Motivation by Job Design

Most research in think over design suggests pickings a look at the aspect of meditate structure. This structure tells us how these elements in a job are organized groundwork portrayal to gain or decrease effort. When I took a look at the gambol Characteristics Model (JCM) it describes five core job dimensions that managers should look into to increase motivation within employees. I turn appear heard employees say I only come to work for this easy check, there is nothing to do here but eat, sleep and the most work if any is when a resident decides to act out.I wondered about those statements and ask myself Do they like their job, do they want to be here, and most of all are they committed or can they become committed? This is why I thought, Motivating by Job externalise The Job Characteristics Model was interesting. The dimensions are as follow, expertness variety, having enough activities in a job so the worker can use a number of different skills and talent (Robbins Judg e, 2011, motivating by Job Design The Job Characteristics Model)Task identity, how much of the job requires completion of a whole and identifiable piece of work (Robbins Judge, 2011, Motivation by Job Design The Job Characteristics Model) meaning that if your job requires doing one or two activities it may bump off low on the model and may not become experienced, meaningfulness at work. They also my score low on internal work motivation. Task significance is other element in job structure was jobs should be designed to have an impact on employees lives or work with other people.Autonomy is an essential connection also to job structure because an employee which has no freedom to be independent and discrete in scheduling the work and carry it out will score low on the JCM. The one most authorized element in job design is feedback, it not only inflict absenteeism and turnover but the psychological states of mind of the employee and employer scores broad(prenominal) on the knowl edge of the actual results of the work activities (Robbins Judge, 2011, Motivation by Job Design The Job Characteristics Model).Scoring high on the five dimensions is critical to the psychological states, resulting in experienced meaningfulness of the work and personal and workout comes are high also such as high internal work motivation, prime(a) work performance, satisfaction with the work, and low absenteeism and turnover (Robbins Judge, 2011, Motivation by Job Design The Job Characteristics Model). Depending on the feedback, employees growth may exigency strengthening. Reference Robbins, S. P. , & Judge, T. A. (2011). Motivation From Concepts to Applications(14th ed. ). Retrieved from The University of Phoenix eBook Collection database.