Reflection Project: The analysis of Skill Variety, Task Identity and Task Significance Scores

Job Design Survey 

Table 1 showing the results of a job design survey. 

MPS = 96 

Question 1 

Skill Variety score is lower than the national average score. Since I was a new hire, I did similar tasks with minimal changes. 

Task Identity score is lower than the national average. I had little experience in the job and I was given simple tasks. 

Task Significance score is lower than the national average. Although the score is lower than the national average, I worked as a sales representative and it affected the rest of the company. 

Autonomy is score lower than the national average. There was a code of conduct and there were minimal deviations from the code of conduct. 

Feedback score is equal to the national average. Since I was working closely with sales representatives, feedback was essential to the success of the tasks. 

The MPS score is lower than the national average. The score was low because I was a new hire, a junior staff, and I was less motivated to continue working in the organization. 

Question 2 

As a sales representative, I sold retail services and products to customers. Also, I worked with various clients to evaluate their needs, develop solutions, and ensure that the sales process has a smooth flow. However, the general working environment was toxic. The organization had set an unrealistic sales target for the sales representatives. Moreover, there was a high job turnover due to low job satisfaction. The best suggestion for the job redesign would be the company working with sales representatives to set realistic sales targets. Moreover, the company should identify techniques of motivating sales representatives so that it can reduce turnover while boosting motivation and productivity. 

Motivation Questionnaire 

Table 2 showing results of motivation questionnaire. 

Table 3 showing the findings of the motivation questionnaire. 

Question 1 

The organizations did not satisfy the lower order needs such as basic needs and safety needs. Often, a person beginning their career are more concerned with basic needs stable income and adequate wages and safety needs such as a safe working environment and benefits. Every individual desires a stable income that will meet the needs of a family and employees want to work in stable environments. Additionally, after basic needs and security needs are met, the organization should address the belonging needs of their employees. Most employees want to work in stable environments where they feel accepted while interacting with their colleagues. 

Question 2 

In contrast, the organization meets most of the high-level needs. The organization meets the self-actualization needs and esteems needs through special assignments, job enrichment, and cross-training. Moreover, they allow employees to take part in critical decision-making matters. Additionally, there is workplace fairness. However, the organization should be more interested in the individual development and growth of their employees. There should be increased autonomy to complete tasks, provide opportunities for training, and some freedom from supervision. All in all, the organization should provide an environment where employees can achieve their self-actualization needs.