{"id":136932,"date":"2023-05-31T09:46:14","date_gmt":"2023-05-31T09:46:14","guid":{"rendered":"https:\/\/businessyield.com\/?p=136932"},"modified":"2023-05-31T10:28:49","modified_gmt":"2023-05-31T10:28:49","slug":"job-characteristics-model","status":"publish","type":"post","link":"https:\/\/businessyield.com\/management\/job-characteristics-model\/","title":{"rendered":"JOB CHARACTERISTICS MODEL: Detailed Guide","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Employee productivity and morale are critical to a company’s success. You can use the job characteristics model to help employees or colleagues increase their productivity and job satisfaction if you work in human resources, management, or a related sector. Understanding the stages and tactics involved in putting the job characteristics model into action can help you apply it more effectively and maximize employee performance at work.
In this post, we will define the job characteristics model, describe the model’s fundamental characteristics, and explore how to apply the model in the workplace.<\/p>

What is the Job Characteristics Model?<\/h2>

The job characteristics model (JCM) is a hypothesis based on five basic job characteristics that individuals must have in order to excel at their employment. Originally established by Richard Hackman and Greg Oldham in their book “Work Redesign,” the JCM suggests that employees’ motivation declines in occupations that they feel uninteresting or non-stimulating, but flourishes in positions that they find difficult and exciting.<\/p>

The job characteristics model can assist managers and human resource professionals in improving their workplace environments for their coworkers or employees. They can use the JCM to assist their employees in personalizing and engaging their employees, which can promote employee morale, increase productivity, and improve employee quality of work.<\/p>

What Does the Job Characteristics Model Serve?<\/h2>

Oldham and Hackman wanted to lessen the boredom and routine that comes with working in a factory. Instead of being better and more productive over time, they discovered that staff became bored and disengaged, and their performance suffered as a result. This model aids with the turnaround of jobs.<\/p>

The job characteristics model can assist an HR professional in evaluating a job and improving or making it more interesting. Managers can collaborate with their employees to improve the situation for everyone, thereby enhancing engagement and productivity.<\/p>

When there is a lot of work to be done, organizations recruit new employees but neglect to do a job appraisal and create a position. You can sit down and construct a more effective job using Hackman and Oldham’s job characteristics model.<\/p>

The job characteristics model can help organizations in the following ways:<\/p>

#1. It aids in the development of job design strategies.<\/h3>

Unless your company is run by a single person, you have several people with various responsibilities. The tasks allocated to each job may differ from one another. With the job characteristics model, you examine all of the functions and create various occupations based on them.<\/p>

For example, you can implement job rotation to provide some variety in everyone’s day. Alternatively, you can work to simplify some jobs, particularly those that are time-consuming. You will identify certain areas to expand and make more vital, as well as where employee enrichment should be included.<\/p>

Because the job characteristics model acknowledges that it is not just about working today, but also about establishing jobs for the future, employee enrichment is an important component of this model.<\/p>

#2. It boosts job satisfaction.<\/h3>

When Human Resources and management collaborate with the job characteristics model, each job is designed to improve job satisfaction. While it is hard to eliminate all tedious or monotonous work, this model can help to mitigate those issues.<\/p>

Your busy law firm, for example, may have enough work for one employee to spend the entire day filing–a monotonous and uninteresting job. You may divide the task so that four individuals spend two hours per day filing and the remaining six undertake more fascinating things. As a result, job satisfaction and performance improve.<\/p>

#3. It allows for job advancement.<\/h3>

This level focuses on taking a typical job and adding extra responsibilities and assignments to improve it. Instead of making things as simple as possible, job enrichment makes them more motivating. Job enrichment can give a job meaning. While the job characteristics model dates back to the 1970s, it is still highly relevant today. Job enrichment can provide meaningful employment that younger workers place a high value on.<\/p>

#4. Improves task delegation<\/h3>

To improve jobs, the job characteristics model employs job design. Jobs are divided into particular tasks, and personnel are given permission to complete those duties. Employees have more influence over their work environment, which promotes job satisfaction.<\/p>

#5. It makes organizational information easy to understand.<\/h3>

It is easier to run an organization when everyone’s job description is the product of a thorough job analysis with specific tasks and responsibilities. You can see who is in charge of which tasks. It can help with general organizational design.<\/p>

#6. It enables uncomplicated performance evaluations and goal setting.<\/h3>

Setting goals and evaluating employee performance becomes more manageable in an organization that follows the job characteristics model because each job is structured rather than thrown together.<\/p>

The Benefits and Drawbacks of the Job Characteristics Model<\/h2>

This section will explain the pros and downsides of the job characteristics model:<\/p>

The Benefits:<\/h3>