Introduction
The efficiency of the use of the production team, technological equipment, the cost of production, and its quality depend largely on how the workplace is organized. It emphasizes the need to study the job characteristics models because each activity involves its own specifics.
To hire the right workers, the management must know in detail the tasks they will have to perform during their tasks and their personal and social characteristics (Jones & George, 2011). This knowledge is obtained through analyzing job characteristics, the cornerstone of human resource management. A comprehensive evaluation of all office, operational, technical, and administrative characteristics provides a sound basis for future hiring, selection, wage assignment, performance evaluation, and promotion decisions.
The Need to Consider the Job Characteristics Model When Engaging in Job and Task Design
Hackman and Oldham’s job characteristics model is often used to examine the factors that influence job analysis, design, and motivation. The researchers have proposed that crucial psychological states, recognition of the significance of work, and awareness of actual performance have a considerable impact on motivation, job contentment, and performance (Seqhobane & Kokt, 2021). In this model, rewards are given when a person knows that they have been responsible and have performed well for the task for which they were responsible. All human performance is driven by real needs and the motivations that arise from them. Employee motivation is one of the most important issues of organizational leaders. Knowledge of the characteristics of motivation and incentives helps the manager use the organization’s human resources more fully and effectively.
Conclusion
Thus, job analysis is a differentiation of the workplace, on the one hand, through the tasks performed at it, and on the other hand, through the requirements concerning education, experience, and responsibility necessary for successful performance. At the same time, motivation is achieved by creating conditions for satisfying existing needs. All individuals have needs that affect their job preferences.
The choice of a profession is based on the correlation of an individual’s capabilities, abilities, and interests with an assessment of the state of public need for workers in certain professions (Zaman et al., 2020). It is why, when designing a workplace, it is necessary to consider the different characteristics of the job to select people who can meet the needs of the job, which in turn will encourage them to take action.
References
Jones, G., & George, J. (2011). Contemporary management. Motivation and performance. Global Ed.
Seqhobane, M., & Kokt, D. (2021). How do job characteristics influence the motivation of millennial hospitality employees? SA Journal of Human Resource Management, 19, 9. Web.
Zaman, U., Nawaz, S., Javed, A., & Rasul, T. (2020). Having a whale of a time: Linking self-determination theory (SDT), job characteristics model (JCM) and motivation to the joy of gig work. Cogent Business & Management, 7(1). Web.