Job characterstics model for organizational behavior By Manpreet singh digital

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genera job charactersitics model of job satisfaction theory as a part of organizational behavior By Manpreet singh digital

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Job characterstics model for organizational behavior By Manpreet singh digital

  1. 1. JOB SATISFACTION?
  2. 2. MOTIVATION JOB DESIGN JOB CHARACTERSTIC MODEL
  3. 3. MEANINGFUL • IMPORTANT • VALUABLE • WORTHWHILE STUDY AUTONOMY, FEEDBACK
  4. 4. Individuals with a high growth need are more likely to experience the critical psychological states when their jobs are enriched—and respond to them more positively—than are their counterparts with low growth need.
  5. 5. MOTIVATIONAL POTENTIAL SCORE S.V. + T.I. + T.S. 3 AUTONOMY FEEDBACK
  6. 6. WHY & ? To be high on motivating potential, jobs must be high on at least one of the three factors that lead to experienced meaningfulness and high on both autonomy and feedback. If jobs score high on motivating potential, the model predicts motivation, performance, and satisfaction will improve and absence and turnover will be reduced. M. P.
  7. 7. Much evidence supports the JCM concept that the presence of a set of job characteristics—variety, identity, significance, autonomy, and feedback—does generate higher and more satisfying job performance. 3 But apparently we can better calculate motivating potential by simply adding the characteristics rather than using the formula. 4 Think about your job. Do you have the opportunity to work on different tasks, or is your day pretty routine? Are you able to work independently, or do you constantly have a supervisor or co-worker looking over your shoulder? What do you think your answers to these questions say about your job’s motivating potential

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