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Comparing Job Characteristics Model with Herzberg's Motivation-Hygiene Theory

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Background for Discussion 1:
To prepare for this Discussion, review the background material, including the reading and video on the Job Characteristics Model. You may also find the following short synopsis helpful:
Louis, D. J. (2016). Notes on the Job Characteristics Model.
Also, read about Herzberg's Motivation-Hygiene Theory:
http://www(dot)netmba(dot)com/mgmt/ob/motivation/herzberg/
Herzberg's Theory suggests that pay and benefits are not motivators, because they do not satisfy the worker. (Who doesn't want more pay or vacation time?) However, they can cause dissatisfaction if not sufficient.
Discussion Question
For Initial Post:
Respond to both of the following (a and b):
Consider a job you have held that you did NOT find motivating. What job characteristics were missing? How do you think that job could have been redesigned to enhance one or more job characteristics and increase its motivating properties
Note: If someone posts a response to one of your posts, you should engage with that person as appropriate—as if you were having a real-time conversation. For example, when someone has posted to your initial job characteristics post, go back and comment on whether or not the suggested changes would have made you feel more motivated. Why or why not?
Critically compare and contrast the Job Characteristics Model with Herzberg's Motivation-Hygiene theory. What factors leading to satisfaction (motivators) can be aligned with Job Characteristics or Critical Psychological States? Do you think any of Herzberg's dissatisfiers (hygiene factors) align with Job Characteristics or Critical Psychological States? If not, what, if anything, does this tell you?

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Discussion 1
Student’s Name
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Discussion 1
Question a
I was employed as a secretary for InfoTech. I assumed the job after being given the job description and everything required of me. However, the job turned general, lacking some job characteristics. Job identity and significance were conspicuously missing from the job. According to Towler (2020), job identity occurs when an employee finishes an entire segment of work, and importance is witnessed when an employee’s work impacts other people. I was barely a week old in the job when the senior staff began giving me other jobs. I was sent to deliver certain goods, orient visitors, and order refreshments and meals during weekly progress and strategy meetings. This extra work made me feel like a general errand person, not an office secretary. I was not motivated to do my job because I could be sent to attend something else when I was in the middle of my secretary work.
Question b
Herzberg Theory and Job Characteristics Model ...
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