Job Enrichment Is Not an Exploitative Technique to Make People Work Harder.

In: Business and Management

Submitted By heshanmba
Words 2661
Pages 11
ABSTRACT

The essay was written to provide an overview of the topic of job enrichment and its relevancy to the modern world organizations. The job enrichment was defined as a vertical restructuring method by virtue of giving the employee additional authority, autonomy, and control over the way the job is accomplished. There were many authors who talked about this topic differently by using different viewpoints. This also contained the job enrichment related theories such as the Hackman and Oldham’s Job Characteristic Model and the Herzberg’s Two Factor Theory. Job Characteristic Model was described five core job dimensions leading to three critical psychological states, resulting in work-related outcomes. They were identified as skill variety, task identity, task significance autonomy and feedback. Final outcomes should be identified as; job satisfaction, employee motivation, low absenteeism, high performance and low employee turnover. Herzberg’s Two Factor Theory was completely different type of model which discussed about hygiene factors and motivation factors. According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction. At the same time absence of extrinsic hygiene factors such as including status, job security, salary, and fringe benefits produce dissatisfaction. The advantages and disadvantages of job enrichment program were evaluated based on different criteria’s. According to Cunningham and Eberle (1990), prior to a job enrichment program there were 3 questions which needs to be asked. They were do employees need jobs that involve responsibility, variety, feedback, challenge, accountability, significance, and opportunities to learn, What techniques can be implemented without changing the job classification plan, What techniques would require changes in the job classification plan. By…...

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