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In many organizations, one finds that job

specialization is the rule. There are clearly
many advantages to creating specialized
jobs:
‡Job are mastered quickly

‡Jobs can be changed quickly and easily

‡Training costs are minimized

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However, there are also negative consequences

to specialized jobs:

‡ Monotony of tasks causes worker alienation

‡ Employees may have to be paid extra because
of the alienation created by monotonous jobs
‡ Monotony and boredom may result in poor
quality workmanship
‡ Worker motivation is reduced

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The motivation of employees is important to

organizations since it is one of several factors that
significantly affects the productivity of employees.
Raising the level of motivation increases
profitability through greater creativity and
commitment in employees.

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%, was derived from a study
designed to test the concept that people
have two sets of needs:
*Their needs as animals to avoid pain
+ Their needs as humans to grow
psychologically

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...two hundred engineers and accountants in

Pittsburgh were interviewed

To test the hypothesis, engineers and

accountant were interviewed to assess events
that led to significant changes in their job
attitudes and to determine the factors that
caused those changes

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Herzberg's study consisted of a series of interviews

that sought to elicit responses to the questions:

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Recall a time when you felt exceptionally good

about your job. Why did you feel that way about
the job? Did this feeling affect your job
performance in any way? Did this feeling have an
impact on your personal relationships or your
well- being?
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Recall a time on the job that resulted in negative
feelings? Describe the sequence of events that
resulted in these negative feelings.
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It appeared, from the research, that the things
making people happy on the job and those
making them unhappy had two separate themes.

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WHAT PEOPLE WANT FROM THEIR JOBS:

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The last three factors were found to be

most important for bringing about
lasting changes of attitude. It should be
noted, that recognition refers to
recognition for achievement as opposed
to recognition in the human relations
sense.

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It appears that the central theme of the

satisfiers Valso called motivators
is one having
to do with the relationship the employee has
with his or her job; job content.

The theme of the dissatisfiers appears to be

related to the environment or context of the job.
These dissatisfiers seem to have little effect on
positive job attitudes Vin some of the literature,
these dissatisfiers were called hygiene or
maintenance factors
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At the psychological level, the two dimensions

of job attitudes appear to reflect a two-
dimensional need structure:

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For Herzberg, motivation results from

personal growth and is based on an
innate need to grow. In other words,
people find satisfaction in work that is
interesting and challenging. A desire to
fulfill our potential drives us to seek
growth and provides the incentive to
achieve.

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According to Herzberg, the idea that the

work one does is significant leads,
ultimately, to satisfaction with the work
itself. Employees will be motivated to do
work that they perceive to be significant.

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Frederick Herzberg's Two-Factor Theory

addresses the issue of workplace
motivation. According to Herzberg,
motivation comes from job content.
Therefore, it is important for managers to
consider the nature of the jobs they ask
their employees to do.

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Whereas Herzberg advocated the creation of

"good" jobs, Richard Hackman and Greg Oldham
built on that concept by attempting to refine our
understanding of what a "good job" actually looks
like. In other words, what are the characteristics
of motivating jobs. Further, they also suggested
that different workers react differently to jobs
Vnot quite the universal reaction posited by
Herzberg
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They also found that workers who

possessed what Hackman and Oldham
called "high growth needs" responded
positively to high motivating potential
jobs, but those with low growth needs
did not.

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Hackman and Oldham sought to

"measure" the motivating potential of
jobs.

In other words, to measure the extent

that a job exhibits the five characteristics
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Their research found that jobs scoring high in

terms of a combination of these five
characteristics resulted in higher job satisfaction
and productivity than jobs scoring low.

For a job to be intrinsically motivating, all five

characteristics must be simultaneously present,
to some extent.

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Skill variety describes the degree to

which a job requires the exercise of a
number of different skills, abilities, or
talents. Such activities must not merely
be different, but they must be distinct
enough to require different skills.

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The owner-operator of a garage
who does electrical repairs,
rebuilds engines, does body work,
and interacts with customers.

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A body shop worker who sprays
paint eight hours a day.

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Task identity defines the extent to

which a job requires completion of a
whole and identifiable piece of work.

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A cabinet maker who designs a
piece of furniture, selects the
wood, builds the object, and
finishes it to perfection.

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A worker in a furniture factory who
operates a lathe solely to make
table legs.

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Task significance refers to the importance

of the job; the degree to which the job
has an impact on the lives of other
people, the immediate organization or the
external environment.

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Nursing the sick in a hospital
intensive care unit.

   
Sweeping the hospital floors.

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Autonomy is the degree to which the

jobholder is free to schedule the pace of
his or her work and determine the
procedures to be used.

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A Salesperson who schedules his
or her own work for the day,
makes visits without supervision,
and decides on the most effective
sales techniques for each
particular potential customer.
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A Salesperson who is given a
specific number of leads each
day and is required to use a
standard sales script with each
potential customer.
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Feedback is the degree to which the

individual doing a job obtains information
about the effectiveness of the performance.

Feedback does not only refer to supervisory

feedback, but also the ability to observe
the results of their work.

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An electronics factory worker
who assembles a radio and tests
it to determine if it operates
properly.

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An electronics factory worker
who assembles a radio and then
routes it to quality control
inspector who tests it for proper
operation and makes needed
adjustments.
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A motivating job Va high MPS score

shows evidence of all five core job
characteristics. Skill variety, task identity,
and task significance all serve to account
for a sense of "meaningfulness". A job
with autonomy serves to give the
jobholder a sense of responsibility, while
feedback satisfies the need for
knowledge.

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