Job Characteristics Theory : The Core Job Dimensions

As learned in Occupations, completing a developmental profile can be beneficial in both, learning about a client and identifying their needs. Through identifying a client’s needs, occupational therapists can create appropriate interventions to assist the client with those needs. These interventions can be beneficial in improving a clients well-being and life balance.

taking the next step towards completing it. If you aren't sure which way to do something,

I go through all instructions and tools needed to make it a success. An example of this was when I was trying to get my baby’s crib, chest and changing table set up, with my husband been a procrastinator always putting it off for next week after next week, I knew I needed to do something or have my baby without getting all these in place and then I thought to myself and said I can do this, so I started and when I started I made sure it was all completed, I was tired but felt I had accomplished

Skill variety, task identity, task significance, autonomy, and feedback all makeup the five job attributes of the job characteristics model. As a breakdown of each (Kinicki & Williams, 2016) inform that skill variety is a variety of skills one holds for their job. I enjoyed the examples provided by using occupations. A librarian, accountant, and waitress would all hold vastly different skills that allow them to perform their job. Task identity and task significance are similar but different. Task identity is fundamental to the start to finish process of a task. This is significant to any task as there are clear set guidelines allowing you to see the step by step process which keeps you in line with deadlines. Task significance is knowing how

Dr. D’Mello believe that Dickie World’s employee should have simple tasks that are narrowed down in order for the workers to perform their job well, by using the Job characteristics model (JCM), in which I agreed and disagreed. I disagree with D’Mello’s beliefs of given simple tasks because simple tasks that employee can do will result in boredom. I agree with Dr. Mello about maybe the tasks are too ambiguous. The employee needs challenging tasks to stimulate and motive them to perform at their best. The JCM emphasis that the employees’ distinct differences should be considered and they should be motivated enough by work itself or work alone. The five JCM dimensions are: skill variety, Task identity, Task significant, autonomy and feedback.

The team who is currently in place lacks some knowledge in these skills. By combining the supervisor and existing employees

By nature employment is classified into part time and full time. The study of the nature of employment helps in assessing the magnitude of workforce fully reliant on earning from the IMS. This is discussed with Table 1 given below. More than 80% of workers are found to be engaged as full time workers (FTW) at the national level. However a trend of sinking part of FTW is observed with a increasing share of the part time workers (PTW). Dominance of male employment over the female employment is observed both for the category of PTW as well as the FTW. Gender wise distribution of employment shows that the share of both the full time male workers (FTMW) and full time female workers (FTFW) have decreased in 1994-95 and then continuously increased in 2005-06. Part time male workers (PTMW) shows declining share over the entire period, whereas the part time female workers (PTFW) shows an increasing share during the same period. A discussion on the growth of employment by nature and gender revealed the fact that growth rate of the FTW as well as PTW was higher during early reform period as compared to the later reform period, at the national level. The FTW suffered a negative growth during the later period, which causes the overall growth of the FTW to be lower. The growth of the PTW at all India level is higher. The category of PTW, PTFW is growing at a slower rate, but is higher than the growth rate of PTMW at the

Good because all of these numbers have been recorded so I can base on these records to identify the objectives.

For this report the students were randomly allocated into a group, where they were asked to compose a review on all of the different employability skills. This required them to carry out a variation of research consisting of both primary and secondary techniques, to help them gather their findings; this was for them to discover about many different careers rather than expanding upon one. The variety of different sources, which they also referred to, includes books, eBooks, journals and the Internet. This was to make sure that they had a mixture of data from the sources as information from one source specifies a singular view. They have presented the research and explained the significance of it throughout the report in addition to providing the material used, shown in the Appendix.

The job characteristics model is one of the most influential attempts to design jobs with increased motivational properties. Proposed by Hackman and Oldham, the model describes five core job dimensions leading to three critical psychological states, resulting in work-related outcomes.

The job characteristics model was projected in the 1970s by Richard Hackman and Greg Oldham to present a comprehensive and precise description of the consequences of job design involving motivation, job satisfaction, performance, and other vital features of organizational behavior. The job characteristics model concentrates on the aspect that makes jobs intrinsically motivating. Hackman and Oldham rationalize that when employees are intrinsically motivated, good performance makes them feel good. This feeling motivates them to persist to execute at a high level, so good presentation becomes self-reinforcing.

Holland Codes RIASEC refers to a theory of careers and vocational choice based upon personality types. Psychologist, John L. Holland, developed the theoretical framework behind the Holland Codes.

This is the process of determining the goals, what needs to be done to complete tasks, how to achieve positive output and who will put efforts to accomplish those goals.

Job satisfaction is a concept that encompasses a variety of definitions. While this concept is a fairly simple idea, it consists of multiple factors that contribute to an employee’s feeling towards their employer. Examples of these factors include, but are not limited to autonomy in the work place, pay, interaction between nurse and physician, management styles, organizational behavior and change. Job satisfaction can also be defined at a cognitive level including an employee’s emotional feelings towards their position and employer. Six articles from the nursing discipline were used to help define job satisfaction and its various components. Two articles were used from the field of psychology to help define job satisfaction and its various components in relation to a field outside of nursing. While multiple tools have been used to measure job satisfaction in the separate fields, the main measurement tool of focus will be the McCloskey/Mueller Satisfaction Scale for nursing job satisfaction.

Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9)