Introduction:
We have conduct Job diagnostic survey of Aga Khan Hospital employees with the help of J.R. Hackman and G.R. Oldham survey method so it is important to know what is JOB DIAGNOSTIC SURVEY is all about.
JOB DIAGNOSTIC SURVEY:
Hackman and Oldham (1975) proposed five "core" dimensions for evaluating the immediate work environment constituting the Job Diagnostic Survey JDS. These core dimensions turned out to be associated significantly with job satisfaction and a high sense of workers' motivation. That is, the work environment source consisted of five dimensions, namely those of skill variety, task identity, ask significance, autonomy and feedback.
Hackman and Oldham's model proposes that attention to five job design characteristics (skill variety, task identity, task significance, autonomy and feedback) produce three critical psychological states (experienced meaningfulness of the work, experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities) which increase the likelihood of positive personal and work outcomes, especially from employees with a high growth-need strength, including: high internal work motivation, high quality performance, high satisfaction with the work, and low absenteeism and turnover.
The most important characteristic that receives huge attention in Hackman and Oldham's study is the meaningfulness of the work that means to what extent the individual perceives the work as significant and important. Job meaningfulness can be defined as the product of three dimensions: skill variety (activities that challenge skills and abilities); task identity (the extent to which the job requires completion of a "whole", identifiable peace of work); task significance (how substantially the job has impacts on other people's lives.
Feedback to staff, the final characteristic of Hackman and Oldham's Job Characteristics Model, has been greatly improved at many hospitality institutions but is often lacking in many of the smaller food service only organizations like clubs and restaurants. The value of this characteristic should not be discarded as simple steps like weekly, monthly and yearly sales, covers, earnings results summaries have great universal employee appeal. Another simple feedback tool is the establishment of an annual award to the employee or unit of the year. In addition, letters received from customers can be copied and circulated to the team responsible for service delivery.
Job Characteristics Model
Five Core Dimension
Skill variety
- Doing different things; using different valued skills, abilities, and talents.
- The degree to which a job requires a variety of challenging skills and abilities.
Task identity
- Doing a complete job from beginning to end, the whole job rather than bits and pieces.
- The degree to which a job requires completion of a whole and identifiable piece of work.
Task significance
- The degree of meaningful impact the job has on others; the importance of the job.
- The degree to which the job has a perceivable impact on the lives of others, either within the organization or the world at large.
Autonomy
- The degree to which the job gives the worker freedom and independence in scheduling work and determining how the work will be carried out.
Feedback
- Clear and direct information about job outcomes or performance.
- The degree to which the worker gets information about the effectiveness of his or her efforts, either directly from the work itself or from others.
Motivation Potential Score (MPS)
- Motivation Potential Score (MPS), is the SUMMARY of Hackman and Oldham's Job Characteristics Model. MPS measures the overall motivating potential of a job, or JOB SATISFACTION. MPS identifies the dimensions most in need of redesign.
- It is calculated by taking the AVERAGE of skill variety plus task identit plus task significance and then multiplying that AVERAGE by autonomy and feedback.
Introduction of Aga Khan Hospital :
Aga Khan University is a private, autonomous university that promotes human welfare through research, teaching and community service. Based on the principles of quality, access, impact and relevance, the University has campuses and programmed in Afghanistan, East Africa, Egypt, Pakistan, Syria and the United Kingdom. The Facilities of the University include The Aga Khan University Hospital; School of Nursing (SON), Medical College, Institute for Education Development (IED), Institute for the Study of Muslim Civilizations and Examination Board.The Aga Khan University Hospital is the leading non-profit hospital in Pakistan and the first hospital from the country to be awarded as the prestigious JCIA (Joint Commission International Accreditation) for achieving and maintaining quality standards in Health Care. The Hospital provides high quality patient care in general and specialized medical ailments in medicine, surgery and physiotherapy. There is no concept of downsizing and it is expanding day by day all over the globe and 9000 employees are working in Aga Khan University.
Scoring Tables
Employees Bio Data:
Table 1
S.NO Name Age Sex Education Designation
1 Hamid Tajik 30 Male BA Info receptionist
2 Rehman 25 Male BSC Info receptionist
3 Javed 24 Male BA Info receptionist
4 Shakil 40 Male B.com Incharge Purchase
5 Nizar 25 Male B.com Purchase Asistant
6 Moiz Khan 26 Male B.com Purchase Asistant
7 Abbas Ali 30 Male Intermediate Food Service Department
8 Nasrullah 28 Male Matric Food Service Department
9 Manzoor 27 Male BSN Nursing Department
10 Malika 27 Female RN Nursing Department
TABLE NUMBER 1 IS BIO DATA AND ITS SERIALS NEMBERS WILL HELP REST OF TABLES FROM 2-4 TO CHECK WHO IS SCORING WHAT IN JDS SURVEY.
MPS Moderator
Color Scoring Levels MPS
Black High Above 50
Blue Middle 45 < MPS > 50
Red Low Below 45
Black Score indicate that it means that your work is enjoyable or meaningful, you feel responsible and knowledgeable about your work, and Blue is average and, Red means that your work does not offer much to satisfy you or use your talents or give you feedback on your performance of it.
Job Charaterstics
S.No
Skill Variety Average Task Identity Average Task Significance Average Autonomy Average Feedback Average MPS
1 4 5 6.33 4.47 6.33 150
2 4 5 7 4.67 6 153
3 3.4 4.4 4.6 5.33 5.33 117
4 5.67 5.33 5.67 4.33 6.67 160
5 5 5 4.33 5 6 136
6 5 4.67 4.67 5 6 145
7 2.67 6 1.33 5.33 5 89
8 2.67 5.3 1.67 4.33 4 56
9 4 5 4 4 5 86
10 4 5 3 4 4 64
Table 2
Table 3
Experienced Phychological States
S.No
Meaningul fullness of work Average Responsibility of work Average Knowledge Of The Results Average
MPS
1 5 6 5.25 150
2 4.5 5.8 5.75 151
3 4.25 5 5.5 117
4 5.25 4.83 6.25 159
5 4.5 5 6 135
6 4.83 5.17 5.75 146
7 3.33 5.33 5 90
8 3.33 4.33 4 60
9 4.33 4 5 86
10 4 4 4 65
Table 4
Affective Outcomes
S.No
GeneralSatisfication Average Internal Motivation Average Growth Satisfication Average
1 4.6 5.33 5
2 4.6 5.17 4.5
3 4.6 5.17 4.5
4 5 5.833 6.25
5 4.8 5.17 5.75
6 5 4.83 6.25
7 3.6 5.5 5
8 3.4 4.83 4.75
9 5 5 4
10 4 4 3
Table 5
Context Statisfication
S.No
Job Security Average Compensation Average With Co-Workers Average Supervision Average
1 4.5 3.5 5.33 4.7
2 4 3.5 5.33 4
3 3.5 3.5 5.33 4.33
4 4 4.5 3.7 5.7
5 3.5 4 3.7 4.7
6 4 4 3 5
7 6 5 4 5
8 5 5.5 4.66 4.66
9 6 6 4 5
10 5 4 4 5
Analysis of Tables Scoring Results
Analysis of Info receptionist Employees
It look like serial number one persons Hamid Tajikhave moderate score of mps 150,but if we see table 4 and 5 have low scoring in general satification and in compensation indicate that person is not statisfied what kind of job he do and not getting growth and development from the job and regarding compensation pay scale is as the level of he contribute to the organization and regarding rest of staff in info receptionist Rehman has low scores in meagnifullness of work that her talent and skills are not in this job and her task is not clearly defined,same problem with Javed.So their should be changes made on design of their work in order better results from their jobs is we know that front desk people have high role in the company as the deal to customer daily and play a very important role in building reputation of the company.
Analysis of Purachace department Employees
Incahrge of this department serial number 4 has high mps of 160 and score moderate and high scoring as we can see he has scores most of in Black and Blue that is good it means that his work is enjoyable and meaningful, and he feel responsible and knowledgeable about his work and serial number 5 has very low mps because he is ot utilizing his talents according to the job as his score is low on table number 2 and serial number 5 has good mps and problem is ony in that with co workers low score on that it show that work doesnot give him chance to meet other people of the work and work is to much stress one,so incharge of this department should encourage other people to do well and give some degree comfort in their work so that they can be motivated in their job.
Analysis of Food Service department Employees
There are various areas in which Food service Department have to pay attention for their employees. Because of this the employees are not very much satisfied and have low MPS.
Analysis of Nursing department Employees
Over all the MPS of the Nursing department is well because it is the main area and if these areas employees are not comfortable in their work and supervision ultimately the Hospital and the patients will suffer.
