Pls do not handwrite the answer, this is for easy reading Sry guy, can\'t find a
ID: 3526400 • Letter: P
Question
Pls do not handwrite the answer, this is for easy reading
Sry guy, can't find a subject for this - so I put under social sciences
It is under Human Behaviour in Organisation
Question 2:-
b) Identify and describe how many core job dimensions in the Job Characteristics Model. Describe how can it be used to affect an employee's attitudes and behaviors.
2c) Research shows a strong relationship between organizational justice and job performance. Discuss 6 practical implication derived from equity theory. Define what is equity. How can it be implemented in our job performance?
Explanation / Answer
1) Job characteristics model
An employee if satisfied of his work will satisfy the organization with his best-effort implemented
work. So job design is a very important part of human resource. Hackman and Oldham, both
organizational psychologists, developed the job characteristics theory. In order to make the job
satisfactory for the job holder, five core dimensions have been identified.
1) Skill variety
2) Skill identity
3) Skill significance
4) Autonomy
5) Feedback from job
Core dimensions and employees attitudes and behavior
1) Complexity of the job ? + Skill variety ? + experience ? = job satisfaction ?
From the above simple concept, employees need to be given a job that is not monotonous in
nature. A work which has high complexity needs high skill variety which makes the employee
work with enthusiasm. So he might gain more experience thereby gaining job satisfaction.
2) Involvement of the employee from beginning to end ? = job satisfaction ?
A person involved in a work, for example, which is having three phases if asked to be
responsible for one among the three does not know the outcome of his work. But a person who
is involved in all the three phases (from start to end) can see the outcome of his work. Hence he
will be aware of the outcomes of his actions in the work. Also the result of his work motivates
him or encourages him to be responsible.
3) Task significance ? = job satisfaction ?
A person who is aware of the significance of his work, that is, the knowledge of the people
destined to be benefitted through his work motivates him. He finds a meaning of his work and
works in a way that might help those destined ones to be benefitted more through his work.
Other than the boss being the reason for the completion of a work, this concept helps the
employee to take the responsibility himself and work with his best effort.
4) Freedom to choose his boundary? + responsibility ? = job satisfaction?
When an employee is given full freedom to choose his boundaries (dead line, schedules and
ultimately power) increases the responsibility of the employee thereby resulting in a better
outcome from him. The feeling that a person is given responsibility to complete a task increases
his self-confidence thereby he tends to complete the work soon than expected (with increased
quantity and quality).
5) Constructive feedback/+ve feedback from job? = job satisfaction?
A person can accurately focus only 30° of the view in front of him (although it is possible to view
the 180° of the image in front of his eyes) the rest of the image (180°) will be missing. Likewise,
a person can make corrections in his work and improve, even then a feedback of his work from
another eye is required to catch errors what the job holder cannot catch. Constructive feedbacks
increase the responsibility of the employee and positive feedbacks help increase the
self-confidence and hence job satisfaction.
2) Equity (in terms of job environment)
Equity indicates the quality of being fair and impartial.
One practical implication of equity theory
Employees should be given a voice in decisions that affect them:
This is one of the practical implications. Employees expect their voice to be raised in decisions
that affect them. For example, in the case of a decision of salary hike, they expect the
organization to hear their voice on how they have accomplished (the positive feedbacks they
received from the clients, overtime work, sacrifice of sick and casual leaves). So they feel
satisfied. Because the company may or may not provide the hike they expect but the
expectation will be acknowledged (and in some cases reasons for not implementing their
requirement will be shared with them). So the outcome for the employee may not be
satisfactory, but they feel satisfied that their voice has been recognized.
Implementing equity theory in our job performance:
In the job world, the time taken to recognize the valuable inputs of the employees has no room.
And the organization which does this receives much better quality outcome from its employees.
Job performance can be improved by many factors of which some are list below:
1) Recognition
2) Reward
3) Bonuses
4) Performance hike
So the organization may receive in turn the following (some are listed):
1) Increased time
2) Increased effort
3) Loyalty
4) Commitment
5) Reliability