Every worker has unique
needs and abilities. Work adjustment theorysuggests that employees’ motivation
levels and job satisfaction depend on the fit between their needs and abilities
and the characteristics of the job and the organization.
A poor fit between
individual characteristics and the work environment may lead to reduced levels
of motivation. Work adjustment theory proposes that: - A job design that one employee finds challenging and motivating may not motivate another employee. For example, a mentally disabled employee may find a repetitive job at a fast-food restaurant highly motivating and challenging, but a college graduate may find the same job boring.
- Not all employees want to be involved in decision making. Employees with low needs for involvement may fit poorly on a self-managed team because they may resist managing other team members and taking responsibility for team decisions.