Which HRM practice most directly influences intrinsic motivation?

Which HRM practice most directly influences intrinsic motivation?

• A. Job design and autonomy
• B. Pay and recognition
• C. Training and development
• D. Flexible work schedules

Answer: (A)

The main idea being tested is how the way a job is structured influences an employee’s internal drive to do the work for its own sake. Intrinsic motivation comes from finding meaning, interest, and satisfaction in the task itself, not from external rewards. When a job is designed to give people autonomy—control over how they complete tasks, choices in methods, and a sense of ownership—the work feels more personally engaging. This autonomy, along with meaningful tasks, variety, and timely feedback, helps employees experience mastery and purpose, which fuels intrinsic motivation. Pay and recognition are external rewards that influence motivation through extrinsic means, not the internal satisfaction of doing the work well. Training and development can boost intrinsic motivation to some extent by enhancing competence and growth, but they address capability more than the day-to-day experience of the job itself. Flexible work schedules can improve perceived control and work-life balance, but they don’t directly shape how the work itself motivates someone on an intrinsic level. So, designing jobs and granting autonomy most directly nurture the internal motivation that makes people care about and persist with their work.

The main idea being tested is how the way a job is structured influences an employee’s internal drive to do the work for its own sake. Intrinsic motivation comes from finding meaning, interest, and satisfaction in the task itself, not from external rewards. When a job is designed to give people autonomy—control over how they complete tasks, choices in methods, and a sense of ownership—the work feels more personally engaging. This autonomy, along with meaningful tasks, variety, and timely feedback, helps employees experience mastery and purpose, which fuels intrinsic motivation.

Pay and recognition are external rewards that influence motivation through extrinsic means, not the internal satisfaction of doing the work well. Training and development can boost intrinsic motivation to some extent by enhancing competence and growth, but they address capability more than the day-to-day experience of the job itself. Flexible work schedules can improve perceived control and work-life balance, but they don’t directly shape how the work itself motivates someone on an intrinsic level.

So, designing jobs and granting autonomy most directly nurture the internal motivation that makes people care about and persist with their work.