Question

Yvonne wants to use hackman and oldham's job characteristics model to redesign jobs in her department to improve employee motivation, performance, and satisfaction. which of the following redesign actions would be the most helpful in achieving yvonne's goals?

a. limiting the amount of feedback yvonne provides to her employees about their performance so that they can learn through their own experience
b. reducing task identity and significance so that employees have minimal work pressure and can work in a way that suits them
c. asking employees to take personal responsibility for their work and allowing them greater freedom in how they complete certain aspects of their jobs
d. creating jobs with a very narrow focus so that employees can focus on utilizing just one or two of their skills

Answer 1

The most helpful redesign action to improve employee motivation, performance, and satisfaction according to Hackman and Oldham's Job Characteristics Model is to ask employees to take personal responsibility for their work and allow them greater freedom in how they complete certain aspects of their jobs.

Step-by-step explanation:

According to Hackman and Oldham's Job Characteristics Model, the most helpful redesign action to improve employee motivation, performance, and satisfaction would be option C: asking employees to take personal responsibility for their work and allowing them greater freedom in how they complete certain aspects of their jobs. This aligns with the Theory Y approach, which assumes that employees seek inner satisfaction and fulfillment from their work.

The Theory Y approach encourages employees to participate in decision-making processes, set their own work goals, and work in teams to achieve those goals. By giving employees more autonomy and allowing them to have a greater say in how they complete their tasks, it can increase their motivation and job satisfaction.

According to Hackman and Oldham's job characteristics model, the most helpful action Yvonne could take to improve employee motivation, performance, and satisfaction is to ask employees to take personal responsibility for their work and allow them greater freedom in how they complete certain aspects of their jobs. This action aligns with Theory Y of management, which assumes that workers seek to work hard and are more productive when they have a say in setting their work goals and are allowed some degree of autonomy.