According to the Job Characteristics Model (Rummler and Brache, 2012), workers are motivated when their jobs satisfy essential characteristics such as skill variety, task identity, task significance, autonomy, and job feedback. Job design strategies like job rotation, job enlargement, and options of alternative work schedules can improve work motivation and performance. However, the foundation for job design lies in classical organizational theory, which emphasizes specialization and standardization to increase efficiency and productivity. This approach prioritizes employer benefits over worker well-being, suggesting that job design primarily benefits employers through increased job performance.