Hackman & Oldham's job dimension focuses on searching at the design of the job through an individual-fit theory. The aspects take into consideration of individual's behaviors, personality as well as the task accomplishments to explain the best fit of a particular job. It consists of five core job features which include skill variety, autonomy, task identity, feedback and task significance (Ali et al., 2014). The essay identifies the job I have ever held and appraises it by reflecting on the core job dimensions of Hackman and Oldham. It also describes the degree at which my post made me feel empowered. More so, it discusses how the job could be changed to be more empowering and motivating.
Identify a job you have held, and appraise it on the Hackman and Oldham's five core job dimensions.
I have ever worked as an accountant in the treasury. Although the job was quite interesting to me, at some point, it had some few challenges. The post was characterized with a lot of skill variety. For example, it required different talents and skill for its satisfaction. Being an accountant, I was asked to perform a lot of various activities. In other words, the job was not monotonous. However, the position stretched me to develop more skill which eventually became motivating to me.
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Being an accountant, I could quickly identify the identity of my task. All my jobs had both a well-defined beginning and ending. In all the time, I knew what I was supposed to do, and I could note when I completed a task successfully. The job had task significance. In other words, it had a substantial impact.
Furthermore, the post had some autonomy in it. For example, I had the great freedom when it comes to accomplishing my tasks as an accountant. I had an opportunity to schedule the work by figuring out when the duties are to be completed. The feedback on the job was excellent. It always kept me at the loop of my performance. I could be told when I am doing well and when I was not on the right track.
Describe the degree to which it made you feel empowered
Working as an accountant greatly empowered me in my career. It made me learn essential life skills to develop my career. For example, I learned how to behave, make a decision and act in a self-directed way ( Bowen & Lawler III, 2015) . From the job, I established a feeling on how to control my work environment since I had an opportunity to make decisions in areas that were responsible for my post. By working as an accountant, I developed self-confidence traits and communication skills which were quite challenging to my previous life. More so, I learned how to keep time and organize my daily events to avoid procrastination of my top priorities.
Choose one job and discuss together how it could be changed to be more motivating and empowering
Positive changes in accountant job would make it more motivating and empowering. The job required initiating a strategy of challenging employees. If I was challenged, I would remain focused and not stagnant with the set duties. Again, the position could be set in a way that it defines all upward mobility opportunities (Gleeson, 2017). By so doing, I would not decide to transfer or quit from the current job to a new job. More so, the structure could be made in a manner that it encourages open communication. Therefore, I would have felt like part of the post and one among the management team and lower level workers.
Conclusion
Every job has its challenges and strengths. However, to determine the quality of the job, an individual is required to identify how the position relates to the five core dimensions of Hackman and Oldham. Working in a job can be quite motivating and empowering at different levels. Therefore, as an employee, one should seek to demand changes that can make the post more motivating and empowering.
References
Ali, S. A. M., Said, N. A., Kader, S. F. A., Ab Latif, D. S., & Munap, R. (2014). Hackman and Oldham's job characteristics model to job satisfaction. Procedia-Social and Behavioral Sciences, 129, 46-52.
Bowen, D. E., & Lawler III, E. E. (2015). The empowerment of service workers: What, why, how, and when. MIT Sloan Management Review , 33 (3), 31.
Gleeson, B. (2017). 5 Ways To Empower And Engage Employees To Lead Change. Retrieved from https://www.forbes.com/sites/brentgleeson/2017/03/21/5-ways-to-empower-and-engage-employees-to-lead-change/#115515c018fa
