The Metiss Group's Blog

In 1976, J. Richard Hackman and Greg Oldham developed a key model of work design called the Job Characteristics Model. It has since become the basis for many job enrichment strategies and is still implemented today. Hackman and Oldham contend job satisfaction, motivation, and productivity result from the application of their model.

The core dimensions of the model are: job variety (ability to perform multiple job functions), job identity (how the job affects the organization), job significance (how the job helps society), autonomy (how much independence the job has), and feedback (what happens as a result of the job).

Leaders may not be able to influence their direct reports’ variety, identity, significance, and autonomy but they can easily impact the feedback dimension of their accomplishments.  Unfortunately, once the results of a job have been completed and delivered, they often forget about them and move on to the next task.  Communicating the outcome  of their efforts to direct reports will go a long way toward helping them embrace their jobs and be more productive.  Celebrate the positive outcomes and learn from the not so positive results; in either event, recount what happened (in most cases the outcome is positive).

Empowered leaders share the end product of their team’s efforts and their teams are more productive and successful.

This entry was posted on April 7, 2017 at 2:45 pm and is filed under Communication, Leadership. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.