three critical psychological states combine to bring about four personal and work outcomes: High internal work motivation, high-quality work performance, high satisfaction with the work, and low absenteeism
