Motivational Concepts,

Theories and Approaches

T3 cont..

OB
 Motivating By Changing Nature of
Work
• Job design provides stronger evidence
that the way the elements in a job are
organized can act to increase/decrease
effort.
• J. Richard & Greg Oldham developed job
characteristics model – 5 core job
dimensions (skill variety, task identity, task
significance, autonomy, feedback).
 Skill Variety
• Degree to the job requires a variety of
different activities so that the employee
can use a number different skills & talents.
• E.g.. Garage owner who does electrical,
body work aside from mechanical work

Task Identity
• Degree to which the job requires
completion of a whole and identifiable
piece of work.
 Task Significance
• Degree to which the job has a substantial
impact on he lives or work of other people.
• E.g. a nurse working in a ICU.

Autonomy
• Degree to which the job provides
substantial freedom, independence &
discretion to the individual in scheduling
the work & in determining the procedures
to be used in carrying it out.
 Feedback
• Individual obtaining direct & clear
information about the effectiveness of his
or her performance.
• degree to which one gets feedback, this
gives direct clear information on his
performance.
• Motivating potential score (MPS)
= skill variety + task identity + task significance * autonomy * feedback
3
 How can Jobs Be Redesigned:
• Job rotation:
periodic shifting of an employee form one
task to another.
reduces boredom, increases motivation,
provides mgt room for scheduling
• Job enlargement
expanding jobs horizontally, more tasks