The following essay aims to provide the reader with various recommendations on what a potential manager of a coffee chain can do to increase the motivation potential score (MPS) of his baristas. Recommendations for a redesign of the work were made after carrying out careful observations as well as the use of other primary evidence, and were validated through the use of motivation theories. The Motivational Potential Score (MPS) is a concept that aims to measure the extent to which a job exhibits the five characteristics found in the Job Characteristics Model (JCM) (see reference list Figure 3). Developed by J. Richard Hackman and Greg Oldham, the JCM proposes that any job can be described in terms of five fundamental job dimensions (Stephen P. Robbins, Timothy A. Judge, 2007, p. 226). These five characteristics are skill variety, task identity, task importance, which all contribute to the meaning of the work, then there is autonomy which concerns responsibility for the outcome of the work and feedback which is knowledge of the actual results of the work performed. out. The MPS is therefore a unique combined predictive index of these five main dimensions (Stephen Robbins, Timothy A. Judge, 2007, p. 228): MPS = skill variety + task identity + task importance x autonomy x feedback3 Research by Hackman and Oldham found that rating jobs high in terms of the combination of these five characteristics results in greater internal job motivation, greater job satisfaction, high-quality job performance, low absenteeism and a low turnover rate compared to jobs with a low score (JR Hackman and G. Oldham, 1980). The JCM is well-researched and provides evidence demonstrating that a company's overall organizational performance is closely...... middle of document ......ntial Score of Jobs, accessed March 10, 2010, < http: //jam3c.tripod.com/id10.html>. (Webpage)F. Herzberg, B. Mausner and B. Snyderman, 1959, The Motivation to Work, John Wiley, New York.A. Malsow, 1954, Motivation and Personality, Harper & Row, New York.CP Alderfer, 1969, “An empirical test of a new theory of human needs”, Organizational Behavior and Human Performance, Pg 142-75.EA Locke, 1968, “Toward a Theory of Motivation and Task Incentives,” Organizational Behavior and Human Performance, Pg 157-89.Victor H. Vroom, 1964, Work and Motivation, John Wiley, New York.JS Adams, 1965, “Inequity in Social Exchanges", Advances in Experimental Social Psychology, Academic Press, New York, pages 267-300. Figure 1- Source: Stephen P. Robbins, Timothy A. Judge, 2007, Organizational Behavior, 12th edition, page 203 (exhibit 6- 8), P. 208 (Exhibit 6-10