IS YOUR CURRENT JOB/EMPLOYMENT/WORK PROVIDING YOU SATISFACTION?

Job satisfaction is an emotional reaction to an employee's work situation. This can be defined as an overall impression about one's job in terms of specific aspects of the job (e.g., compensation, autonomy, colleagues) and it can be connected with specific results, such as productivity. Job satisfaction is crucial to the pursuit of happiness and well-being. Herzberg (1959; 1966) developed two-factor theory of job satisfaction: "motivation" and "hygiene". According to Herzberg's theory, if handled properly, hygiene issues cannot motivate workers but can minimize dissatisfaction. Hygiene factors include company policies, supervision, salary, interpersonal relations and working conditions. They are variables related to the worker's environment. By contrast, a worker's job satisfaction is influenced by factors associated with the work itself or by outcomes directly derived from it such as the nature of their jobs, achievement in the work, promotion opportunities, and chances for personal growth and recognition. Because such factors were associated with high levels of job satisfaction, Herzberg, a major researcher, referred to them as "motivation factors". -------------------------------------------------------------------------------------------------------------From Hackman, J.R. and Oldham, G.R. 1976. Motivation Through the Design of Work:Test of Theory. Organizational Behaviour and Human Performance :: Hackman and Oldham (1975) proposed five "core" dimensions for evaluating the immediate work environment constituting the Job Diagnostic Survey JDS. These core dimensions turned out to be associated significantly with job satisfaction and a high sense of workers' motivation. That is, the work environment source consisted of five dimensions, namely those of skill variety, task identity, ask significance, autonomy and feedback. Hackman and Oldham's model proposes that attention to five job design characteristics (skill variety, task identity, task significance, autonomy and feedback) produce three critical psychological states (experienced meaningfulness of the work, experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities) which increase the likelihood of positive personal and work outcomes, especially from employees with a high growth-need strength, including: high internal work motivation, high quality performance, high satisfaction with the work, and low absenteeism and turnover. The most important characteristic that receives huge attention in Hackman and Oldham's study is the meaningfulness of the work that means to what extent the individual perceives the work as significant and important. Job meaningfulness can be defined as the product of three dimensions: skill variety (activities that challenge skills and abilities); task identity (the extent to which the job requires completion of a "whole", identifiable peace of work); task significance (how substantially the job has impacts on other people's lives. Feedback to staff, the final characteristic of Hackman and Oldham's Job Characteristics Model, has been greatly improved at many hospitality institutions but is often lacking in many of the smaller food service only organizations like clubs and restaurants. The value of this characteristic should not be discarded as simple steps like weekly, monthly and yearly sales, covers, earnings results summaries have great universal employee appeal. Another simple feedback tool is the establishment of an annual award to the employee or unit of the year. In addition, letters received from customers can be copied and circulated to the team responsible for service delivery. HACKMAN & OLDHAM'S FIVE DIMENSIONS OF MOTIVATING POTENTIAL :: Hackman and Oldham (1975) broke "The job itself" into five dimensions. They say that any

Please read the disclaimer I must post.The degree to which a job requires a variety of challenging skills and abilities. My job provides a lot of variety Strongly Disagree Disagree Slightly Disagree Undecided . Listed below are the five dimensions of motivating potential: Skill variety . MPS measures the overall motivating potential of a job. . .It is calculated by taking the AVERAGE of skill variety plus task identit plus task significance and then multiplying that AVERAGE by autonomy and feedback.The degree to which the job has a perceivable impact on the lives of others. .The degree to which the job gives the worker freedom and independence in scheduling work and determining how the work will be carried out. abilities. the importance of the job.The degree to which the worker gets information about the effectiveness of his or her efforts.Freedom to do the work as one sees fit. decision-making. is the SUMMARY of Hackman and Oldham's Job Characteristics Model. Task identity . either within the organization or the world at large. The job can then be redesigned to eliminate what is bothering the workers. and talents. either directly from the work itself or from others.Doing a complete job from beginning to end. ADDITIONALLY Motivation Potential Score (MPS) . Feedback . .Doing different things. and means for accomplishing a job. using different valued skills. or JOB SATISFACTION.Motivation Potential Score (MPS).given job can be analyzed. Task significance . . 1. .The degree to which a job requires completion of a whole and identifiable piece of work. discretion in scheduling. Autonomy . the whole job rather than bits and pieces. another way to express it is: MPS = Meaningfulness of work X autonomy X feedback.The degree of meaningful impact the job has on others. utilizing these five dimensions for its motivating potential.Clear and direct information about job outcomes or performance. MPS identifies the dimensions most in need of redesign.

My job lets me be left on my own to do my own work. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 3. My job is one that may affect a lot of other people by how well the work is performed. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 4. Strongly Disagree Disagree . Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 5.Slightly Agree Agree Strongly Agree 2. My job by itself provides feedback on how well I am performing as I am working. My job allows me the opportunity to complete the work I start.

Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 8. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 7. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 9. While perfoming my job I get the opportunity to work on many interesting projects.Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 6. My job is arranged so that I have a chance and the ability to talk with customers/clients/end users. . My job provides me the opportunity of self-directed flexibility of work hours. My job has the ability to influence decisions that significantly affect the organization.

Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 11.Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 10. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 12. My job is arranged so that I have an understanding of how it relates to the business mission. My job provides me with the opportunity to both communicate with my supervisor and to receive recognition from them as well. My job gives me the opportunity to use many new technologies. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree .

I receive feedback from my co-workers about my performance on the job. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 14. My job influences day-to-day company success.Agree Strongly Agree 13. I am able to act independently of my supervisor in performing my job function. Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree . Strongly Disagree Disagree Slightly Disagree Undecided Slightly Agree Agree Strongly Agree 15.