Jcm Model

1)What is JCM model? Job characteristic model defines the task characteristics and its relationships with motivation, performance and satisfaction in work settings. It has a high potential to provide insights into the organizations structures or designs necessary for enhancing motivation. It is a potential tool for understanding motivation and devising strategies for motivating individuals.

Relevance and utility of major JCM components in enhancing motivation in classroom settings are discussed It focuses on the behavior of the job 5 job characteristics- Skill variety, task identity, task significance, autonomy, feed back- Structural elements 3 critical psychological states-experienced meaningfulness of work, experienced autonomy, knowledge of actual results 1 increased personal and work outcomes 1 growth need strength Unification of various structural elements

Cause and effect of these structural elements to the psychological states Links the complementary literatures of education and psychological work 2)How might a team leader’s understanding of the JCM model enhance his/her effectiveness at improving the productivity of the work unit? Please be specific as possible. As team leader one of my responsibilities is to create, sustain and enhance the motivation of the employees. In order to achieve this I need clarity in the variety of skill sets present within my employees.

For example, one of my team members is a very creative person. I perceive him as a very valuable asset to team especially when the team is in the “Analysis Paralysis” mode. He comes in as a zero gravity thinker and provides an out-of-box perspective. Because the whole team is ingrained in the problem, he brings in fresh-air and perspective to the problem and in many instances this perspective leads to the team to think in different directions which ultimately lead to the solution.

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One of my other team mates is very task oriented. He will do the task whatever it takes to complete it. So when there is a project with tight deadline with methodical work involved then I choose this individual to complete the task. It is more of an adaptive approach which needs incremental innovation capabilities rather than breakthroughs. So identifying the individuals strength and aligning the tasks according to their strengths is critical for creating sustaining and enhancing the motivation of individuals in the team.

The challenge is to identify the strengths and weaknesses in the early stages of the team building efforts. This example gives an insight of identifying the skill set among the employees, aligning the task with the skill, appreciating the value the team members bring in to achieving the common goal- Success of the team, giving feedback on their performance and added value to the team’s success from their contribution, giving them the autonomy to perform their best for the benefit for themselves and for the organization.

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