One of the key practical benefits of the JCM is that practitioners are able to compute a motivating potential score (MPS) for jobs using the following formula (defined in the chapter):

+ +

= ××

SV TI TS potential sco ( ) motivating re AU FB 3

Practitioners can then discern ways in which to improve the MPS for any given job. Given values of 2.5 for skill variety, 3.5 for task identity, 3.0 for task significance, 1.5 for job autonomy and 3.0 for feedback, compute the MPS for laboratory staff. Given you desire laboratory staff on average to have an MPS of 128, is the computed value high or low? Which job characteristic in particular is contributing to a low or high MPS?