A job that possesses higher levels of these core characteristics is higher in motivating potential. This relationship between job characteristics and employee motivation is moderated by the employee's growth-need strength. The relation between the presence of high levels of the core job characteristics and motivation on the job is stronger for individuals who have strong growth needs. The job characteristics model provides a conceptual frame work for improving the amount of motivating potential inherent in the design of the job through increasing skill variety, task identity, task significance, autonomy, and feedback from the task itself. Changing elements of the job's design to strengthen these core motivating characteristics is known as job enrichment (McKenna n.d, 199).
At Disney under Iger's leadership, the employees have been given a relatively relaxed hand to perform the tasks they are good at with the top management not getting into micro-management. This allows employees to make decision based on their own judgments and requires a more complex level of skills. Hence the skill variety of the employees has been increased under Iger.
The increased level of delegation that the employees enjoy along with the autonomy to perform tasks as they see fit has been one of the prime reasons for the higher motivation levels at Disney under Iger. Employees feel that their contribution to the work they perform is greater now and they are able to take their job to completion and therefore can enjoy a certain sense of ownership about it.
The greater level of skill variety, task significance and task identity has led the Disney employees to experience a greater level of meaningfulness in the work they perform, as is shown by the JCM requirements in the diagram in the appendix. This was in sharp contrast to Eisner's strategy of increasing his own influence and squashing the confidence of the employees to make own decisions and hence, decreasing their perception about the contribution they make to the work. This has led to higher internal work motivation and higher quality performance as employees have been able to concentrate on the creative aspect and do what they are good at. This has ensured that even if the top management is not creative, the steady influx of creativity from the employees and people good at their work has kept the star of Disney burgeoning.
2- How can equity theory explain the difference in motivation of employees working under Eisner, as compared to having Iger as CEO Discuss.
Equity Theory attempts to explain relational satisfaction in terms of perceptions of fair or unfair distributions of resources within interpersonal relationships. It asserts that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others. The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers