Designing Motivating Jobs
Either as an alternative or a supplement to various reward
programs, managers can consider redesigning jobs to make
them more motivating. OB researchers Richard Hackman
from Harvard University and Greg Oldham from the
University of Illinois explored the nature of good jobs
through their job characteristics model (JCM).10 6The
JCM identifies five core job dimensions and their relation-
ship to personal and work outcomes. Building on Herzberg’s
motivation-hygiene theory, the JCM focuses on the content of jobs, rather than the con-
text of jobs and can be considered as a way of motivating employees and increasing
job satisfaction.
Job enrichment, an application of the JCM, refers to the vertical expansion of
jobs. It increases the degree to which employees control the planning, execution, and
evaluation of their work. An enriched job organizes tasks so that an employee does a
complete activity. It expands employees’ freedom and independence, increases respon-
sibility, and provides feedback, so individuals will be able to assess and correct their
own performance.^107Core Job Dimensions
According to the JCM, any job can be described in terms of five core job dimensions:- Skill variety. The degree to which the job requires a variety of different activi-
ties so the employee can use a number of different skills and talents. - Task identity. The degree to which the job requires completion of a whole
and identifiable piece of work. - Task significance. The degree to which the job has a substantial impact on
the lives or work of other people. - Autonomy. The degree to which the job provides substantial freedom, inde-
pendence, and discretion to the individual in scheduling the work and deter-
mining the procedures to be used in carrying it out.
132 Part 2Striving for Performance
job enrichment The vertical
expansion of jobs.
skill variety The degree to which
the job requires a variety of different
activities.
task identity The degree to which
the job requires completion of a
whole and identifiable piece of work.
task significance The degree to
which the job has a substantial
impact on the lives or work of other
people.
autonomy The degree to which
the job provides substantial free-
dom, independence, and discretion
to the individual in scheduling the
work and determining the proce-
dures to be used in carrying it out.
job characteristics model (JCM)
A model that identifies five core job
dimensions and their relationship to
personal and work outcomes.
McDonald’s sends its employees
to Hamburger University to train
them to give good service.
Employees working in fast-food
stores are often part-time, and
they view their jobs as temporary.
McDonald’s uses the experience
at Hamburger U and other train-
ing opportunities to help employ-
ees feel part of the organization
and more committed to their
work.
When might job
redesign be an
appropriate
motivational tool?