Final answer:
Managers can use the Job Characteristics Model (JCM) to enhance job design by analyzing tasks and employee characteristics, focusing on skill variety, task identity, significance, autonomy, and feedback. They can apply a task-oriented approach or a worker-oriented approach, aiming to improve job satisfaction and performance.
Step-by-step explanation:
Managers can use the Job Characteristics Model (JCM) to design jobs by understanding and implementing its core dimensions: skill variety, task identity, task significance, autonomy, and feedback. Through observation, surveys, and interviews, managers can gather sufficient information to analyse job tasks and worker-oriented needs. A task-oriented approach specifies the activities involved in a job, while a worker-oriented approach focuses on the KSAs (knowledge, skills, abilities) required from potential employees. By doing so, managers can align the job design with the attributes of employees, which helps to improve satisfaction and performance.
When hiring, a manager would look for candidates who not only meet the technical requirements of the job but also embody key personality traits that fit the organizational culture and the specific role. The hiring process would likely involve a personal interview to assess these qualities more deeply. The goal is to match the right person to the right job, ensuring efficiency and job satisfaction, which are critical aspects in the modern division of tasks in businesses, whether simple or complex.