Job design is used when a manager suspects that the type of work an employee performs or characteristics of the work environment are causing motivational problems. Job design, also referred to as job redesign, refers to $$any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of the employee$$s job experience and their on$-$the$-$job productivity.$$ Employees today are often proactive in their role of job design. Some workers use the bottom$-$up approach to job design known as job crafting, which involves the worker making changes to their task or relational boundaries rather than the manager. Others may end up with a $$middle ground$$ approach known as idiosyncratic deals, or I$-$deals. I$-$deals involve the individual employee negotiating the terms of their work for themselves. In this exercise, you are asked to identify the motivational approaches to job design.