Abstract
When they design a job, compensation professionals generally devote little time addressing employees’ intrinsic motivational needs. Their primary focus is to design a job that allows an employee to get the work done efficiently and at an appropriate level of compensation. Daniel Pink’s 2010 best-selling book, Drive, has caused many people to look at the job itself as a source of intrinsic motivation, especially for knowledge workers. This development gives us a needed push to reexamine the motivational value of the job itself and to consider probable reasons why this aspect of job design lacks emphasis.
Keywords
Get full access to this article
View all access options for this article.
