Herzberg Vs Job Characteristics Model Essay

Total Length: 685 words ( 2 double-spaced pages)

Total Sources: 2

Page 1 of 2

.....jobs that I had that were not motivating, but one in particular was an office job that involved mind-numbing work. It checked a lot of boxes for jobs that you don't want to do and I could not get out of there quickly enough. The office was a large, open space, a true cubicle farm, but without partitions, more open. So it was noisy. The lighting was terrible fluorescent. Everybody there was a lifer. I have never heard so much complaining about Mondays, and talk about Hump Day, and that sort of negativity. Nobody really wanted to be there but nobody seemed all that motivated to leave, either. For a young person looking to build something, it was just awful.



Barrick, Mount and Li (2013) wrote a paper discussing the role of personality, job characteristics and experienced meaningfulness. They argue that "personality traits initiate purposeful goal strivings" and essentially make the point that when job characteristics are aligned with these personality traits, the worker experiences meaningfulness. By logic, the misalignment between job characteristics and personality creates meaninglessness. This is really what I experienced. The personalities of people working there were such that most of them accepted their lot in life, even if they didn't like it. So there was this element of depression but for the most part, no conflict, whereas for me it was this direct conflict between my personal ambitions in life and what could ever be achieved in that environment.
The main role of people there was to double-check paperwork, and my role was mortgage forms. I was contributing to literally nothing other than making sure that no major errors were happening in these forms, and nobody in that place was on any sort of positive career track, not even the managers.



Job design, and aligning personality type with job design, is important because some people, given their personality type and career expectations, are simply not a good fit for certain jobs. Some people are well-suited for mundane, routine work, but for people who are not such job design really only creates motivation to leave, not motivation to perform.



Herzberg's two-factor theory (NetMBA, 2010) argues that there are factors that lead to dissatisfaction and factors that lead to satisfaction in the workplace. This theory highlights why certain factors do not increase work satisfaction -- those factors being good….....

Show More ⇣


     Open the full completed essay and source list


OR

     Order a one-of-a-kind custom essay on this topic


References

Barrick, M., Mount, M. & Li, N. (2013) The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review. 38 (1) 132-153.

NetMBA (2010). Herzberg's motivation-hygiene theory. NetMBA.com. Retrieved May 13, 2017 from http://www.netmba.com/mgmt/ob/motivation/herzberg/

Smith, D. & Shields, J. (2012) Factors related to social service workers' job satisfaction: Revisiting Herzberg's motivation to work. Administration in Social Work. 37 (2) 189-198.

sample essay writing service

Cite This Resource:

Latest APA Format (6th edition)

Copy Reference
"Herzberg Vs Job Characteristics Model" (2017, May 13) Retrieved March 28, 2024, from
https://www.aceyourpaper.com/essays/herzberg-vs-job-characteristics-model-essay

Latest MLA Format (8th edition)

Copy Reference
"Herzberg Vs Job Characteristics Model" 13 May 2017. Web.28 March. 2024. <
https://www.aceyourpaper.com/essays/herzberg-vs-job-characteristics-model-essay>

Latest Chicago Format (16th edition)

Copy Reference
"Herzberg Vs Job Characteristics Model", 13 May 2017, Accessed.28 March. 2024,
https://www.aceyourpaper.com/essays/herzberg-vs-job-characteristics-model-essay