Job satisfaction is important for people. Moreover, it is essential to make sure that the psychological characteristics of the job are positive and a person does not feel depressed at work. The Job Characteristics Model (JCM) devised by Hackman and Oldham was tested and it is considered as one of the most effective measure aimed at evaluating the level of skills applied, task clearness, importance and independence.
Moreover, this specific test gives personal feedback about the job, therefore one is able to consider whether he/she likes the job or not (Guise, 1988). The main idea of this paper is to consider the Job Characteristics Model (JCM) devised by Hackman and Oldham on the example of my job titled Engineman in the United State Navy.
Job Characteristics Model (JCM) devised by Hackman and Oldham gathers five core job characteristics, such as “Skill Variety”, “Task Identity”, “Task Importance”, “Job Independence”, and “Feedback” (Job diagnostic survey – a QUIK job satisfaction analysis). These specific characteristics are aimed at considering the job satisfaction, motivation and performance.
Moreover, these five job characteristics serve to affect such four critical opsychological states as “experience, meaningfulness of work, experienced responsibility for outcomes of work, and knowledge of actual results of work activities” (Hosie, Sevastos, & Cooper, 2006, p. 300).
Nelson, Quick, and Nelson (2012) are sure that job satisfaction model developed by Hackman and Oldham should be used as the testing in each organization to make sure that the employees are satisfied with their actions and do everything to improve their working skills. Personal and professional development is important in increasing the scores of this test.
Trying to analyze my personal results, I want to begin with identifying the scores. 4589 people completed this survey with the total 74.43 result. This is rather encouraging activity. My Motivating Potential Score is 2357 which is a good activity. It means that I am satisfied with my job. The test was not really complicated as it took less than 5 minutes for me to complete it.
The questions were understood and the rangers of answers were convenient as well. I scored 77 points totally, where skill variety was assessed for 14 points, task identity was measured by 20 points, task importance was considered by 18 points, job independence was measured by 8 points and my general feedback was scored as 17 points. Considering the questions in detail, the possible measures may be identified.
Thus, answering the questions, I had to choose between strongly disagree, disagree slightly, disagree, undecided, slightly agree, agree and strongly agree. The system automatically scores the answers depending on the chosen level of agreement and disagreement. The questions in this test are aimed at evaluating the personable perception of the job. 15 questions are presented with the assessment purposes to understand my skill variety, task identity, task importance, job independence and my general feedback.
Skill variety defines the ability of a person to perform different tasks while working, the necessity to apply to various skills, talents and abilities gained before and the degree to which the current profession required from the employee to use the background skills and knowledge.
Task identity characterizes the ability and the necessity to complete the task from the very beginning up to the end rather than making just a piece of the task. Task importance is the way how this job affects others, impacts their lives. Job independence defines the opportunities to work individually, make personal decisions while job performance, etc. Finally, general feedback characterizes a human awareness of the job outcomes and performance.
Returning to my personal scores I got while testing, I would like to analyze them referring to each of the points. As I can judge from the offered data, 21 is the highest possible score for each of the dimensions. My results are not that encouraging. It is also important to remember that all the points which are below 15 should be considered for improving as these are too low for high job satisfaction characteristics.
I assessed skill variety for 14 points, however, taking into account that I am an Engineman, I am not presupposed to refer to varied skills and abilities which are not connected with vehicle mechanisms. My task identity was measured by 20 points and I absolutely agree with this score. Task importance was assessed by 18 points and this is essential as it means that I definitely consider my job as important and necessary.
Engineman in the United State Navy is valued. Job independence was measured by 8 points and this is correct as being a member of the United State Navy, I am unable to act independently and for personal will. All my job is controlled and I always perform the orders. My general feedback about the job is 17 points and this is a norm.
Therefore, it may be concluded that the Job Characteristics Model (JCM) devised by Hackman and Oldham is a very effective measuring issue which should be considered as the professional development at the position. The employers may ask people to have this test each year looking whether the results have changed and which activities have been affected. This will help an employer to consider the job satisfaction and motivation and to make sure that the employees are offered the most effective and supporting environment and working conditions.
Reference List
Job diagnostic survey – a QUIK job satisfaction analysis. Marscafe Web Resource.
Nelson, D. L., Quick, J. C., & Nelson, I. (2012). Orgb 3, Student Edition (with Management Coursemate Printed Access Card). Stamford: Cengage Learning.
Guise, M. T. (1988). Test of Hackman and Oldham’s job characteristics model in a post-secondary educational setting. Department of Graduate and Undergraduate Studies in Education. Web.
Hosie, P., Sevastos, P., & Cooper, C. L. (2006). Happy-Performing Managers: The Impact of Affective Wellbeing and Intrinsic Job Satisfaction in the Workplace. New York: Edward Elgar Publishing.