Hackman and Oldham’s Job Characteristics – Increasing Job Satisfaction and Employee Motivation

Success

Introduction

Are you anxious to observe the average performance of your employees? There can be several reasons behind an employee's average performance and lack of job satisfaction is one of them. When employees derive satisfaction from their job, they are self-motivated and able to demonstrate high productivity. As a leader, you must know whether your employees find their work satisfying and what you can do to inspire them to work actively. Regarding your role in motivating your staff, being familiar with Hackman and Oldham's Job Characteristics will help you immensely. This article will offer you a comprehensive analysis of Hackman and Oldham's Job Characteristics Model.

Origin of Hackman and Oldham’s Job Characteristics Model

Employee motivation is integrally related to job satisfaction. But creating job satisfaction is easier said than done. There have been many models and theories revolving around employee motivation and job satisfaction. While exploring the different theories and models on this crucial topic, J, Richard Hackman and Greg Oldham together designed the Job Characteristics Model in 1976. Since its emergence, Hackman and Oldham's Job Characteristics Model has become the most valuable tool for leaders to instill stimulus in their employees to deliver top-notch performance and thus, increase job satisfaction.

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