On the whole, job characteristics theory is a method, employed to describe and evaluate the functions which an employee performs in the organization or company. This approach relies on such criteria as the variety of skills, required for the given position, task identity or task significance, the degree of autonomy, and feedback. These are the parameters, used to assess the intrinsic and extrinsic compensation. Probably, we need to elaborate on this argument: intrinsic compensation can be defined as the satisfaction or contentment a worker feels for his or his job.
One should bear in mind that intrinsic compensation does not include a monetary reward. The degree of satisfaction depends on such factors as the possibility to apply various skills and make full use of one’s knowledge, the ability to widen one’s horizons, chances for professional growth. Job characteristics theory enables the management to improve conditions in the workplace and increase employees’ motivation.
With its help, the management can ascertain which aspects of a certain position need improvement. Overall, job characteristics theory is a tool that is aimed at making workers more interested and involved in workplace activity. Furthermore, it helps to retain them in the company and attract new candidates.