The model assumes that five core job dimensions affect the motivating potential of any job:-
- Skill variety (the
degree to which a job inquires a number of different skills).
-
Task identity ( degree of identification with the whole process , doing the job from start to finish with a visible out come ).
- Task significance (importance of task to team efforts and patient outcomes).
- Autonomy (degree to which the job provides independence in determining procedures to be used) .
- Feedback from job ( degree to which the individual gets clear information about hislher own effectiveness ).
From rhese job characteristics the individual theoretically experiences meaning fullness of work responsibility for out comes of work and knowledge about the results of hislher work activities . the experienced psychological states mediate between job characteristics and job out comes.
Need ,
satisfaction ,
motivation ,
employee performance ,and productivity are interrelated . hospital productivity will depend upon both employee performance and technology . employee performance will depend upon both the employes motivation and ability .
high motivation alone cant in crease employee performance or productivity , it must be combined with ability and the required technology . the relation ship between need satisfaction and high motivation is not as clear . high need satisfaction is usually accompanied by high motivation when the employes psychological and social needs have been satisfied , his egoistic needs have been activates but not satisfied , and his need for self-full filament on the job motivates him to perform well . low need satisfaction is usually accompanied by low motivation when physiological and social needs have been activated , but he feels his efforts are neither recognized nor appreciated , in such cases , the employee is usually discouraged from Giving his best effort and only does enough to get by , yet keep his job.
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