JOBDESIGNSURVEYANDMOTIVATIONQUESTIONNAIRE-11 x
Reflection Project Part 2 Template
Job Design Survey
· Results of Job Design Survey
· Job Dimension Scores:
Feedback=4, autonomy=4, significance of task=6, task identity=5 and skill variety=5.
· Overall Motivating Potential Score:
106
· Question 1: How do your results compare to the national average for each job dimension and overall motivating potential score? Why do you believe you scored lower or higher than the national average?
Answer:
· Comparison to national average for each job dimension
For every job dimension scores, my results were much more below and distant from the national average: feedback=4, autonomy=4, significance of task=6, task identity=5 and skill variety=5. I believe the reason for these results is because I do a more basic job, as much as it requires more skills, knowledge, time, and effort to perform. The job involves more importance, reason for its top rank on the job dimension. However, my job is by far repetitive. I am a financial auditor for a firm in Colorado.
· Comparison to national average for overall motivating potential score
For every job dimension scores, my overall motivating potential scores results were much more below and distant from the national average, scoring 106. That was a 14-points gap. My results’ scores are much lower than expected due to limited competitive advantages in my field of work, since the firm I work for is vast in terms of business operations, thus lacking substantial competition. Also, there lacks any rewards or motivation structure as well as resources for people. These results were due to lack of proper training and resources available to regular financial auditors, and rewards structure for motivation of employees.
· Question 2: Briefly describe your job including tasks, responsibilities, reporting relationships, and overview of general working environment. How could your job be redesigned to be more motivational or higher in motivating potential? Provide suggestions.
Answer:
· Brief description of job characteristics
My task as a financial auditor is to review the company’s accounts to ensure their financial records’ legality and validity. I report to the board and CEO announcing the firm’s accounts and cash flow tracks. I also perform an advisory role to the board and management of the firm aimed to recommend possible cost saving and risk aversion measures that could be undertaken. My responsibilities include ensuring compliance with auditing standards, adherence to the Code of Professional Conduct and Code of Ethics, and preparing Audit Reports. I am also responsible for obtaining a comprehension of internal control related to the financial reports to help design appropriate approaches, but not for expression of the entity’s internal control’s effectiveness opinion. I communicate with the people charged with governance concerning the planned timing and scope of significant audit findings such as internal control deficiencies.
· Suggestions for job redesign
I believe that my task identity and Skill variety scores would rise if the motivation items were much more obtainable. Suggestions for job redesign for my organization include job rotation, job enlargement, and job enrichment which work satisfactorily when they include abilities and knowledge that employees possess and additional tasks that correspond to their skills.
Motivation Questionnaire
· Results of Motivation Questionnaire
The extent to which the needs were satisfied was measured through construction of a Basic-Needs-Satisfaction Scale (BNSS) questionnaire with 89 subjects. The scores were as follows;
· Scores for Each Need (e.g., Self-Actualization, Esteem, etc.)
The Need to Know and to Understand = 9
Self-Actualization Needs = 5
Esteem Needs = 16
Love and Belongings Needs = 13
Safety Needs = 15
Physiological Needs = 10
· Question 1: How does your organization satisfy/not satisfy lower-order needs in Maslow’s hierarchy? What could be done to improve/enhance lower-order need satisfaction?
Answer:
· Methods related to lower-order needs
Lower-order needs associate with death, illness, or physical discomfort if not satisfied. My organization ensures disbursement of competitive financial compensation to cater for the employees’ physiological requirements part in the job place. These are things such as clothing, shelter, water, food. In order to achieve this organizational fulfillment state, my organization has to satisfy the preceding requirements such as esteem, love or belonging, safety, and physiological needs. This can be done through offering training where possible, understanding what motivates the employees, keeping employees informed, and offering support to undertake tasks.
· Question 2: How does or how could your organization empower employees to meet higher-order needs in Maslow’s hierarchy? What could be done to improve/enhance higher-order need satisfaction?
Answer:
· Methods related to higher-order needs
My organization helps employees to meet self-actualization and esteem needs by providing packages for comprehensive benefits to them. These packages allow realization of their peak experiences, seeking personal growth, self-fulfillment, and potential. When these needs are satisfied, the employees start demanding respect to fulfill their esteem requirements. Satisfaction of the higher-order needs can only be achieved when lower-order needs are satisfied. The employees can fulfill these needs by taking action on personal life objectives, taking on new challenges, and learning new skills.
