Discretionary Task: The Impact on Employee Performance
Discretionary task is defined as an activity that an employee is not obligated to perform, but has the option to choose to complete on their own volition. This type of task has been shown to have a positive effect on an employee’s job performance and overall satisfaction (Adams, 2003; Mathieu & Zajac, 1990). The purpose of this article is to examine the impact of discretionary task on employee performance.
Discretionary tasks can have a positive effect on an employee’s job performance. For example, an employee might choose to complete a task that is outside of their job description in order to help their team or organization succeed (Adams, 2003). This type of behavior can demonstrate commitment to the organization and also provide employees with a sense of purpose and fulfillment (Mathieu & Zajac, 1990). Furthermore, when employees are given a variety of tasks to choose from, it can provide them with a sense of autonomy and control over their work, allowing them to feel empowered and to take ownership of their job (Adams, 2003).
The impact of discretionary task on employee performance can also be beneficial in terms of employee engagement and motivation. When employees are given the opportunity to choose tasks that they are interested in, they are more likely to be engaged in their work and motivated to perform well (Mathieu & Zajac, 1990). Additionally, when employees are given the ability to make decisions about their work, it can increase their feelings of autonomy and ownership of their job, which can lead to greater job satisfaction (Adams, 2003).
In conclusion, discretionary task can have a positive effect on employee performance. When given the opportunity to choose tasks that they are interested in, employees are more likely to be engaged in their work and motivated to perform well. Furthermore, providing employees with a sense of autonomy and control over their work can lead to greater job satisfaction. Therefore, organizations should consider providing employees with discretionary tasks in order to enhance their job performance and overall satisfaction.
References
Adams, S. (2003). The effect of discretionary task on job satisfaction. Journal of Business and Psychology, 18(2), 145-154.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.