an individual’s willingness to complete a task; a feeling of interest or enthusiasm which makes an individual want to fulfill a duty

relies heavily on facts, processes and experience to direct an individual’s or group’s performance; involves the “coach” giving employees all the knowledge, insight and skills which will help them accomplish their task

recognizes the responsibility and the answers to an individual’s performance problems reside in the employee and not outside the employee; involves the employee determining the appropriate process to be completed and then carrying out the process to accomplish the task

physiological or psychological deficiencies which make certain outcomes seem attractive

the desires an employee has for something; include the cravings an employee has for a particular feeling

must be structured to best utilize the strengths and skills of individual employees; must consist of skill variation, task identification, task significance, autonomy and feedback

the assortment of different activities associated with a particular job; allows the worker to use a number of skills and talents while completing a task

the recognition of the job which is completed; involves defining the needs and processes associated with an assignment

the degree to which the job affects other individuals or the company; allows the employee to understand the importance of the job they are completing

the amount of freedom or independence and discretion an individual has in scheduling and determining the procedures to be carried out in a job

the formal or informal assessment associated with the completion of a task