question - the passage below requires critcal analysis and response

Hello Professor Jacobson and Class,

This is a very interesting topic that examines theories of motivation and how each theory is significant to employees goals and job satisfaction.

Job design refers to activities that involve changing the content or process of a specific job to increase job satisfaction and performance. These activities are a top-down approach, where managers change employees tasks, the bottom-up approach, is when employees can re-design their jobs, boosting their motivation, and the idiosyncratic deal approach that aim to merge the top-down and bottom-up approaches. Employees and managers jointly discuss tasks and process of job design (kreitner & Kinicki, 2013).

My current job design resembles the bottom-up approach; employee involvement and collaboration are encouraged. I have enough autonomy that allows me to share my thoughts surrounding work activities. For the most part, leadership relies on the knowledge and talent of their team. I appreciate this type of approach from the management; it gives a sense of job satisfaction and motivation when I can be a part of the solution.

If the opportunity arose for me to use the idiosyncratic deals approach to redesign my job, it would involve me negotiating with management an opportunity to change work arrangements to a more flexible schedule that involves working outside of the office. This offer would be based upon the limited office space that can be used by other employees who may need the space to perform job functions that do not have the autonomy to work outside of the office. The feedback design would be clear and concise information about how the change would be effective and beneficial to the organization and the employees (kreitner & Kinicki, 2013).

David McClelland's needs theory is based on three needs: achievement, power, and affiliation. Organizations tend to meet achievements needs by providing employees with challenging assignments and rewards for outstanding work. The needs power reflects a persons desire to influence and inspire others to achieve and maybe met by offering opportunities for advancement and more responsibility. And organizations can meet affiliation needs by creating a safe and respectful team environment. Relating this approach to my i-deals approach will help improve job satisfaction and the challenges of other work business partners having space to work (kreitner & Kinicki, 2013).

The Herzbergs MotivatorHygiene Theory highlights my basic motivational strategy as it illustrates that job satisfaction was more often associated with achievement, recognition, characteristics of the work, responsibility, and advancement (Kinicki & Kreitner, 2003) Adapting to my suggested change and adding motivators, employees would become enthusiastic toward their responsibilities.

Vrooms theory Expectancy theory, unlike Herzberg, focuses on the outcome and what is necessary to perform well and earn rewards within the workplace. For example, workers will put forth an effort to perform well with an incentives program with clear goals (kreitner & Kinicki, 2013).

Adams equity theory says that satisfaction is based on an individuals feeling of fairness. Applying this theory when conducting a company's performance involves balancing the assessment of an employee's contribution to his job with the compensation and other rewards that may be related to his/her success. Highly rewarded employees will most likely keep forming well.