Jcm Model

1)What is JCM model? Job characteristic model defines the task characteristics and its relationships with pauperism, mathematical process and satisfaction in swear out settings. It has a high potential to turn in acutenesss into the organizations structures or designs necessary for enhancing motivation. It is a potential tool for understanding motivation and devising strategies for motivating individuals.Relevance and utility of major JCM components in enhancing motivation in classroom settings are discussed It focuses on the behavior of the concern 5 job characteristics- Skill manikin, task identity, task significance, autonomy, feed back- Structural elements 3 precise psychological states-experienced meaningfulness of work, experienced autonomy, knowledge of actual results 1 increased face-to-face and work outcomes 1 growth need strength Unification of unhomogeneous structural elementsCause and effect of these structural elements to the psychological states Links the comp lementary literatures of learning and psychological work 2)How might a team leaders understanding of the JCM model enhance his/her effectiveness at improving the productivity of the work unit? Please be specific as possible. As team leader one of my responsibilities is to create, sustain and enhance the motivation of the employees. In order to achieve this I need clarity in the variety of skill sets present within my employees.For example, one of my team members is a really creative person. I perceive him as a very blue-chip asset to team especially when the team is in the Analysis paralysis mode. He comes in as a zero gravity thinker and provides an out-of-box lieu. Because the whole team is ingrained in the problem, he films in fresh-air and perspective to the problem and in many instances this perspective leads to the team to think in different directions which ultimately lead to the solution.One of my other team mates is very task oriented. He will do the task whatever it takes to have intercourse it. So when there is a project with tight deadline with methodical work involved then I choose this individual to complete the task. It is to a greater extent of an adaptive approach which needs incremental innovation capabilities rather than breakthroughs. So identifying the individuals strength and aligning the tasks according to their strengths is critical for creating sustaining and enhancing the motivation of individuals in the team.The quarrel is to identify the strengths and weaknesses in the early stages of the team building efforts. This example gives an insight of identifying the skill set among the employees, aligning the task with the skill, appreciating the esteem the team members bring in to achieving the common goal- Success of the team, giving feedback on their performance and added value to the teams success from their contribution, giving them the autonomy to perform their scoop for the benefit for themselves and for the organizatio n.