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Job Enrichment - Report

Job enrichment was developed by Fredrik Herzberg in the 1950s and involves providing employees with more responsibility, challenges, decision-making authority, and encouragement in their tasks. The objective of job enrichment is to make jobs more lively and challenging. It can give positive results if workers are highly skilled and encourages self-discipline. Job enrichment is useful for both workers and organizations by providing achievement, recognition, and a sense of belonging while making jobs more meaningful and reducing absenteeism and turnover. However, it does not always provide expected results and requires changes that some workers may oppose.

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Ronald Tres Reyes
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120 views13 pages

Job Enrichment - Report

Job enrichment was developed by Fredrik Herzberg in the 1950s and involves providing employees with more responsibility, challenges, decision-making authority, and encouragement in their tasks. The objective of job enrichment is to make jobs more lively and challenging. It can give positive results if workers are highly skilled and encourages self-discipline. Job enrichment is useful for both workers and organizations by providing achievement, recognition, and a sense of belonging while making jobs more meaningful and reducing absenteeism and turnover. However, it does not always provide expected results and requires changes that some workers may oppose.

Uploaded by

Ronald Tres Reyes
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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  The concept of job enrichment was

developed by Fredrik Herzberg in the 1950s.

 Job enrichment involves providing an


employee with more responsibility for a job
and challenges the individual’s skills at
work.

 Enrichment involves increasing the


decision-making authority and encouraging
the employee with their tasks.
The characteristics or features of job
enrichment are:-

Nature of Job : Job enrichment is a vertical


expansion of the job.

Objective : The objective of Job


enrichment is to make the job more lively
and challenging.
Positive Results : Job enrichment
gives positive results if the
workers are highly skilled.

Direction and Control : Job


enrichment encourages self-
discipline.
The importance or merits or advantages of job enrichment are:-

 Job enrichment is useful to both the workers and the organization.

 The worker gets achievement, recognition and self-actualization.

 The worker gets a sense of belonging to the organization.

 The worker finds the job meaningful.

 Job enrichment reduces absenteeism, labour-turnover and grievances.

 It motivates the workers to give best performance.


The shortcomings or demerits or limitations of job enrichment are:-

 In many cases, job enrichment does not give the expected results.

 It makes many changes in the job. So many workers oppose it.

 It has limited use for highly skilled managers and professionals.

 The consent of workers is not taken before implementing job enrichment.

 Managers force the workers to accept job enrichment, which is not good.
Some strategies you can use to enrich jobs in your workplace:

Rotate Jobs - Give people the opportunity to use a variety of


skills, and perform different kinds of work.

Combine Tasks - Combine work activities to provide a more


challenging and complex work assignment.
Identify Project-Focused Work Units – Break your typical
functional lines and form project-focused units.

Create Autonomous Work Teams – This is job enrichment at the


group level.

Implement Participative Management – Allow team members to


participate in decision making and get involved in strategic
planning.
Redistribute Power and Authority – Redistribute
control and grant more authority to workers for making
job-related decisions.

Increase Employee-Directed Feedback – Make sure


that people know how well, or poorly, they're performing
their jobs.
Step One – Find out where people are dissatisfied with their current work
assignments.

Step Two – Consider which job enrichment options you can provide.

Step Three – Design and communicate your program.


Job enrichment is a fundamental part of attracting, motivating,

and retaining talented people, particularly where work is

repetitive or boring. To do it well, you need a great match

between the way your jobs are designed and the skills and

interests of the employees working for you.

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