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Group Exercise: Applying the Job Characteristics

Model

Objectives1. To assess the motivating potential score (MPS) of several jobs

2. To determine !hich core job characteristics need to be changed for each job

3. To e"plore ho! yo# might redesign one of the jobs

$ntrod#ctionThe first step in applying the job characteristics model is to diagnose the !or% environment to determine if a

 performance problem is d#e to de&motivating job characteristics This can be accomplished by having employees

complete the job diagnostic s#rvey (J'S) The J'S is a self&report instr#ment that assesses the e"tent to !hich aspecific job possesses the five core job characteristics *ith this instr#ment+ it also is possible to calc#late a motivating

 potential score for a job The motivating potential score (MPS) is a s#mmary inde" that represents the e"tent to !hich

the job characteristics foster internal !or% motivation ,o! scores indicate that an individ#al !ill not e"perience high

intrinsic motivation from the job S#ch a job is a prime candidate for job redesign -igh scores reveal that a job iscapable of stim#lating intrinsic motivation and s#ggest that a performance problem is not d#e to de&motivating job

characteristics The MPS is comp#ted as follo!s.

S%ill / Tas% / Tas% MPS 0 variety identity significance

1

2 A#tonomy

2 3eedbac% 

J#dging from this e4#ation+ !hich core job characteristic do yo# thin% is relatively more important in

determining the motivational potential of a job5 6eca#se a#tonomy and feedbac% are not divisible by another n#mber+lo! amo#nts of a#tonomy and feedbac% have a greater chance of lo!ering MPS than the job characteristics of s%ill

variety+ tas% identity+ and tas% significance

Since the J'S is a long 4#estionnaire+ !e !o#ld li%e yo# to complete a s#bset of the instr#ment This !illenable yo# to calc#late the MPS and to identify deficient job characteristics

$nstr#ctions7o#r instr#ctor !ill divide the class into gro#ps of fo#r to si" 8ach gro#p member !ill first assess the MPS of his or

her c#rrent or former job and then !ill identify !hich core job characteristics need to be changed Once each gro#p

member completes these tas%s+ the gro#p !ill identify the job !ith the lo!est MPS and devise a plan for redesigning itThe follo!ing steps sho#ld be #sed 7o# sho#ld first complete the 9: items from the J'S 3or each item+ indicate

!hether it is an acc#rate or inacc#rate description of yo#r c#rrent or most recent job by selecting one n#mber from the

scale provided *rite yo#r response in the space provided ne"t to each item After completing the J'S+ #se the scoring%ey to comp#te a total score for each of the core job characteristics

9 0 very inacc#rate ; 0 slightly acc#rate: 0 mostly inacc#rate < 0 mostly acc#rate

1 0 slightly inacc#rate 0 very acc#rate

= 0 #ncertain

 >>>>> 9 S#pervisors often let me %no! ho! !ell they thin% $ am performing the job

 >>>>> : The job re4#ires me to #se a n#mber of comple" or high&level s%ills

 >>>>> 1 The job is arranged so that $ have the chance to do an entire piece of !or% from beginning to end

 >>>>> = J#st doing the !or% re4#ired by the job provides many chances for me to fig#re o#t ho! !ell $ am doing

 >>>>> ; The job is not simple and repetitive

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 >>>>> >>>> The job does not deny me the chance to #se my personal initiative or j#dgment in carrying o#t the !or%

 >>>>> ? The job provides me the chance to completely finish the pieces of !or% $ begin

 >>>>> The job itself provides plenty of cl#es abo#t !hether or not $ am performing !ell

 >>>>> 9@ The job gives me considerable opport#nity for independence and freedom in ho! $ do the !or%

 >>>>> 99 The job itself is very significant or important in the broader scheme of things

 >>>>> 9: The s#pervisors and co&!or%ers on this job almost al!ays give me feedbac%B abo#t ho! !ell $ am doing in

my !or%

Scoring eyComp#te the average of the t!o items that meas#re each job characteristic

S%ill variety (: and ;) >>>>> 

Tas% identity (1 and ?) >>>>> 

Tas% significance (< and 99) >>>>> 

A#tonomy ( and 9@) >>>>> 3eedbac% from job itself (= and ) >>>>> 3eedbac% from others (9 and 9:) >>>>> 

 Do! yo# are ready to calc#late the MPS 3irst+ yo# need to comp#te a total score for the feedbac% jobcharacteristic This is done by comp#ting the average of the job characteristics entitled feedbac% from job itselfB and

feedbac% from othersB Second+ #se the MPS form#la presented earlier to comp#te the MPS 3inally+ #se the J'S

norms provided to interpret the relative stat#s of the MPS and each individ#al job characteristicOnce all gro#p members have finished these activities+ convene as a gro#p to complete the e"ercise 8ach

gro#p member sho#ld present his or her res#lts and interpretations of the strengths and deficiencies of the job

characteristics De"t+ pic% the job !ithin the gro#p that has the lo!est MPS Prior to redesigning this job+ ho!ever+each gro#p member needs more bac%gro#nd information The individ#al !ho !or%s in the lo!est MPS job sho#ld th#s

 provide a thoro#gh description of the job+ incl#ding its associated tas%s+ responsibilities+ and reporting relationships A

 brief overvie! of the general !or%ing environment is also #sef#l *ith this information in hand+ the gro#p sho#ld no!

devise a detailed plan for ho! it !o#ld redesign the job

 Dorms

TYPE OF JOB

Professional/

Technical Clerical ales er!ice

S%ill variety ;= =@ =? ;@

Tas% identity ;9 = == =

Tas% significance ;< ;1 ;; ;

A#tonomy ;= =; =? ;@

3eedbac% from

 job itself ;9 =< ;= ;9

3eedbac% from

others =: =@ 1< 1?

MPS 91; @ 9@< 99=

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E#estions for 'isc#ssion1. Fsing the norms+ !hich job characteristics are high average+ or lo! for the job being redesigned5

2. *hich job characteristics did yo# change5 *hy5

3. -o! !o#ld yo# specifically redesign the job #nder consideration5

". *hat !o#ld be the diffic#lties in implementing the job characteristics model in a large organiGation5