MGT501 - Mgmt. and Org. Behavior Module 1 - SLP - 10012

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The purpose of the Session Long Project in TUI University classes is to give you the opportunity to explore the applicability of the Module to your own life, work, and place in space and time, and to see how the otherwise academically rigorous presentation of a topic may, with more or less work and/or trauma, become "up close and personal".  This is done in a number of different ways -- sometimes cumulative papers, sometimes practical hands-on experimentation with a tool of some sort, sometimes reflections on a place of work or life.  The common thread is personal application, aimed at demonstrating a cumulative knowledge and understanding of the course's material.

 

For this course, the project will take the form of encounters with personal management assessments, aimed cumulatively at constructing a personal inventory of your management skills and a plan for improving those skills.  In each module, you will complete an assessment of a relevant set of skills and/or situation diagnostics, focusing on your strengths and identifying any weaknesses that may have been revealed through the assessment and/or your personal experience.  You will then be asked to create a plan by which you can "grow" your strengths or conditions and shore up your weaknesses.  By the end of the course and the project, you will have a personal management profile and action plan. 

 

In this SLP we focus on: HACKMAN & OLDHAM'S FIVE DIMENSIONS OF MOTIVATING POTENTIAL

 


Hackman and Oldham (1975) broke people’s jobs into five dimensions: Skill Variety, Task Identity, Task Significant, Autonomy, and Feedback about Results.

 

According to their theory, any given job can be analyzed utilizing these five dimensions, for its motivating potential. The job can then be redesigned to eliminate what is bothering the workers or to improve the job.

 

Skill variety refers to:
- Doing different things; using different valued skills, abilities, and talents.
- The degree to which a job requires a variety of challenging skills and abilities.

Task identity refers to:
- Doing a complete job from beginning to end, the whole job rather than bits and pieces.
- The degree to which a job requires completion of a whole and identifiable piece of work.

Task significance refers to:
- The degree of meaningful impact the job has on others; the importance of the job.
- The degree to which the job has a perceivable impact on the lives of others, either within the organization or the world at large.

Autonomy refers to:
- Freedom to do the work as one sees fit; discretion in scheduling, decision-making, and means for accomplishing a job.
- The degree to which the job gives the worker freedom and independence in scheduling work and determining how the work will be carried out.

Feedback refers to:
- Clear and direct information about job outcomes or performance.
- The degree to which the worker gets information about the effectiveness of his or her efforts, either directly from the work itself or from others.

 

Motivation Potential Score (MPS)
- Motivation Potential Score (MPS), is the SUMMARY of Hackman and Oldham’s Job Characteristics Model. MPS measures the overall motivating potential of a job. MPS identifies the dimensions most in need of redesign. The MPS is calculated by taking the AVERAGE of skill variety plus task identity plus task significance and then multiplying that AVERAGE by autonomy and feedback. Another way to express it is: MPS = Meaningfulness of work X autonomy X feedback.

 

 

 

Required Reading

 

Hackman, J. R. & Oldham, G. R. (1975).Development of the Job Diagnostic Survey.Journal of Applied Psychology, 60, pp. 159-70.

 

Assignment

 

First, complete the following survey and calculate your scores according to the guidelines. Then, submit a 2-3 pages paper (not including the cover sheet, references, and assessment sheet) in which you will answer a few questions (the 4 questions appear below right after the description of the MPS).

 

MPS Survey

 

Job Design Questionnaire

 

Listed below are 15 statements about your job. For each statement write how much you agree with it on a scale that ranges from 1 (disagree) to 4(agree).

 

{1= disagree; 2= slightly disagree;  3=slightly agree; 4=agree}

 

My job provides:

 

1. A lot of variety.

 

2. Allows me the opportunity to complete the work I start.

 

3. Is one that may affect a lot of other people by how well the work is performed.

 

4. Lets me be left on my own to do my own work.

 

5. Provides feedback on how well I am performing as I am working.

6. Provides me with a variety of work.

7. Is arranged so that I have a chance to do the job from beginning to end.

8. Is relatively significant in the organization.

9. Provides the opportunity for independent thought and action.

10. Provides me with the opportunity to find out how well I am doing.

11. Gives me the opportunity to do a number of different things.

12. Is arranged so that I may see projects through to their final completion.

13. Is very significant in the broader scheme of things.

14. Gives me considerable opportunity for independence and freedom in how I do my work.

15. Provides me with the feeling that I know whether I am performing well or poorly.

 

 

 

 

Scoring for job design questionnaire

 

The survey is designed to analyze the above mentioned five dimensions of the job: Skill Variety, Task Identity, Task Significant, Autonomy, and Feedback about Results.

 

Total your score:

 

·         Skill Variety — Total the scores for questions 1, 6, 11: _______

 

·         Task Identity — Total the scores for questions 2, 7, 12: _______

 

·         Task Significant — Total the scores for questions 3, 8, 13: _______

 

·         Autonomy — Total the scores for questions 4, 9, 14: _______

 

·         Feedback About Results — Total the scores for questions 5, 10, 15: _______

 

The lower scoring dimensions (normally, anything below a 9) should be investigated to see if the job environment can be improved.

 

After completing the survey and calculating your scores on the five dimensions answer the questions below:

 

1.    What is your MPS score? Please explain what does your score means in terms of your work motivation? What is the highest possible score that can be achieved using this scale? 

 

2.    What do you think your MPS score would be if your job autonomy score was equal to zero? Explain why.

 

3.    Normally, people in leadership positions have scores that are higher than their workers. How would you explain that?

 

4.    Based on the MPS results, compare and contrast the main ways in which your job can be redesigned.

 

Keys to the Assignment

 

The key aspects of this assignment that should be covered in your paper include:

 

·         Completion of the assessment according to the guidelines and interpreting the results.

 

·         Including the actual instrument and results.

 

·         Explain what do you think your MPS score would be if your job autonomy score was equal to zero?

 

·         Explain why people in leadership positions usually have scores that are higher than their workers.  

 

·         Based on your results, compare and contrast the main ways in which your job can be redesigned.

 

 

Solution Description

 

The purpose of the Session Long Project in TUI University classes is to give you the opportunity to explore the applicability of the Module to your own life, work, and place in space and time, and to see how the otherwise academically rigorous presentation of a topic may, with more or less work and/or trauma, become "up close and personal".  This is done in a number of different ways -- sometimes cumulative papers, sometimes practical hands-on experimentation with a tool of some sort, sometimes reflections on a place of work or life.  The common thread is personal application, aimed at demonstrating a cumulative knowledge and understanding of the course's material.

 

For this course, the project will take the form of encounters with personal management assessments, aimed cumulatively at constructing a personal inventory of your management skills and a plan for improving those skills.  In each module, you will complete an assessment of a relevant set of skills and/or situation diagnostics, focusing on your strengths and identifying any weaknesses that may have been revealed through the assessment and/or your personal experience.  You will then be asked to create a plan by which you can "grow" your strengths or conditions and shore up your weaknesses.  By the end of the course and the project, you will have a personal management profile and action plan. 

 

In this SLP we focus on: HACKMAN & OLDHAM'S FIVE DIMENSIONS OF MOTIVATING POTENTIAL

 


Hackman and Oldham (1975) broke people’s jobs into five dimensions: Skill Variety, Task Identity, Task Significant, Autonomy, and Feedback about Results.

 

According to their theory, any given job can be analyzed utilizing these five dimensions, for its motivating potential. The job can then be redesigned to eliminate what is bothering the workers or to improve the job.

 

Attachments
MGT 501 Module 1 SLP.docx
MGT 501 Module ...