Directorate of distance education master of business administration

 ӹ Task Identity: It indicates the extent to which the job involves a 
“whole” and identifiable piece of work.  According to this aspect, 

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an employee needs to know the whole picture of which he is an 
inherent component part. 
 ӹ Autonomy: This reflects the extent to which the job provides an 
employee the freedom, independence and discretion to schedule 
work and make decisions and formulate procedures to get the job 
done without interference from others. 
 ӹ Feedback (Knowledge of Results): The extent to which a person 
gets pointers to success through opinions secured from others as 
reaction to one’s performance. It might also indicate the extent to 
which the persons who are working on the job can assess on their 
own, whether they are doing things right or wrong even as they are 
performing. 
Based on the five dimensions, a formula for motivation potential 
of a job is arrived at as follows: “Motivation Potential Score (MPS) = 
(1/3) X (Skill Variety + Task Significance + Task Identity) X (Autonomy 
X Feedback)”. It may be seen from the above formula that Autonomy 
and Feedback are two dimensions, which have a multiplier effect on 
motivation, and hence a greater significance than the other three factors. 
If one of the two factors is absent in a job, it will have no motivating 
potential at all, whereas if the skill variety is less or task significance is 
less, motivation potential of the job could be enhanced by improving the 
other components to a considerable extent.