Formula Used to Calculate MPS
MPS = (Skill variety + task variety + task significance) × autonomy × feedback
3
We have conduct Job diagnostic survey of Aga Khan Hospital employees with the help of J.R. Hackman and G.R. Oldham survey method so it is important to know what is JOB DIAGNOSTIC SURVEY is all about.
JOB DIAGNOSTIC SURVEY:
Hackman and Oldham (1975) proposed five "core" dimensions for evaluating the immediate work environment constituting the Job Diagnostic Survey JDS. These core dimensions turned out to be associated significantly with job satisfaction and a high sense of workers' motivation. That is, the work environment source consisted of five dimensions, namely those of skill variety, task identity, ask significance, autonomy and feedback.
Hackman and Oldham's model proposes that attention to five job design characteristics (skill variety, task identity, task significance, autonomy and feedback) produce three critical psychological states (experienced meaningfulness of the work, experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities) which increase the likelihood of positive personal and work outcomes, especially from employees with a high growth-need strength, including: high internal work motivation, high quality performance, high satisfaction with the work, and low absenteeism and turnover.
The most important characteristic that receives huge attention in Hackman and Oldham's study is the meaningfulness of the work that means to what extent the individual perceives the work as significant and important. Job meaningfulness can be defined as the product of three dimensions: skill variety (activities that challenge skills and abilities); task identity (the extent to which the job requires completion of a "whole", identifiable peace of work); task significance (how substantially the job has impacts on other people's lives.
Feedback to staff, the final characteristic of Hackman and Oldham's Job Characteristics Model, has been greatly improved at many hospitality institutions but is often lacking in many of the smaller food service only organizations like clubs and restaurants. The value of this characteristic should not be discarded as simple steps like weekly, monthly and yearly sales, covers, earnings results summaries have great universal employee appeal. Another simple feedback tool is the establishment of an annual award to the employee or unit of the year. In addition, letters received from customers can be copied and circulated to the team responsible for service delivery.
Job Characteristics Model
Five Core Dimension
Skill variety
- Doing different things; using different valued skills, abilities, and talents.
- The degree to which a job requires a variety of challenging skills and abilities.
Task identity
- Doing a complete job from beginning to end, the whole job rather than bits and pieces.
- The degree to which a job requires completion of a whole and identifiable piece of work.
Task significance
- The degree of meaningful impact the job has on others; the importance of the job.
- The degree to which the job has a perceivable impact on the lives of others, either within the organization or the world at large.
Autonomy
- The degree to which the job gives the worker freedom and independence in scheduling work and determining how the work will be carried out.
Feedback
- Clear and direct information about job outcomes or performance.
- The degree to which the worker gets information about the effectiveness of his or her efforts, either directly from the work itself or from others.
Motivation Potential Score (MPS)
- Motivation Potential Score (MPS), is the SUMMARY of Hackman and Oldham's Job Characteristics Model. MPS measures the overall motivating potential of a job, or JOB SATISFACTION. MPS identifies the dimensions most in need of redesign.
- It is calculated by taking the AVERAGE of skill variety plus task identit plus task significance and then multiplying that AVERAGE by autonomy and feedback.
Introduction of Aga Khan Hospital :
Aga Khan University is a private, autonomous university that promotes human welfare through research, teaching and community service. Based on the principles of quality, access, impact and relevance, the University has campuses and programmed in Afghanistan, East Africa, Egypt, Pakistan, Syria and the United Kingdom. The Facilities of the University include The Aga Khan University Hospital; School of Nursing (SON), Medical College, Institute for Education Development (IED), Institute for the Study of Muslim Civilizations and Examination Board.The Aga Khan University Hospital is the leading non-profit hospital in Pakistan and the first hospital from the country to be awarded as the prestigious JCIA (Joint Commission International Accreditation) for achieving and maintaining quality standards in Health Care. The Hospital provides high quality patient care in general and specialized medical ailments in medicine, surgery and physiotherapy. There is no concept of downsizing and it is expanding day by day all over the globe and 9000 employees are working in Aga Khan University.
Scoring Tables
Employees Bio Data:
Table 1
S.NO Name Age Sex Education Designation
1 Hamid Tajik 30 Male BA Info receptionist
2 Rehman 25 Male BSC Info receptionist
3 Javed 24 Male BA Info receptionist
4 Shakil 40 Male B.com Incharge Purchase
5 Nizar 25 Male B.com Purchase Asistant
6 Moiz Khan 26 Male B.com Purchase Asistant
7 Abbas Ali 30 Male Intermediate Food Service Department
8 Nasrullah 28 Male Matric Food Service Department
9 Manzoor 27 Male BSN Nursing Department
10 Malika 27 Female RN Nursing Department
TABLE NUMBER 1 IS BIO DATA AND ITS SERIALS NEMBERS WILL HELP REST OF TABLES FROM 2-4 TO CHECK WHO IS SCORING WHAT IN JDS SURVEY.
