Job Diagnostic Survey (Model)

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Job Diagnostic Survey (Model)

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Job Diagnostic Model/Survey:

Job Diagnostic Model/Survey Dr. G C Mohanta, BE( Mech ), MSc( Engg ), MBA, PhD(Mgt) Professor Al- Qurmoshi Institute of Business Management, Hyderabad - 500005

Hackman & Oldham’s Job Characteristics Model:

Hackman & Oldham’s Job Characteristics Model Core Dimensions Psychological States Outcomes Skill Variety Task Identity Task - Significance Autonomy Feedback Meaningfulness of Work Responsibility for outcomes Knowledge of Results - High intrinsic motivation - High job per- ormance - High job satis - faction - Low absentee ism & turnover Job characteristics model identifies the characteristics of a job which can motivate an individual

Job Characteristics Model (Contd.):

Job Characteristics Model (Contd.) It states that there are five core job characteristics: Skill variety, Task identity, Task significance, Autonomy, and Feedback

Job Characteristics Model (Contd.):

Job Characteristics Model (Contd.) These job characteristics impact the following three critical psychological states Meaningfulness of work, Responsibility for outcomes and Knowledge of the actual results, In turn influencing work outcomes: Job performance, Job satisfaction, Absenteeism and Work motivation

Job Diagnostic Survey(JDS)/Model:

Job Diagnostic Survey(JDS)/Model The Job Diagnostic Survey (JDS)/Model was developed to: (a) diagnose existing jobs to determine if they might be redesigned to improve employee motivation & productivity, (b) evaluate the effects of job changes on employees. The JDS instrument provides measures of: - (a) objective job dimensions, - (b) individual psychological states resulting from these dimensions, - ( c) affective reactions of employees to the job and work setting, and - (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs). The Job Characteristics Model was developed, based on Job Diagnostic Survey (JDS)/Model.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) The following are some of the instruments/questionnaires of Job Diagnostic Survey(JDS) - a. A. To what extent does the job require a person to work with mechanical equipment? 1---------2--------3--------4--------5--------6--------7 1. Very little, the job requires almost no work with mechanical equipment of any kind. 4. Moderately, the job requires moderate work with mechanical equipment. 7. Very much, the Job requires almost constant work with mechanical equipment.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) - b. To what extent does the job require a person to work closely with other people (either "client," or people in related jobs in the organization )? 1----------2-----------3----------4----------5----------6---------7 1. Very little; dealing with other people is not at all necessary for doing the Job. 4. Moderately; some dealing with others is necessary. 7. Very much; dealing with other people is absolutely essential and crucial part of doing the job.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) c. How much autonomy is there in the Job? That is, to what extent does the Job permit a person to decide on how to go about doing the work? 1----------2 --------3----------4 --------5---------6----------7  1. Very little; the job gives a person almost no personal "say" about how and when the work is done. 4. Moderate autonomy; many things are standardised and not under the control of the person, but he or she can make some decisions about the work. 7. Very much; the job gives the person almost complete responsibility for deciding on how and when the work is done.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) d. To what extent does the Job involve doing a "whole” and identifiable piece work? That is, is the job a complete piece of work that has an obvious beginning and end? Or, is it only a small part of the overall piece of work, which is finished by other people or by automatic machines? 1------------2 -----------3------------4 ----------5-----------6-----------7   1. The job is only a tiny part of the overall piece of work, the results of the person’s activities cannot be seen in the final product or service. 4. The Job is moderate sized ‘chunk’ of the overall piece of work; the person’s own contribution can be seen in the final outcome. 7. The Job involves doing the whole piece of work, from start to finish; the result of the person’s activities are easily seen in the final product or service.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) e. How much variety is there in your job? That is, to what extent does the job requires you to do many different things at work, using a variety of your skills and talents? 1----------2 ----------3----------4----------5----------6----------7   1. Very little; the job requires me to do the same routine things over and over again. 4. Moderate variety. 7 . Very much; the job requires me to do many different things, using a number of different skills and talents.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) f. In general, how significant or important is your job? That is, are the results of your work likely to significantly affect the lives or well beings of other people? 1----------2 --------3----------4----------5-----------6----------7 1. Not very significant; the outcomes of my work are not likely to have important effects on other people. 4. Moderately Significant. 7. Highly significant; the outcomes of my work can affect other people in very important ways.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) g. To what extent do managers or co-workers let you know how well you are doing on your job? 1----------2----------3----------4----------5----------6----------7 1. Very little; people almost never let me know how well I am doing. 4. Moderately; sometimes people may give me “feedback;” other times they may not. 7. Very much; managers or co-workers provide me with almost constant “feedback” about how well I am doing.

Job Diagnostic Survey(JDS) (Contd.):

Job Diagnostic Survey(JDS) (Contd.) h. To what extent doing the job itself provides you with information about your work performance? That is, does the actual work itself provide clues about how well you are doing – aside from any “feedback” co-workers or supervisors may provide? 1----------2----------3----------4-----------5----------6----------7 1. Very little; the job itself is set up so that I could work forever without finding out how well I am doing. 4. Moderately; sometimes doing the job provides “feedback” to me; sometimes it does not. 7. Very much; the job is set up so that I get almost constant “feedback” as to how well I am doing the job.

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