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DJ HACKMAN AND G. OLDHAM'S WORK MOTIVATION MODEL
Saiyda Elmuratova
Óskinbeva Gulziyba
Karakalpak State University named after Berdak.
https://doi.org/10.5281/zenodo.14254199
Abstract.
This article discusses the work motivation model of J. Hackman and G. Oldham
and its content-based nature.
Keywords:
motivation, psychology, method, model, characteristic.
Hackman and Oldham's Job Characteristics Theory suggests that high motivation is
associated with experiencing three psychological states at work: Work meaningfulness. This work
has meaning for you, is something you can relate to, and does not simply occur as a set of repetitive
actions.
Furthermore, what are the 5 job characteristics model?
These five job characteristics are skill variety, task variety, task significance, autonomy,
and judgment. Three different psychological states determine how an employee will respond to
job characteristics: experienced meaningfulness, experienced responsibility for results, and
knowledge of actual results.
The question may also arise: What are the 5 main job dimensions? There are five main
dimensions of work: skill variety, task specificity, task significance, autonomy, and job feedback
(PSU WC, 2015a, L. 10). A certain number of different skills require work.
The theory of work characteristics (theory of the main characteristics of work; theory of
essential characteristics of work; theory of subjectively important characteristics of work) is one
of the theoretical approaches to labor motivation of a descriptive type. The theory was proposed
in the early 1970s by J. Heckman and G.R. Oldham. Scientists have identified five main
characteristics of the content of the labor process, which, in their opinion, reflect a full
understanding of the specifics of the employee's representation of the labor situation and affect the
formation of his labor motivation.
According to one of the most common classifications of motivation theories in psychology,
the job characteristics theory refers to substantive theories that emphasize the needs or factors that
underlie motivation. This group also includes Maslow's pyramid of needs, McClelland's theory,
K. Alderfer's theory of needs, and Herzberg's two-factor theory of motivation.
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Similarly, what are the three main elements of the Hackman and Oldham model of job
descriptions?
The three main elements that make up the Hackman and Oldham model of job
characteristics.
Arrange the steps in a simple model of motivation from the beginning (top) to the end
(bottom).
Unmet need.
Motivation.
Behavior.
Rewards.
Feedback.
Which of the following is one of the five main dimensions of jobs in the Hackman and
Oldham model of job descriptions?
The five characteristics are skill variety, task personality, task significance, autonomy, and
job judgment. The characteristics are combined with three psychological states to determine
personal and work performance.
Classical growth theory suggests that economic growth will decline or cease as population
increases and resources become scarce. According to classical growth theory economists, a
temporary increase in real GDP per capita leads to a population explosion, which in turn reduces
real GDP
Herbert Simon's model of decision-making. Nobel Prize-winning researcher Herbert
Simon demonstrated that people go through three important stages in solving problems. He called
these stages Intelligence, Design, and Choice. Decision-making can also be viewed as a type of
problem-solving.
J. Hankman and J. Oldham developed and systematized Herzberg's ideas regarding
methods of enriching work and increasing the motivational potential of work. According to the
Hackman-Oldham model, high work motivation is determined by the following psychological
states of workers:
Awareness of the meaning of work. If workers consider the work too simple (primitive)
and purposeless, then motivation will be low.A sense of responsibility for the quality and quantity
of manufactured products. Awareness of results. With feedback showing workers how well they
perform the task, their motivation decreases. The psychological states of workers that determine
the strength of work motivation cause the following main characteristics of work.
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Variety of the work process - the degree to which the performance of work requires solving
various problems, using various knowledge, skills and abilities. For example, a secretary can
perform a number of different tasks: take shorthand, work on a computer, answer phone calls,
provide information to visitors, etc.
Task completion - the degree to which a job represents a complete cycle of operations, the
execution of a task from start to finish. For example, a tailor would have a high degree of job
completion if he or she performed all the work involved in making a suit (taking measurements,
choosing materials, cutting, fitting, and sewing).
Task importance - the degree to which an employee perceives the importance of the tasks
performed to others, the organization, or society. For example, the importance of the work of
doctors who are searching for a cure for a serious disease would be very high.
These three factors contribute to the sense of meaningfulness of work. According to the
job characteristics model, a job will be perceived as meaningful if it is seen as important, varied,
and meaningful. Opportunity to demonstrate independence - the degree of freedom of the
employee and the right to plan, determine the schedule of work, and make decisions about the
method of their implementation. Independence in work makes employees feel a sense of personal
responsibility for the results of their work. Employees themselves decide what and how they will
do. Feedback - how timely and complete is the employee provided with information about his own
effectiveness and the degree to which the results of work and work behavior correspond to
established requirements.
An example of the organization of work in accordance with the model of key characteristics
is the work of a surgeon. A surgeon is required to demonstrate a variety of skills and abilities in
his work; his professional activity is distinguished by a high degree of completion, since he deals
with the patient from the onset of the disease to its recovery (from diagnosis to surgery and
treatment in the postoperative period), his work is of high importance (the life or death of the
patient), he has a high degree of independence, since surgeons, as a rule, make independent
decisions regarding the tactics of performing an operation; and he has clear and immediate
feedback regarding the success of the operations performed.
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