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Richard Hackman And Greg Oldham's Job Characteristics Model

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INTRODUCTION Richard Hackman & Greg Oldham has development a model which specifically addresses job design. The model relates to job characteristics to psychological states and personal and work outcome. It can be used to predict whether positive work and personal outcomes can be achieve from a job as it exists or with redesign. This model diagnoses and design jobs to fit employees. When applying this model to retain the employee in the IT industry, its strengths are immediately apparent.

4.3 HACKMAN AND OLDHAM’S JOB CHARACTERISTICS MODEL (1976) FOR RETENTION

The Job Characteristics model by Hackman and Oldham (1976) makes a specialty of interplay among the psychological state of employees, the job characteristics that are believed …show more content…

(Diagram -4.1) is a diagrammatic representation of the original Hackman and Oldham job characteristics model. The core job dimensions are seen as propelling three psychological states that, in turn, lead to a number of advantages personal and work outcomes. The vital psychological states are defined as, …show more content…

It is proposed, therefore, that jobs that require the use of several different skills, allow employees to complete a substantial piece of work (as opposed to the continuous repetition of a simple task) and are seen as having an impact on others will be though of as worthwhile and meaningful one by the workers in those jobs. Job autonomy is seen as determining knowledge of the actual results of the work activities. The three psychological states are then seen as combining to determine various personal and work outcomes such as high internal work motivation (i.e. intrinsic motivation), high quality work performance, high satisfaction effect with the work and low absenteeism and turnover. To summarize, the model postulates that an individual experiences positive effect to the extent that he/she learns (knowledge of results) personally (experienced responsibility) and performs well on a task that he/she cares about (experienced

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The theory was created in 1976 and Hackman and Oldham (1980) revised this theory again in 1980. In 1997, Faturochman defined job characteristic theory as the relationship between job characteristics and individual responses to work. The theory identifies specific task conditions where individuals are assumed to prosper in their work. Essentially, job characteristics can predict job satisfaction. SDT is in agreement with this theory that it promotes autonomous motivation.

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 Right person for right job : Job Redesigning helps in creating a right person-job fit while harnessing the full potential of employees. It helps organization as well as employees in achieving their targets or goals. The job characteristics model designed by Hackman and Oldham which is based on the idea that the task

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