Job design arranges tasks to improve satisfaction and efficiency. Which two approaches are commonly used to improve motivation at work?

Job design arranges tasks to improve satisfaction and efficiency. Which two approaches are commonly used to improve motivation at work?

• A. Job simplification and break periods.
• B. Job enlargement and outsourcing.
• C. Job enrichment and job rotation.
• D. Job evaluation and pay compression.

Answer: (C)

Motivation at work improves when employees feel their tasks are meaningful, varied, and within their control. Two common ways to design jobs that boost motivation are enrichment and rotation. Job enrichment adds depth to a role by increasing responsibility and autonomy—things like planning, making some decisions, and receiving direct feedback on outcomes. This gives a worker a sense of ownership and achievement, which strengthens engagement and motivation. Job rotation, on the other hand, moves people through different tasks or roles over time. This broadens skills, reduces monotony, and helps employees see how their work fits into the bigger picture. The variety and learning opportunities keep work interesting and motivate people to stay engaged. Other approaches either focus on increasing workload without more control (like just adding more tasks at the same level), aim to cut corners or shift work outside the employee’s direct control (outsourcing), or rely on external rewards rather than redesigning the job itself (pay changes).

Motivation at work improves when employees feel their tasks are meaningful, varied, and within their control. Two common ways to design jobs that boost motivation are enrichment and rotation.

Job enrichment adds depth to a role by increasing responsibility and autonomy—things like planning, making some decisions, and receiving direct feedback on outcomes. This gives a worker a sense of ownership and achievement, which strengthens engagement and motivation.

Job rotation, on the other hand, moves people through different tasks or roles over time. This broadens skills, reduces monotony, and helps employees see how their work fits into the bigger picture. The variety and learning opportunities keep work interesting and motivate people to stay engaged.

Other approaches either focus on increasing workload without more control (like just adding more tasks at the same level), aim to cut corners or shift work outside the employee’s direct control (outsourcing), or rely on external rewards rather than redesigning the job itself (pay changes).