ORGANIZATIONAL BEHAVIOR
The job feature model is a normative approach to job development. The theory outlines the five core jobs dimensions that lead to the dangerous mental states in the personal employee. These magnitudes include skill diversity, mission individuality, task implications, authority and feedback. This model is used in the evaluation of potential of specific jobs thus suggest which of these jobs could be designed. In order to achieve this, an encouraging possibility is reviewed from a questionnaire of the job features model. I graded these job features as I outlined these characteristics to a greater extent. The combination of these features makes up a perfect job and it is the main aim of the job design to alter the levels of every feature to adjust the general job with which the worker does it. This grading is important as the worker brings emotional states to tolerate upon the job outcomes when graded together with the core features (Robbins, 2009).
My past experiences on preparing myself to become the best financial consultant have been through retail and higher education. The job characteristic theory is a model that has helped me in becoming one of the prominent financial advisors so that I can gain the knowledge through working on financial analysis research. Flexibility and my own skills is the strength that I have achieved through my experience. I have also noticed that various projects need personal attention which is based on inference of task and others involve team work approach. The reason as to why my significances has been shaped by my past is that the main aim of the job characteristic model is to design the job in such a way that the core features can be put together to make an encouraging possible groove for a task that can be used as an index of the way job can affect the employee’s attitudes and manners (Robbins, 2009).
Reference
Robbins, S. P. (2009). Organizational behavior: Global and Southern African perspectives. Cape Town: Pearson Education South Africa.
