Job Design Strategies: Rotation, Enlargement, and Enrichment Analysis

This assignment delves into the comparison and contrast of three job design strategies: job rotation, job enlargement, and job enrichment. It explores the similarities and differences between these approaches, highlighting their impact on employee motivation, satisfaction, and skill development. Furthermore, the assignment examines current trends in complaints filed with the Equal Opportunity Commission (EEOC), focusing on sexual harassment and disability discrimination cases. It analyzes the EEOC's processes for resolving claims, reviews recent press releases, and identifies the agency's current priorities in the context of US society. The assignment includes specific case reviews from the EEOC website, and provides citations to relevant academic sources and EEOC press releases.

1)Compare and contrast job enlargement, rotation, and enrichment. How are they similar
to and different from each other?
Job Rotation:
It involves the movement of employees in terms of rotating the job, in order to create interest
and motivate an employee . It helps the organization in improving the concept of multi-tasking ,
by the involvement of continuous training at a job. It helps in reducing the disinterest and
boredom in the workplace by the performance of employee in terms of diversification in
activities. With the help of job rotation, the management can easily identify the particular areas
in which the particular employee is good at their work.
Job enlargement:
It means the expansion in the number of different tasks that are to be performed by the
employees in a single job in a horizontal manner. It adds the similar tasks in the existing job
which will enhance the interest of the employee in the job. This concept is beneficial from the
employers' perspective as they are getting more work for the similar pay. The reasons for the
employee to be motivated for the continuation of work in job enlargement is that it provides the
variety of tasks to the employee, which will help them in reducing the boredom. Job enlargement
also acts as a motivating factor for the employee, as the employee gets the opportunity of
performing at their level high , which will make it recognizable in the eyes of management and
from the benefits of future prospects as well.
Job enrichment:
It means the enrichment in the tasks which the user is performing. It means the additional
authority that is to be granted to the employee . The concept was introduced by Frederick

Herzberg. The concept of job enrichment provides several advantages to the employee in terms f
higher job satisfaction, by the better utilization of skills and by lowering the level of
absenteeism.
Similarities and dissimilarities in concepts:
All the concepts are in a way similar to each other as all the concepts reduce boredom and
absenteeism , as it creates job satisfaction among the employees. The differences in all the
concepts are in terms like in job enlargement the employee has to take charge of those duties that
are not mentioned in the job description.Job enrichment provides managerial control and access
to the tasks and responsibilities whereas in Job rotation the employees are shifted to one or more
jobs , to identify and test the skills of the employees , so that to place them at the right place.
2)Visit the Equal Opportunity Commission Web site at http://www.eeoc.gov. Identify
current trends in complaints being filed with the EEOC and the processes by which claims
are being resolved. Review the EEOC press releases posted on the site. What appears to be
the agency's current priorities, and how appropriate do you believe these priorities are for
the U.S. Society?
The reviews of the cases from the EEOC press releases are –
Sexual Harassment and retaliation- In the case of Anchor staffing a Chicago based staffing
agency , U.S EEOC filed a lawsuit on Nov1, 2017 for the company for dismissing the employee
from work, who made a complaint about sexual harassment. (2017). The EEOC filed a suit
through the conciliation process under the case,EEOC.Anchor Staffing,Inc.,Civil ActionNo.17-
cv-7899. In this case, the victim was harassed on the first day of her work , and after the
complaint made by her, the organization fired the female employee, by discharging all her

duties.In this particular case the process that is followed by EEOC is they criticize Anchor
Staffing and provide full employment opportunities to the employee, in terms of full back pay
and in terms of non monetary measures they gave the assurance of better staffing practices of
company Anchor in future.
Hospital Phoebe Putney located in Albany,Ga sued by EEOC for the Disability
Discrimination:
In this case, the hospital was sued by EEOC in May 2016 when the hospital fired the employee
Wendy Kelley, after the request of leave for two weeks for the receiving of treatment due to the
medical condition. (2017). In this case, EEOC file suit (EEOCv.Phoebe Putney Memorial
Hospital,Inc,Civil action No.1:17-CV-00201-WLS) seeking back and front pay to Kelley, an also
make compensatory measures for the punitive damages, in order to prevent future discrimination.
Identification of current priorities and their appropriateness for the society:
After going through the EEOC press releases posted on the site the current priorities that will be
identified are the discrimination charges , that will be seen as the major problem for the US
Society. For the resolution of the problem, the EEOC launched a public portal which provides
online access to the individuals for the inquiry of discrimination. With the help of this portal, the
individuals will file a charge of discrimination with the agency . (2017). This portal allows the
public an online access for the investigation of discrimination. The handling of problems through
an online system plays an effective role for the public and the agency as it reduces the time and
the additional expenses, that are incurred in filling the charge. Through this portal, the EEOC
Advances opportunity in the workplace by the Enforcement of federal laws by prohibiting
employment discrimination.

References:
Srivastava, S., & Kanpur, R. (2014). A study on quality of work life: key elements & It’s
Implications. IOSR-JBM, 16(3), 54-59.
Dwivedula, R., Bredillet, C. N., & Müller, R. (2017). Work Motivation in Temporary
Organizations: A Review of Literature Grounded in Job Design Perspective. In Leadership,
Innovation and Entrepreneurship as Driving Forces of the Global Economy(pp. 609-618).
Springer International Publishing.
(2017). Retrieved 8 November 2017, from https://www.eeoc.gov./eeoc/newsroom/release/11-2-
17.cfm
(2017). Retrieved 8 November 2017, from https://www.eeoc.gov./eeoc/newsroom/release/11-1-
17a.cfm
(2017). Retrieved 8 November 2017, from https://www.eeoc.gov./eeoc/newsroom/release/11-1-
17.cfm