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    Job Enrichment

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    Reinaldo Trindade
    Job enrichment aims to motivate employees by providing opportunities to utilize a range of abilities. It was developed by psychologist Frederick Herzberg in the 1950s and involves vertically expanding job roles with varied challenges and responsibilities rather than just horizontally increasing tasks. An enriched job includes meaningful work, feedback, and communication. Job enrichment techniques include ensuring objectives and contributions are clear, providing resources to perform well, rewarding initiative, and offering skill development opportunities through training or job rotation. Performance is directly linked to rewards which are clearly defined and contingent on achieving goals. Employee desires for rewards are determined through communication and surveys.

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    Job Enrichment

    Uploaded by

    Reinaldo Trindade
    42 views2 pages
    Job enrichment aims to motivate employees by providing opportunities to utilize a range of abilities. It was developed by psychologist Frederick Herzberg in the 1950s and involves vertically expanding job roles with varied challenges and responsibilities rather than just horizontally increasing tasks. An enriched job includes meaningful work, feedback, and communication. Job enrichment techniques include ensuring objectives and contributions are clear, providing resources to perform well, rewarding initiative, and offering skill development opportunities through training or job rotation. Performance is directly linked to rewards which are clearly defined and contingent on achieving goals. Employee desires for rewards are determined through communication and surveys.

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    Job enrichment aims to motivate employees by providing opportunities to utilize a range of abilities. It was developed by psychologist Frederick Herzberg in the 1950s and involves vertically expanding job roles with varied challenges and responsibilities rather than just horizontally increasing tasks. An enriched job includes meaningful work, feedback, and communication. Job enrichment techniques include ensuring objectives and contributions are clear, providing resources to perform well, rewarding initiative, and offering skill development opportunities through training or job rotation. Performance is directly linked to rewards which are clearly defined and contingent on achieving goals. Employee desires for rewards are determined through communication and surveys.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    42 views2 pages

    Job Enrichment

    Uploaded by

    Reinaldo Trindade
    Job enrichment aims to motivate employees by providing opportunities to utilize a range of abilities. It was developed by psychologist Frederick Herzberg in the 1950s and involves vertically expanding job roles with varied challenges and responsibilities rather than just horizontally increasing tasks. An enriched job includes meaningful work, feedback, and communication. Job enrichment techniques include ensuring objectives and contributions are clear, providing resources to perform well, rewarding initiative, and offering skill development opportunities through training or job rotation. Performance is directly linked to rewards which are clearly defined and contingent on achieving goals. Employee desires for rewards are determined through communication and surveys.

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    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
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    Job enrichment

    Job enrichment is an attempt to motivate employees by giving them the opportunity to


    use the range of their abilities. It is an idea that was developed by the American
    psychologist Frederick Herzberg in the 1950s. It can be contrasted to job enlargement
    which simply increases the number of tasks without changing the challenge. As such job
    enrichment has been described as 'vertical loading' of a job, while job enlargement is
    'horizontal loading'. An enriched job should ideally contain:

    A range of tasks and challenges of varying difficulties (Physical or Mental)


    A complete unit of work - a meaningful task
    Feedback, encouragement and communication

    Job enrichment, as a managerial activity includes a three steps technique:[citation needed]


    1. Turn employees' effort into performance:

    Ensuring that objectives are well-defined and understood by everyone. The


    overall corporate mission statement should be communicated to all. Individual's
    goals should also be clear. Each employee should know exactly how he/she fits
    into the overall process and be aware of how important their contributions are to
    the organization and its customers.
    Providing adequate resources for each employee to perform well. This includes
    support functions like information technology, communication technology, and
    personnel training and development.
    Creating a supportive corporate culture. This includes peer support networks,
    supportive management, and removing elements that foster mistrust and
    politicking.
    Free flow of information. Eliminate secrecy.
    Provide enough freedom to facilitate job excellence. Encourage and reward
    employee initiative. Flextime or compressed hours could be offered.
    Provide adequate recognition, appreciation, and other motivators.
    Provide skill improvement opportunities. This could include paid education at
    universities or on the job training.
    Provide job variety. This can be done by job sharing or job rotation programmes.
    It may be necessary to re-engineer the job process. This could involve
    redesigning the physical facility, redesign processes, change technologies,
    simplification of procedures, elimination of repetitiveness, redesigning authority
    structures.

    2. Link employees performance directly to reward:[citation needed]

    Clear definition of the reward is a must


    Explanation of the link between performance and reward is important
    Make sure the employee gets the right reward if performs well
    If reward is not given, explanation is needed

    3. Make sure the employee wants the reward. How to find out?[citation needed]

    Ask them
    Use surveys( checklist, listing, questions)

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