Motivation issue in G11n group - Job design

Last time I mentioned that some young people don't like to work on
localization and/or  testing, then how to design the job in globalization group to motivate those people?

The following are the five core job characteristics that are
particularly important to job designs. The higher a job scores on each
characteristic, the more it is considered to be enriched, and the more the people can be motivated:

• Skill variety - The
  degree to which a job includes a variety of different activities and
  involves the use of a number of different skills and talents.
  
• Task identity - The
  degree to which the job requires completion of a “whole” and
  identifiable piece of work, one that involves doing a job from
  beginning to end with a visible outcome.
  
• Task
  significance - The degree to which the job is important and involves a
  meaningful contribution to the organization or society in general.
• Autonomy - The degree to
  which the job gives the employee substantial freedom, independence, and
  discretion in scheduling the work and determining the procedures used
  in carrying it out.
  
• Job feedback - The degree
  to which carrying out the work activities provides direct and clear
  information to the employee regarding how well the job has been done
  

Posted at 08:22PM Nov 01, 2006 by byuan in Leadership  |  Comments[0]