Job Diagnostic Survey (information is on the assessment + chapter 5)Evaluate and discuss the Motivating Potential Score (MPS) of the job you have chosen for this assignment. Since you currently do not have personal experience with this job, you need to do some research and make some educated judgments.
How does the job rate on each of the five job dimensions? (scale 1-343)
Is it low, moderate, or high? And why?
Discuss your personal Growth Need Strength (GNS). (scale 1-7)
Is it low, moderate, or high?
Is it what you expected? Why/why not?
Compare the jobs MPS and your personal GNS.
Is there a match or a mismatch?
If there is a mismatch, what about the job could be changed to make the MPS match with your GNS?
2. allows me the opportunity to complete the work I start. 3. is one that may affect a lot of other people by how well the work is performed. 4. lets me be left on my own to do my own work. 5. provides foedback on how well I am performing as I am working. 6. provides me with a variety of work. Hau Le Job De (2) - Compatibility Mode - Saved to my Mac 1,1,,1 13. is very signuificant in the broader scheme of things. DisagreeStrongly1234567AgreeStrongly 14. gives me considerable ooporturity for independence and freedom in how I do my work. DisagrecStrongly1234567AgrecStrongly 15. provides me with the foeling that I know whether I am performing well or poorly. DisagreeStrongly1234567AgreeStrongly Scoring for job design questionnaire The survey is designed to analyze five dimensions of the job: Skill Variety - Average the scores for questions 1, 6, 11: 6 Tusk Identity - Average the scores for questions 2,7,12 : 4.3 Task Significant - Average the scores for questions 3,8,13 : 6.3 Autonomy - A verage the scores for questions 4, 9, 14: _5.3 Feedback About Results - Average the scores for questions 5,10,15 : MPS =[( Skill Variety ___ 6++Task Identity _4.34+ Task Significance 6.3 () /3] x Autonomy _ 5.3 x Job Feedback 6 264 Growth Need Strength Questionnaire Directions: Using the scale below, please indicate the degree to which you would like to have each charneteristic present in the job you were just thinking about. Read each item and then circle the appropriate response next to that phrase. Circle "1" if you would like having this only a moderate amount or less. Circle "4" if you would like having this very much. Circle " T " if you would like having this extremely much. 1. Stimulating and challenging work. ModerateorLess1234567Extreme 2. Chanoes to exercise independent thought and action, ModerateorLess1234567Extreme 3. Opportunities to learn new things from your work. ModerateorLess1234567Extreme 4. Opportunities to be creative and imaginative in your work. 5. Opportunities for personal growth and development in my job. ModerateorLess1234567Extreme 6. A sense of worthwhile accomplishment in my work. ModerateorLess1234567Extreme Scoring Growth Needs Strength Average Score of the 6ltems5.7 Meaning of the Scores on the Job Design Questionnaire: The lower scoring dimensions (nommally, anything below 5 ) should be investigated to see if the job environment can be improved. Meaning of the MPS Score (approximate divisions) - Low: 1-123 Medium: 124-199 High: 200-343 A manager should only consider changing the job of someone with a High (possibly Medium) GNS score. With a low GNS score, the individual does not want to grow their job. If improvement or change is warranted, then a manager should start with the lowest scoring ureas from the job design questionnaire. If there are no low scores on the job design questionnaire, the manager may have other issues to consider. 2. allows me the opportunity to complete the work I start. 3. is one that may affect a lot of other people by how well the work is performed. 4. lets me be left on my own to do my own work. 5. provides foedback on how well I am performing as I am working. 6. provides me with a variety of work. Hau Le Job De (2) - Compatibility Mode - Saved to my Mac 1,1,,1 13. is very signuificant in the broader scheme of things. DisagreeStrongly1234567AgreeStrongly 14. gives me considerable ooporturity for independence and freedom in how I do my work. DisagrecStrongly1234567AgrecStrongly 15. provides me with the foeling that I know whether I am performing well or poorly. DisagreeStrongly1234567AgreeStrongly Scoring for job design questionnaire The survey is designed to analyze five dimensions of the job: Skill Variety - Average the scores for questions 1, 6, 11: 6 Tusk Identity - Average the scores for questions 2,7,12 : 4.3 Task Significant - Average the scores for questions 3,8,13 : 6.3 Autonomy - A verage the scores for questions 4, 9, 14: _5.3 Feedback About Results - Average the scores for questions 5,10,15 : MPS =[( Skill Variety ___ 6++Task Identity _4.34+ Task Significance 6.3 () /3] x Autonomy _ 5.3 x Job Feedback 6 264 Growth Need Strength Questionnaire Directions: Using the scale below, please indicate the degree to which you would like to have each charneteristic present in the job you were just thinking about. Read each item and then circle the appropriate response next to that phrase. Circle "1" if you would like having this only a moderate amount or less. Circle "4" if you would like having this very much. Circle " T " if you would like having this extremely much. 1. Stimulating and challenging work. ModerateorLess1234567Extreme 2. Chanoes to exercise independent thought and action, ModerateorLess1234567Extreme 3. Opportunities to learn new things from your work. ModerateorLess1234567Extreme 4. Opportunities to be creative and imaginative in your work. 5. Opportunities for personal growth and development in my job. ModerateorLess1234567Extreme 6. A sense of worthwhile accomplishment in my work. ModerateorLess1234567Extreme Scoring Growth Needs Strength Average Score of the 6ltems5.7 Meaning of the Scores on the Job Design Questionnaire: The lower scoring dimensions (nommally, anything below 5 ) should be investigated to see if the job environment can be improved. Meaning of the MPS Score (approximate divisions) - Low: 1-123 Medium: 124-199 High: 200-343 A manager should only consider changing the job of someone with a High (possibly Medium) GNS score. With a low GNS score, the individual does not want to grow their job. If improvement or change is warranted, then a manager should start with the lowest scoring ureas from the job design questionnaire. If there are no low scores on the job design questionnaire, the manager may have other issues to consider
