The following should be taken into consideration when designing jobs:

People find that doing the same repetitive tasks offering no challenge causes them to lose interest, become bored and dissatisfied. Greater variety can improve the interest, challenge and commitment to the task.

Variety means more than simply adding an extra but similar task. Processing different forms would not make the work more meaningful as there would be no extra challenge.

Too much variety can also be frustrating and a source of conflict and dissatisfaction. The optimum amount of variety will differ from person to person and could depend on the level of the position.

How suitable is the amount of variety in the job?

People need to feel responsible for a significant part of the work they are doing, either individually of as part of a team. Their work should be clearly identified so they can see that they are personally responsible for the successes and failures that occur as a result of their own actions.

The employee should understand the significance of the work and where it fits into the purpose of the organization.

How much responsibility is there in the job?

This goes hand in hand with responsibility. Autonomy means giving more scope to people to regulate and control their own work.

The job holder ought to have some areas of decision making that they can call their own within the framework of their job. For example, scope for exercising some discretion about methods of working.

How much opportunity does the job give for autonomy?

People receive more satisfaction from doing a 'whole' piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the jobholder and others.

It is important that people see the end results of the work they have produced either on their own or as a part of a team.

To what extent are the jobs 'whole' jobs?

Everyone needs information of some kind about how they are doing - about what they have achieved: otherwise there is no way of getting any real satisfaction from performing effectively. Performance feedback helps the job holder to learn on the job and keep on learning.

The supervisor has the main responsibility for giving feedback, but another person (eg. a co-worker) may also give it or it may result from the job itself (eg. when the Computer Technician finally finds the computer works after they have worked on it).

It is important that when it is given it is genuine. The work plan process provides an opportunity for managers to give feedback to staff members.

As well as information on the standard of their performance, the jobholder needs to know what their particular targets are and how they relate to the overall operation of RMIT. This can be clarified through position descriptions and workplans.

This feedback should provide employees with an equitable capacity for ongoing learning and advancement.

A job should provide an opportunity for interaction with other employees.

How much feedback is provided about performance?

Most people want to take part in decision making about matters that affect their work. They also have much to contribute. People are also far more likely to act on decisions that they have had a part in making.

Being told about matters affecting people and their jobs is clearly better than no communication at all. But it doesn't allow for effective involvement and motivation. Interchange of ideas is better still.

Unless people can participate in a genuine and meaningful way about matters that affect their work they are unlikely to be satisfied and do more than the required minimum.

How much opportunity is provided for participating in decisions?

Recognition and Support

People need jobs that contribute to self-respect, particularly through acceptance and recognition by fellow workers and supervisors. Jobs ought to permit relationships between individuals and encourage a "team-work" feeling. Otherwise the individual can feel isolated, resulting in negative feelings about their work.

To what extent does the job provide for support and recognition?

A job should provide a safe and healthy working environment that is free from discrimination and harassment.

Is there a safe and healthy work environment?