To measure the MPS for a given job, researchers developed the Job Diagnostic Survey (JDS). For this exercise, we will use a short version of the JDS, which allows job design problems to be diagnosed, and generates ideas for job redesign. Complete this analysis for a job in which you are currently employed (full or part time); or for a job that you have performed recently. (If you have never been employed, analyse the ‘job’ of a student.) The JDS is designed to be completed by the job holder, and not by an observer. For each of the twelve statements, decide whether this is an accurate or an inaccurate description of the chosen job, and rate it using this scale: 

1 = very inaccurate 

2 = mostly inaccurate 

3 = somewhat inaccurate 

4 = uncertain 

5 = somewhat accurate 

6 = mostly accurate 

7 = very accurate.

The job chosen for analysis is: __________________________ 

To calculate the MPS for this job, first add your scores for the two feedback items, and divide the total by two, to give a single, average, feedback score. Then put all of the scores into the MPS formula: 

Reminder: the core job dimensions in this model are: 

1. Skill variety : does the job make use of different skills and abilities? 

2. Task identity : does the job involve a ‘whole’ and meaningful piece of work? 

3. Task significance : does the job affect the work of others? 

4. Autonomy : does the job provide independence and discretion? 

5. Feedback : is performance information related back to the individual? If you have completed this analysis alone : 

• Assess the strengths and weaknesses of this job in terms of its motivating potential; 

• Identify recommendations for redesigning this job to improve the MPS; 

• Assess the difficulties in implementing these recommendations, given the nature of the work and the organizational context in which it is performed. If you have completed this analysis with colleagues : 

• Share the results of your analysis with colleagues and pick the job with the lowest MPS; 

• Identify redesign options for improving the job’s MPS (you will first need to ask the job holder for a detailed description of the job); 

• Assess the difficulties in implementing these recommendations, given the nature of the work and the organizational context in which it is performed.

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Item 1 2 WN 3 4 567 50600 10 11 12 Rating Supervisors often let me know how well they think I am performing. The job requires me to use a number of complex high-level skills. The job is arranged so that I have the chance to do a complete piece of work from beginning to end. Just doing the work required by the job provides many chances for me to work out how well I am doing. The job is not simple and repetitive. This job is one where a lot of other people can be affected by how well the work is done. The job does not deny me the chance to use my personal initiative or judgement in carrying out the work. The job gives me the chance to completely finish the pieces of work I begin. The job itself provides plenty of clues about whether or not I am performing well. The job gives me considerable opportunity for independence and freedom in how I do the work. The job itself is very significant and important in the broader scheme of things. The supervisors and co-workers on this job almost always give me feedback on how well I am doing in my work.