MPS Moderator
Color Scoring Levels MPS
Black High Above 50
Blue Middle 45 < MPS > 50
Red Low Below 45
Black Score indicate that it means that your work is enjoyable or meaningful, you feel responsible and knowledgeable about your work, and Blue is average and, Red means that your work does not offer much to satisfy you or use your talents or give you feedback on your performance of it.
Job Charaterstics
S.No
Skill Variety Average Task Identity Average Task Significance Average Autonomy Average Feedback Average MPS
1 4 5 6.33 4.47 6.33 150
2 4 5 7 4.67 6 153
3 3.4 4.4 4.6 5.33 5.33 117
4 5.67 5.33 5.67 4.33 6.67 160
5 5 5 4.33 5 6 136
6 5 4.67 4.67 5 6 145
7 2.67 6 1.33 5.33 5 89
8 2.67 5.3 1.67 4.33 4 56
9 4 5 4 4 5 86
10 4 5 3 4 4 64
Table 2
Table 3
Experienced Phychological States
S.No
Meaningul fullness of work Average Responsibility of work Average Knowledge Of The Results Average
MPS
1 5 6 5.25 150
2 4.5 5.8 5.75 151
3 4.25 5 5.5 117
4 5.25 4.83 6.25 159
5 4.5 5 6 135
6 4.83 5.17 5.75 146
7 3.33 5.33 5 90
8 3.33 4.33 4 60
9 4.33 4 5 86
10 4 4 4 65
Table 4
Affective Outcomes
S.No
GeneralSatisfication Average Internal Motivation Average Growth Satisfication Average
1 4.6 5.33 5
2 4.6 5.17 4.5
3 4.6 5.17 4.5
4 5 5.833 6.25
5 4.8 5.17 5.75
6 5 4.83 6.25
7 3.6 5.5 5
8 3.4 4.83 4.75
9 5 5 4
10 4 4 3
Table 5
Context Statisfication
S.No
Job Security Average Compensation Average With Co-Workers Average Supervision Average
1 4.5 3.5 5.33 4.7
2 4 3.5 5.33 4
3 3.5 3.5 5.33 4.33
4 4 4.5 3.7 5.7
5 3.5 4 3.7 4.7
6 4 4 3 5
7 6 5 4 5
8 5 5.5 4.66 4.66
9 6 6 4 5
10 5 4 4 5
Analysis of Tables Scoring Results
Analysis of Info receptionist Employees
It look like serial number one persons Hamid Tajikhave moderate score of mps 150,but if we see table 4 and 5 have low scoring in general satification and in compensation indicate that person is not statisfied what kind of job he do and not getting growth and development from the job and regarding compensation pay scale is as the level of he contribute to the organization and regarding rest of staff in info receptionist Rehman has low scores in meagnifullness of work that her talent and skills are not in this job and her task is not clearly defined,same problem with Javed.So their should be changes made on design of their work in order better results from their jobs is we know that front desk people have high role in the company as the deal to customer daily and play a very important role in building reputation of the company.
Analysis of Purachace department Employees
Incahrge of this department serial number 4 has high mps of 160 and score moderate and high scoring as we can see he has scores most of in Black and Blue that is good it means that his work is enjoyable and meaningful, and he feel responsible and knowledgeable about his work and serial number 5 has very low mps because he is ot utilizing his talents according to the job as his score is low on table number 2 and serial number 5 has good mps and problem is ony in that with co workers low score on that it show that work doesnot give him chance to meet other people of the work and work is to much stress one,so incharge of this department should encourage other people to do well and give some degree comfort in their work so that they can be motivated in their job.
Analysis of Food Service department Employees
There are various areas in which Food service Department have to pay attention for their employees. Because of this the employees are not very much satisfied and have low MPS.
Analysis of Nursing department Employees
Over all the MPS of the Nursing department is well because it is the main area and if these areas employees are not comfortable in their work and supervision ultimately the Hospital and the patients will suffer.
Formula Used to Calculate MPS
MPS = (Skill variety + task variety + task significance) × autonomy × feedback
3
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