Job Design Practice

Job Design Practice

Describe three strategies for improving employee motivation through job design
The job characteristics theory proposes that high motivation is related to experiencing three psychological states while working. There are three characteristics which a job must possess if they are to arouse higher order needs and to create conditions such that people who perform them will lead to intrinsic rewards. (Lawler, 1969, p. 429)

  First would be knowledge of the outcome in the form of individual feedback about his or her performance. This may well mean the individual must himself evaluate their own performance and define the kind of feedback that they are to receive. This may also mean that the employee may have to work on whole product or a meaningful part of it.

  There are two form of feedback that is used the first is motivational feedback which may be used to provide a springboard to raise expectations of an employee's performance and help them stretch their capabilities in specific areas. Seeking out aspects of improved performance for positive feedback is also used as a means of building the confidence of individuals underperforming in other areas.

  The second form of feedback is providing constructive feedback, it is important to be specific and descriptive and to relate feedback to the behavior, which is able to be changed, rather than to the person or their intentions. Negative feedback that is subjective or which questions a person's intentions will readily create a defensive reaction and a negative result

  The second strategy to improve employee motivation is the meaningfulness of working which means that the job must be perceived by the employee as requiring them to use abilities that valve in order for the employee to perform his or her job effectively.   Because if the employee feels that there significant abilities are being tested by that job can the employee have a since of accomplishment and growth as a result of good...