Motivation Potential Score (MPS)
Scores can be assigned to each of the five indicators, namely skill variety, task identity, task significance, autonomy, and feedback, and subsequently, these scores are amalgamated. This resulting number serves as an indicator of the overall motivating potential inherent in a scrutinized task or job, offering insights into how the job influences the employee’s attitudes and behaviors. This numerical representation is termed the Motivating Potential Score (MPS), and its calculation involves the formula:
[Tex]MPS=\frac{Task~Significance+Task~Identity+Skill~Variety}{3}\times{Autonomy}\times{Feedback}[/Tex]
The MPS is an index of the degree to which a job has an overall potential to motivate employees. Following Hackman and Oldham, a low MPS score suggests that employees are not experiencing high intrinsic motivation, indicating the need for a redesign of the job or task. Notably, the equation reveals that feedback and autonomy exert a more pronounced impact on motivation compared to the other indicators.
Moreover, Hackman and Oldham emphasize that an employee can only attain the three crucial psychological states, experiencing meaningfulness, responsibility, and knowledge of results, if they achieve a high score across all five indicators. This underscores the integral role of a balanced combination of skill variety, task identity, task significance, autonomy, and feedback in fostering a work environment conducive to intrinsic motivation and positive employee experiences.
Job Diagnostic Survey (JDS) by Hackman and Oldham
Developed by J. Richard Hackman and Greg R. Oldham, the Job Diagnostic Survey (JDS) serves as a comprehensive tool designed to evaluate the nature of tasks performed within a job, specifically aligned with their job characteristics model. This model posits that the inherent qualities of job tasks contribute significantly to key outcomes such as job performance and job satisfaction. The JDS goes beyond objective job properties, prioritizing the assessment of perceived job characteristics over their factual counterparts. The survey encompasses several critical job descriptive constructs, including skill variety, task identity, task significance, autonomy, feedback from the work itself, feedback from agents, and the opportunity to deal with others. Its primary goal is to discern whether and how jobs might be redesigned to optimize employee motivation and job satisfaction. By emphasizing perceived job characteristics and their impact on employee experiences, the JDS remains a valuable tool for organizations aiming to enhance workplace dynamics and foster a more fulfilling and motivating work environment.
Geeky Takeaways:
- The JDS developed by J. Richard Hackman and Greg R. Oldham will evaluate job tasks and their characteristics.
- It aims to diagnose existing jobs and discern how they could be redesigned to optimize employee motivation and satisfaction.
- This model, which the JDS is based on, posits that inherent job qualities impact key outcomes like performance and satisfaction.
- By emphasizing perceived characteristics, the JDS remains valuable for optimizing workplace dynamics and fostering a fulfilling, motivating environment.
Table of Content
- Job Characteristics (Core Factors)
- Experienced Psychological States (Intervening Variables)
- Growth Need Strength (Moderating Variables)
- Motivation Potential Score (MPS)