Hackman and Oldham’s Job Characteristics Model is very important when discussing the behaviors of organizations. The Job Characteristic Model predicts job satisfaction of employees (Blanz, 2017, 1). This paper will discuss the important of the Job Characteristic Model, how the model can be utilized in my current or past jobs, and the five characteristics of the model: skill variety, task identify, task significance, autonomy, and feedback. When a job has a high amount of these five characteristics, the job will most likely have a higher motivation rate (Catanxaro, 1997, 85). The first characteristic that I will discuss is skill variety. Skill variety suggests requirements and different tasks for a job (Catanxaro, 1997, 85). These skills
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Task identity explains the degree in which the employee feels the need to complete a project from start to finish (Catanxaro, 1997, 86). This is important in organizations because as discussed in class, people or groups can often be distracted by other tasks before finishing the first task. Employees at the resort would have mixed reactions regarding task identity. For me, I would feel extremely motivated to complete a task when I rarely got one. Other employees would take their time with the task because they predicted that they wouldn’t receive a new task anytime soon, or employees would have low motivation to complete a task because they weren’t used to doing them. The skill variety impacts the task identity in those ways. Employees need to feel that they are involved and significant to the progress of the resort in order for them to have the motivation of completing a …show more content…
In the activities department, we do activities with families and babysit children in our Kid’s Club. We have weekly scheduled activities at specific times and places, but other than that we have the freedom to go about those activities however. When babysitting kids in Kid’s Club, we have the freedom to take them anywhere on resort property to have fun. The kids like to go fishing, to the arcade, take walks, look at the tropical birds we have at the resort, swimming, and many more fun activities. Management doesn’t do the best job of specifying how they want their employees to do activities or babysitting, as a result this gives employees in the activities department a lot of autonomy. Unfortunately, too much freedom can be negative and lead to accidents or inefficiency (Lu, 2017, 222). For example, employees may begin to slack off or do things incorrectly. Employees who rented putters out to golfers would often rent them out with no charge because they didn’t want to go through the process of charging the customer through the point of sales system. This led to a decrease of revenue for the department. The employees felt that they could get away with doing this because they had too much freedom and began taking shortcuts. Too much autonomy can reduce productivity, organizations must find a balance between too little and too much (Lu, 2017, 222). The resort has a lot of autonomy, but they need take some
Task identity explains the degree in which the employee feels the need to complete a project from start to finish (Catanxaro, 1997, 86). This is important in organizations because as discussed in class, people or groups can often be distracted by other tasks before finishing the first task. Employees at the resort would have mixed reactions regarding task identity. For me, I would feel extremely motivated to complete a task when I rarely got one. Other employees would take their time with the task because they predicted that they wouldn’t receive a new task anytime soon, or employees would have low motivation to complete a task because they weren’t used to doing them. The skill variety impacts the task identity in those ways. Employees need to feel that they are involved and significant to the progress of the resort in order for them to have the motivation of completing a …show more content…
In the activities department, we do activities with families and babysit children in our Kid’s Club. We have weekly scheduled activities at specific times and places, but other than that we have the freedom to go about those activities however. When babysitting kids in Kid’s Club, we have the freedom to take them anywhere on resort property to have fun. The kids like to go fishing, to the arcade, take walks, look at the tropical birds we have at the resort, swimming, and many more fun activities. Management doesn’t do the best job of specifying how they want their employees to do activities or babysitting, as a result this gives employees in the activities department a lot of autonomy. Unfortunately, too much freedom can be negative and lead to accidents or inefficiency (Lu, 2017, 222). For example, employees may begin to slack off or do things incorrectly. Employees who rented putters out to golfers would often rent them out with no charge because they didn’t want to go through the process of charging the customer through the point of sales system. This led to a decrease of revenue for the department. The employees felt that they could get away with doing this because they had too much freedom and began taking shortcuts. Too much autonomy can reduce productivity, organizations must find a balance between too little and too much (Lu, 2017, 222). The resort has a lot of autonomy, but they need take some