ipl-logo

Richard Hackman And Greg Oldham's Job Characteristics Model

1116 Words5 Pages

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

Show More
Related

Outriggers Case

819 Words | 4 Pages

The next success factor is the "employee loyalty/retention" (2). When a company is able to keep workers for long periods of time it shows that the company is

Read More

Hrm 531 Week 3 Job Analysis Paper

308 Words | 2 Pages

DECISION: Our team has agreed on the 3rd decision which is to break down the production jobs into several job categories and do a job analysis for each category. JUSTIFICATION: Our current problem is that the employee's’ refusal to take on some duties is likely to result into a lower production rate, then a lower profit, lower wages, and, at the end, a higher turnover rate. To avoid/minimize these negative consequences, at our current financial state, we need a set of readily applicable job procedures and rules for a reasonable price.

Read More

Advantages And Disadvantages Of Self-Determination Theory

758 Words | 4 Pages

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.

Read More

Essay On The Importance Of Staff Retention

924 Words | 4 Pages

These empowering features in the workplace will potentially promote job satisfaction, create greater productivity, and most importantly promote retention of valuable employees. The key to retention is creating and keeping an environment where all of the generations feel welcome and valued. There have four important things to staff retention in organizational is relationships, value, eengagement and health care organization policies. 2.1 Relationship The important of staff retention is relationship with manager.

Read More

Tinto's Theory Of Student Persistence

1495 Words | 6 Pages

success. Tinto developed a theory to explain student retention called Tinto’s Theory of Student Departure. Tinto’s (1993) theory of student departure, will also serve as the theoretical framework of this study.

Read More

Neo Personality Inventory Case Study

734 Words | 3 Pages

Neo Personality Inventory Psych 220 Dr. Jacobsen Salem College Victoria Murray March 1, 2018 Costa, P. T., Mccrae, R. R., & Kay, G. G. (1995). Persons, Places, and Personality: Career Assessment Using the Revised NEO Personality Inventory. Journal of Career Assessment, 3(2), 123-139. doi:10.1177/106907279500300202 Neo personality Inventory measures thirty traits.

Read More

Executive Summary: The Reasons Of Employee Retention?

735 Words | 3 Pages

EXECUTIVE SUMMARY EMPLOYEES RETENTION Employee retention means to retain the employees in the organisations and not giving them chance to leave the organisations at any cost. The burly block for any organisations is just not to get the best employees for the organisations, but to also retain them in the organization. There are number of reason because of which an employee leaves or try to quit the job, some of them are: 1.

Read More

Popeyes Employee Turnover Case Study

463 Words | 2 Pages

Introduction: Popeyes is a popular fast-food chain known for its delicious fried chicken, biscuits, and sides. However, it has been facing issues with retaining employees, which has been affecting its overall performance and profitability. The purpose of this report is to analyze the problem and suggest solutions to help Popeyes improve employee retention. Problem Identification: Employee turnover is a significant challenge for the restaurant industry, and Popeyes is no exception.

Read More

Herzberg Two-Factor Theory

4219 Words | 17 Pages

This section reviews theories on employee retention. 2.2.1 Herzberg Two Factor Theory Frederick Herzberg (1959) two-factor theory is also known as the motivation-hygiene or the dual-factor theory. Herzberg’s theory states that certain factors in the organization related to the contentment of the job which provides satisfying experience for employees while separate set of hygiene factors cause dissatisfaction among employees in the workplace. The former factors are called motivators or satisfiers and include achievement, recognition, the work itself, responsibility, opportunity to do something meaningful, sense of importance, advancement and growth while the former factors are known as hygiene factors such as job security, fringe benefits, salary paid

Read More

Stakeholder Theory In The Hotel Industry

946 Words | 4 Pages

Among scholars, the different facets of job satisfaction included feelings toward a job, pay, benefits, supervision, coworkers, the work itself, organizational environment, and work conditions as stated by Biggs & Swaile; Fichter & Cipolla (as cited by Appiah, 2016). Aziri (as cited by Appiah, 2016) stated that employees were usually more productive, more stable, and had a better

Read More

The Position Analysis Questionnaire (PAQ)

991 Words | 4 Pages

The results of the PAQ allows one to view specific details about the job, as well as the ability to compare jobs or positions in different businesses. Additional details regarding the elements and six main categories, along with the use of the PAQ in a research study, will be further discussed. Riggio (2013) effectively discusses and describes the job elements that the PAQ analyzes. The elements are grouped into six main categories and are described in brief detail. The categories include the following: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics.

Read More

Bella's Case Study In Organizational Behaviour

1458 Words | 6 Pages

Job satisfaction occurs when employees consider the type of the

Read More

Tesla Motivation And Motivation

821 Words | 4 Pages

Organisations have long struggled to retain employees without pouring in too many resources into incentives, however there are many other factors that influence the motivation for an employee to work for an organisation. The following factors are very important to retaining employees: ➔ Vision and Mission: Each organisation has a vision set by its leaders, a ground basis on which it stands for. This vision is the key for driving innovation, research and development for the company. Vision is also the driving force and motivation for its employees, to push their limits and to outperform the competition.

Read More

Job Rotation Theories

946 Words | 4 Pages

INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.

Read More

Disadvantages Of Job Redesign

1722 Words | 7 Pages

 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

Read More

More about Richard Hackman And Greg Oldham's Job Characteristics Model

Related Topics

Open Document