Various components are considered necessary to an employee's job satisfaction. These include pay, promotion, benefits, supervisor personality, co-workers and safety on the job.
Meaningfulness of work That labour has meaning to you, something that you can relate to, and does not occur just as a set of movements to be repeated.
This is fundamental to intrinsic motivation, i. Responsibility That you have been given the opportunity to be a success or failure at your job because sufficient freedom of action has given you. This would include the ability to make changes and incorporate the learning you gain whilst doing the job.
Knowledge of outcomes This is important for two reasons. Firstly to provide the person knowledge on how successful their work has been, which in turn enables them to learn from mistakes. The second is to connect them emotionally to the customer of their outputs, thus giving further purpose to the work e.
I may only work on a production line, but I know that the food rations I produce are used to help people in disaster areas, saving many lives.
In turn, each of these critical states are derived from certain characteristics of the job: This is derived from: Skill variety Using an appropriate variety of your skills and talents: Task Identity Being able to identify with the work at hand as more whole and complete, and hence enabling more pride to be taken in the outcome of that work e.
Task Significance Being able to identify the task as contributing to something wider, to society or a group over and beyond the self. Conversely I will be less motivated if I am only making a faceless owner wealthier, or am making some pointless item e.
Responsibility Responsibility is derived from autonomy, as in the job provides substantial freedom, independence and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out Knowledge of outcomes This comes from feedback.
This can be anything from production figures through to customer satisfaction scores. The point is that the feedback offers information that once you know, you can use to do things differently if you wish. Feedback can come from other people or the job itself.
Knowing these critical job characteristics, the theory goes, it is then possible to derive the key components of the design of a job and redesign it: Varying work to enable skill variety Assigning work to groups to increase the wholeness of the product produced and give a group to enhance significance Delegate tasks to their lowest possible level to create autonomy and hence responsibility Connect people to the outcomes of their work and the customers that receive them so as to provide feedback for learning Employee motivation ebook For the first time ever, practice meets theory in a concise report on how people get de motivated, and exactly what you can do to get them back on track.
More about the employee motivation ebook Newsletter.Job Design. According to a job characteristics model developed by Harvard psychology professor J.
Richard Hackman and Tulane University professor Greg R. Oldham, employers can design jobs using. Other factors contributing to job satisfaction include tasks that directly contribute to the company and the presence of evaluation and feedback when employees complete tasks.
Total Job Responsibility. Various components are considered necessary to an employee's job satisfaction. These include pay, promotion, benefits, supervisor personality, co-workers and safety on the job.
These job. International Journal of Business and Social Science Vol. 4 No.
2; February 95 Influence of Job Characteristics and Job Satisfaction Effect Work Adjustment for. Job satisfaction theories help to identify what factors are influencing the job satisfaction and what can be done to get higher employee job satisfaction..
Satisfaction is a psychological factor. It cannot be seen and cannot quantify. But its expression in the human mind is understandable. The work outcomes that are impacted by the job characteristics and psychological states include internal work motivation, growth satisfaction, overall job satisfaction, .