While there isnt a single answer that meets all the needs/wants of all staff, the one factor that most organizations use as a lever is compensation. Fair pay, decent benefits, and clear incentive/bonus payments are a good start, but HR research shows that each has limits (and a large financial cost). Over the last few decades, more and more attention is focused on intrinsic compensation as the primary driver of motivations that create high levels of both staff engagement and task performance. This means its intrinsic compensation that drives every single employees choice to show up at work as willingly engaged and ready to perform high-caliber work (100s of times per day).

Your assignment is to write 3-5 sentences under each of the five factors below, that describes in detail how much/little a job provides you with intrinsic compensation. Provide enough detail, so I understand why/how you feel this way about this job. When possible, give a real example that shows me a situation that occurred and why/how it had a positive or negative impact on you.

Job characteristics theory provides a comprehensive approach to analyize how the job activities come together as a part of the total compensation package According to job characteristics theory, employees experience intrinsic compensation when their jobs rate high on five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback.

• Skill variety: Extent to which work requires a number of different activities for successful completion.
• Task identity: Extent to which the job includes an identifiable unit of work that is carried out from start to finish.
• Task significance: Impact that the job has on you AND other people.
• Autonomy: Extent of individual freedom and discretion employees have in performing their jobs.
• Feedback: Information employees receive about how well they have performed the job.