(Part V of V)
Individuals with higher levels of autonomy will have greater role breadth than those with lower levels of autonomy.
Parker (as cited in Morgeson, et al, 2005) found that “not only that enhanced autonomy increased ownership of problems but also that employees recognized a wider range of skills and knowledge as important for their roles” (p. 400).
What does that mean? As employees acquire new skills and gain new knowledge, they will be motivated to seek more responsibilities and challenges as they continue to complete the tasks assigned them.
Employees who have greater role breadth will be deemed valuable by team leaders. They can bring a lot to the table.
Practical Application: If you truly value your employees, you must continue to provide for more autonomous tasks that will allow team members to achieve self-empowerment and motivation to stay in their jobs. (JAN)
Morgeson, F. P., Delaney-Klinger, K., & Hemingway, M. A. (2005). The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance. Journal of Applied Psychology, 90(2), 399-406