What does greater latitude in job performance often come with?

Greater latitude in job performance typically involves increased freedom and autonomy in how one fulfills their job responsibilities. This flexibility can lead to innovative approaches and personal accountability; however, it can also result in less structured oversight and guidance. As a consequence, employees with more latitude may not have the same level of security that comes with rigid job roles where performance is closely monitored.

When job performance has greater latitude, employees often operate in environments where the expectations are less strictly defined, making them more vulnerable to shifts in organizational priorities or public perception. This variability can impact job security, especially in dynamic fields where adaptability is crucial, and organizations may reassess staffing based on performance rather than tenure or rigidity in roles.

Conversely, the other options imply tighter controls and defined boundaries that do not align with the concept of increased latitude. For example, more defined responsibilities would limit the freedom of action, while higher levels of supervision and greater scrutiny from the public could further restrict the autonomy that comes with increased latitude.