Oldham and Hackman Job Design Theory Assignment Help

Oldham and Hackman Job Characteristic Model or JCM is used in a major way for many years to understand the five basic key characteristics that can promote motivation and satisfaction at a workplace. We are providing very up-to-date avail Oldham and Hackman Job Design Theory assignment help to the Business Management and HR Management students.

There are five factors in this job design theory. The five factors are task identity, skill variety, feedback from the job, task autonomy, and task significance. Oldham and Hackman have proposed that the work outcomes and the job characteristics can be combined to find out the MVS or the motivating potential score that is used for measuring how the job can affect the behavior, satisfaction, and growth of employees within a job. This job theory was highly influential in the occupational field and it is has proved to bring positivity to the employees. This theory forms an important part of the Management course curriculum and as a Management student if you face difficulty in completing an assignment on this topic you can avail Oldham and Hackman Job Design Theory assignment writing help from BookMyEssay.

Oldham and Hackman’s Job Design Theory

Oldham and Hackman’s Job Design Theory is based on the thinking that Task is a key factor that motivates the employees. A monotonous and a boring job restrains motivations while a challenging job adds to the motivation. Autonomy, variety, and decision authority are the three ways that can add challenge to jobs. Job rotation and job enrichment are two ways that can add challenge as well as variety. This theory states that jobs can be designed to add employee motivation. Oldham and Hackman’s theory suggested that five job characteristics can predict job satisfaction:

Skill variety

How many talents and skills of a person are required by a job?
Are the workers given to do different things or it is a repetitive and a monotonous job?
It can be concluded that the job that requires a lot of variety and where an employee can develop his skill can be more motivating than a menial work

Task Identity

Is the beginning, middle and the end task defined clearly?
Whether a worker knows what he is supposed to do and when he can complete the task successfully?
A task that is defined clearly can create more opportunities for the employees and it can also give a positive feeling.

Task significance

Can the job create a substantial impact on the people whether inside the organization or society?
Whether the job is meaningful?
It can be de-motivating if the work has very little or no meaning.

Autonomy

How much freedom is given to an individual to accomplish his tasks?
Does the freedom involves ability for scheduling work and also to figure out how to do the tasks?

Job feedback

Whether the employees are kept in the loop regarding their performances?
Whether they are told they are doing well or not?

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