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Human Resource Management

Notes aptitude who can make better contribution by being given the opportunity to use them,
then the "ideal" job design must be abandoned.
The argument that fitting jobs to people rather than people to jobs will enhance their
ability to perform better. It may well be that when jobs are built around people's
capabilities, it will be easier to develop their roles in new directions by simply getting
them to use the same skills in different situations. They will not have to learn the new job
from scratch.

The capacity to adapt quickly will be further enhanced if a policy of continuous development
is adopted which enables people to grow their talents in their present roles, thus preparing
them for new roles.

4.8.1 The Significance of Intrinsic Motivation

Intrinsic motivation is defined as the self-regulated factors which influence people to behave in
particular ways or to move in certain directions. Intrinsic motivation can be increased by the
work itself, which provides rewards that are directly under the control of the worker. This is
related to the fundamental concept that people are motivated when they are provided with the
means to achieve their goals. Money is a great motivating factor, as it is an essential method of
satisfying these needs. Intrinsic motivation tends to have a deeper and long-term effect because
it is not imposed from outside.

The following characteristics are required in jobs if they are to provide intrinsic motivation:
1. Integration: The job should be integrated in terms of planning, execution and control.
2. Autonomy: As high a degree of autonomy as possible should be given to the workers or
the terms of setting goals, exercising discretion, responsibility and self-control.

3. Task Significance: The workers or team must believe that the task they carry out is significant
and worth doing.
4. Use and Development of Abilities: Workers should believe that the job will enable them to
use and develop their abilities. The work should fit what they are and are capable of
becoming.
5. Variety: The more variety in the tasks carried out, the better.

6. Feedback: Workers should be able to get feedback on their performance and development
needs. People should be in a position in which they can monitor and evaluate their own
performance against targets and standards that they have been involved in setting.
Self Assessment

Match the term below with its appropriate definition
11. Job satisfaction (a) Interventions that restructure the work, the work group and the
relationship between workers and the way the tasks are performed.

12. Job design (b) Adding more responsibilities, autonomy and control over a job.
13. Job rotation (c) Favourableness or unfavourableness with which employees view
their work.

14. Job enrichment (d) Adding more tasks to a job to increase the job cycle.
15. Job enlargement (e) The process of moving employees from one job to another to week
allow them more variety in their jobs and provide the opportunity
to learn new skills.

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