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Summary HRM591 Week 4 - Critical Thinking Paper Two
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  • Course
  • HRM591 (HRM591)
  • Institution
  • Devry University, Keller Graduate School Of Management
  • Book
  • Strategic Human Resource Management

Working individually, students should complete the "Critical Thinking" questions at the end of the three assigned chapters ( 1,6 & 11). These assignments are designed to incorporate the three unifying concepts of this course. These are 1) a "Human Capital" point of views. vs. a traditional Personne...

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  • Yes
  • April 20, 2021
  • 11
  • 2020/2021
  • Summary

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  • hrm591
  • strategic human resource management 62056

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Running head: WEEK 4: CRITICAL THINKING PAPER TWO 1




Week 4: Critical Thinking Paper Two

Student Name:

Keller Graduate School of Management

Submitted To:

HRM591

November 22, 2019

, WEEK 4: CRITICAL THINKING PAPER TWO 2


1. Obtain the job description for your current or most recent job (prepare one yourself if

one does not exist). Redo this description by using the job characteristics framework

presented in Exhibit 6.2. Design a job that would be more interesting, challenging, and

enjoyable for you.

In my past employment, I was working as an associate in the Venture Capital. Without

fancy job description, my work literally determines which projects make to the next step and

which project should be screened out (really similar to the HR job, but the target is prospect

projects to invest). Based on the characteristics model presented in Exhibit 6.2, this model

suggests that five core job characteristics can impact certain employee psychological states that

will impact certain work-related outcomes. These five core job characteristics are: (1) skill

variety, the extent to which the work allows an employee to use a variety of acquired skills; (2)

task identity, the extent to which the work allows an employee to complete a “whole” or

“identifiable” piece of work; (3) task significance, the extent to which the employee perceives

that his or her work is important and meaningful to those in the organization or those outside of

the organization; (4) autonomy, the extent to which the employee is able to work and determine

work procedures at her or his own discretion, free of supervision; and (5) feedback, the extent to

which the work allows the employee to gain a sense of how well job responsibilities are being

met. The model argues that work systems can be designed to enhance motivation, performance,

and satisfaction and reduce absenteeism and turnover. On the first point skill variety, I don't

agree that people will be more satisfied by diversifying our energy to different kind of work.

Take a NBA player as an example. Their whole life is only training to be basketball player

without any distraction. I do believe by focusing on your core value, you will achieve more

accomplishment compared to the skill variety as model described. However, for the rest of the 4

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