TEAM SIX SIGMA

UNITED WORLD SCHOOL OF BUSINESS

PGDM SEMESTER 1
CR1
MOTIVATION: FROM CONCEPTS TO APPLICATIONS


TANMOY BISWAS
DEEP MUKHERJEE
SWATI PANDEY
SUNIL SHAW
SUTAPA MANDAL
RAHUL AUDDYA


SUBMITTED TO:
PROF. BHUPINDER ARORA


There are two factors in Motivation theory:
EXTRINSIC MOTIVATION which related to money
INTRINSIC MOTIVATION which mainly consoles with self-assessment what we discuss
here.

Motivation by Job Design: The Job Characteristics Model
The ways of job elements are suggested and organized which can increase or decrease effort is
known as Job Design.

THE JOB CHARACTERISTIC MODEL (JCM)
Its developed by J. Richard Hackman and Greg Oldham. It consists of five core-job dimensions.
1. Skill Variety is the degree to which a job required a variety of activity to use
different skill and talent of workers. For example, A worker, who does several
things at a certain time, has high degree of skill variety compare to the worker
does one thing at a certain time.
2. Task Identity is the degree to which a job requires completion of a whole and
identifiable piece of work. For example if a carpenter finishes a whole wooden
chair with perfection, has higher degree of task identity compare to if he makes
only legs of the chairs.
3. Task Significant is the degree to which a job has a substantial impact on the
lives or work of other people. Like a job of a nurse depends upon the number
of patients in a hospital.
4. Autonomy is the degree which provides the worker freedom, independence
and discretion to perform their tasks. Like a sales person who performs his or
her task in his or her own way has higher degree of job autonomy rather than
performing by following standardized sales script with potential customers.
5. Feedback is the degree to which carrying out work activities that generate
direct and clear information about workers own performance. A job with high
feedback is assembling entire work and testing it whether it working properly
or not rather than waiting for other person for testing.
The first three dimensions i.e. SKILL VARIETY, TASK IDENTITY and TASK SIGNIFICANT indicates
meaningfulness of work which is important and valuable. High AUTONOMY indicates personal
responsibility for the result and if the job provides feedback that means how effectively
employees are performing.
Higher of the first three psychological state indicates high motivation, performance, satisfaction
among the employees and also reduces absenteeism and likelihood of leaving.
If we combine the core dimensions of JCM into a single predictive index, we will find
MOTIVATION POTENTIAL SCORE (MPS).
MPS = Autonomy * feedback * (Skill Variety + Task Identity + Task Significant)/3
To be high on motivation potential, job must be high on at least one of the three functions that
lead to meaningfulness of work and high on both Autonomy and Feedback.
The JCM concept does generate higher and satisfying job preference.