HRM3701
ASSIGNMENT 3 SEMESTER 1 2025
UNIQUE NO:
DUE DATE: 2 MAY 2025
,HRM3701 – Assignment 3 (2025)
Unique Number: [Insert Unique Number]
Due Date: 2 May 2025
Question 1: Critically analyse the key factors that led to Barbara’s job
dissatisfaction after being transferred from the neurological ward to the operating
room. (6 Marks)
Barbara's dissatisfaction arose from a drastic shift in her job content and work
environment. In the neurological ward, she experienced autonomy, task variety, patient
interaction, and meaningful feedback—all of which contributed to a sense of purpose
and job satisfaction. The work allowed her to use her professional skills and build
relationships, which made her feel engaged and appreciated.
After the transfer, her role in the operating room became narrowly focused and routine.
Her tasks were repetitive, heavily dependent on surgeon instructions, and lacked
decision-making opportunities. The absence of patient interaction and performance
feedback left her feeling undervalued and disconnected. This loss of variety and
reduced autonomy created boredom and disengagement. Additionally, the mismatch
between her expectations and reality intensified her dissatisfaction, as the new role
failed to provide intellectual or emotional fulfillment.
Overall, Barbara’s dissatisfaction stems from diminished job enrichment, lack of
recognition, and an environment that undermined her sense of identity as a nurse.
, 2. Using Hackman’s and Oldham’s job characteristics theory, compare the
job/role of the neurological ward to that of the operating room. (16)
According to Hackman and Oldham’s model, a satisfying job has five important
features: skill variety, task identity, task significance, autonomy, and feedback.
Here’s a table to clearly compare Barbara’s two jobs:
Core
Neurological Ward Operating Room
Dimension
High – Barbara used many skills: IVs, Low – Repetitive, limited tasks
Skill Variety wound care, emotional support, (positioning patients, minor
charting, etc. prep).
High – She could see patients through Low – Only involved in a small
Task Identity
their recovery journey. part (the surgery itself).
Task High – Her work had a big impact on Lower – Patients often didn’t
Significance patients' recovery and comfort. even notice her presence.
High – Made decisions based on Very low – Always followed
Autonomy
patient needs and her expertise. surgeons’ direct orders.
Very low – No patient
High – Immediate feedback from
Feedback feedback, no supervisor
patients and supervisors.
comments.
In the neurological ward, Barbara’s job ticked almost all the boxes for a satisfying role.
But in the operating room, most of these elements were missing or extremely weak,
explaining why she became so unhappy in her new position.
ASSIGNMENT 3 SEMESTER 1 2025
UNIQUE NO:
DUE DATE: 2 MAY 2025
,HRM3701 – Assignment 3 (2025)
Unique Number: [Insert Unique Number]
Due Date: 2 May 2025
Question 1: Critically analyse the key factors that led to Barbara’s job
dissatisfaction after being transferred from the neurological ward to the operating
room. (6 Marks)
Barbara's dissatisfaction arose from a drastic shift in her job content and work
environment. In the neurological ward, she experienced autonomy, task variety, patient
interaction, and meaningful feedback—all of which contributed to a sense of purpose
and job satisfaction. The work allowed her to use her professional skills and build
relationships, which made her feel engaged and appreciated.
After the transfer, her role in the operating room became narrowly focused and routine.
Her tasks were repetitive, heavily dependent on surgeon instructions, and lacked
decision-making opportunities. The absence of patient interaction and performance
feedback left her feeling undervalued and disconnected. This loss of variety and
reduced autonomy created boredom and disengagement. Additionally, the mismatch
between her expectations and reality intensified her dissatisfaction, as the new role
failed to provide intellectual or emotional fulfillment.
Overall, Barbara’s dissatisfaction stems from diminished job enrichment, lack of
recognition, and an environment that undermined her sense of identity as a nurse.
, 2. Using Hackman’s and Oldham’s job characteristics theory, compare the
job/role of the neurological ward to that of the operating room. (16)
According to Hackman and Oldham’s model, a satisfying job has five important
features: skill variety, task identity, task significance, autonomy, and feedback.
Here’s a table to clearly compare Barbara’s two jobs:
Core
Neurological Ward Operating Room
Dimension
High – Barbara used many skills: IVs, Low – Repetitive, limited tasks
Skill Variety wound care, emotional support, (positioning patients, minor
charting, etc. prep).
High – She could see patients through Low – Only involved in a small
Task Identity
their recovery journey. part (the surgery itself).
Task High – Her work had a big impact on Lower – Patients often didn’t
Significance patients' recovery and comfort. even notice her presence.
High – Made decisions based on Very low – Always followed
Autonomy
patient needs and her expertise. surgeons’ direct orders.
Very low – No patient
High – Immediate feedback from
Feedback feedback, no supervisor
patients and supervisors.
comments.
In the neurological ward, Barbara’s job ticked almost all the boxes for a satisfying role.
But in the operating room, most of these elements were missing or extremely weak,
explaining why she became so unhappy in her new position.
