Job design vs. Motivation
Job design is in itself a convention. Starting with the Scientific Management of Frederick W. Taylor, the work of the employees (managers not included) was simplified to the smallest unit possible, mainly repetitive tasks.
The concern for motivation in the work environment has change the purpose of job design. Job satisfaction, performance, customer satisfaction, and quality of working life are the goals that must be accomplished through job design and the associated techniques: job enlargement, job enrichment, job rotation.
Job scope is defined as a combination of the number of different activities performed by an employee and the level of control that an employee has upon how to perform those activities.
A manager has a high scope job because he performs a large number of activities (see Management – art of controlling processes and outcomes) and has a broader or narrower decision-making power.