The design of a job has a great impact on whether or not the job itself is motivating. One of the characteristics of a job design is task significance, which is the extent to which the job substantially impacts the work or lives of others. What is true about task significance?
ā¢ Task significance in job design and how it relates to a personās inner sense of purpose ā¢ Difference between intrinsic motivation (internal satisfaction) and extrinsic motivation (external rewards, like pay or praise) ā¢ How feeling that your work helps others might change how you feel about doing the work itself
ā¢ Ask yourself: if a seafarer knows their job directly protects lives or the environment, how might that affect their own inner satisfaction with the work? ā¢ Which type of motivation describes doing a task because it feels meaningful and important, even if no one is watching or rewarding you? ā¢ Look at each option and match the word āsignificanceā with either inner satisfaction from the work itself or outside rewards from others.
ā¢ Be clear on the definition of intrinsic motivation vs extrinsic motivation before choosing ā¢ Check which options say motivation goes up when task significance increases, and which say it goes down ā¢ Ask whether it makes sense that feeling your job truly matters would reduce your internal satisfaction with the work.
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