Which action aligns with the application of two-factor theory during a feedback session?

The action of promoting job enrichment by creating job satisfaction aligns well with the application of two-factor theory during a feedback session. According to this theory, proposed by Frederick Herzberg, there are two sets of factors that influence motivation and satisfaction in the workplace: hygiene factors and motivators. Hygiene factors, such as working conditions and salary, do not lead to long-term satisfaction; rather, they can lead to dissatisfaction if they are absent. On the other hand, motivators are factors that truly enhance job satisfaction and promote a sense of personal achievement and growth, such as recognition, responsibility, and opportunities for advancement.

By focusing on job enrichment, which involves adding elements that make a job more rewarding and fulfilling, you are directly addressing the motivators that can lead to increased satisfaction and engagement. This approach not only helps in equipping individuals with a sense of purpose but also encourages them to take ownership of their work, leading to better performance overall.

In contrast, the other options do not foster a constructive environment conducive to motivation or job satisfaction. Criticizing work without suggestions for improvement, only highlighting errors, and providing generic feedback all tend to discourage individuals, potentially leading to feelings of dissatisfaction and disengagement, which contradicts the essence of two-factor theory.