Job Enrichment and Employee Motivation

This assignment delves into Herzberg's Two-Factor Theory and its application in job enrichment. It explores the theory's strengths and weaknesses, including the criticism that it can manipulate employees without addressing their underlying needs. The document also analyzes how managers utilize job enrichment techniques like job enlargement, rotation, and participation to enhance productivity. Ultimately, it examines the relationship between employee motivation, well-being, and economic benefits in the context of job enrichment.

Running head: Job enrichment 1
Human resource management
Job enrichment is simply a management technique

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1. Job enrichment is simply a management technique to get people to work harder for the
same pay.
Job enrichment is a medium to motivate employees of the organization by assigning them
extra responsibility normally reserved for upper level employees. It encourages the enthusiasm
of the employee and they feel importance to the company. Job enrichment is the technique of job
which helps in job enlargement. It is considered as an attempt to motivate the employees by
giving them a chance to utilize their abilities in an effective manner. Job enrichment is an idea
was promoted by American psychologist Frederick Hertzberg in the 1950s. It is the way enhance
contrasted job enlargement to increase the amount of tasks without changing the challenge. It has
been described as vertical loading of a job on the other hand job enlargement is considered as
horizontal loading (Fried, Laurence, Shirom, Melamed, Toker, Berliner & Shapira, 2013). Job
enrichment is the way to encourage employees by provide them number of responsibility and
variety in their task it will enhance their productivity appropriately. It has been analyzed that
many employers believe that money is the only element to motivate the employees to enlarge the
job. While that thinking was true only for a small group of people. Job enrichments are the
procedure which helps employees to have more control in their planning and accomplish the task
within time frame. It encourages employees to perform in an efficient way to attain a natural
desire and make them feel that they are the part of the company team.
It is rightly said that the job enrichment is a simply management technique to get people
to work harder for the same pay. It has been stated by Parker, (2014), it is a technique which
enhances the decision making authority of the employees. It enlarges the job by providing the
challenging task to the employees so that they can prove themselves in an efficient way and
make able to increase their confidence. Job enrichment is the management technique which helps

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not to only motivate the employees but also helps the organization to attain the selected goals
within time frame by utilizing the employees in an efficient manner. According to Herzberg, an
enriched job has characteristics such as direct feedback, client relationship, new learning, unique
experience, control over resources, direct communication authority, personal accountability and
scheduling own work (Smith & Shields, 2013). Due to enriched job employees of the
organization can get direct feedback of their performance and they should be able to get
immediate information of the outcome they are attaining. In the characteristic of client
relationship, employee can serve effective services to client directly and maintain the health
client relationship. An enriched job is able to provide the more learning ton the employees. Job
enrichment is the technique which allows employee to schedule own work. Deciding when to
tackle which task is the instance of self scheduling. An enriched job has the unique feature in
comparison of another job. The most effective characteristic of job enrichment is that employees
have own control on their costs, expenses and task. Employee of the organization is able to
communicate directly to them who use their output. Personal accountability exists in the job
enrichment which allows employer to blame on their poor work and appraise on their good work.
By providing the freedom to their employees in their work, methods, pace and sequence and
increase the responsibility of the employees, employer can enrich the job.
Job enrichment is the very useful techniques in an organization. the advantages of job
enrichment within an organizations are enhanced the interest in job of employees, reduce the rate
of absenteeism and turnover, provide opportunities to growth in self realization, task
enforcement, job satisfaction, enhance the qualitative and quantitative improvement and creative
job (Duffield, Baldwin, Roche & Wise, 2014). These are the advantageous factor of job
enrichment. It has been found in many places that the employees of the organization gets fed up

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with their routine boring job, job enrichments is the procedure which remove their frustration of
boring job with the help of job enrichment (Danford, 2013). It facilitates to reduce the turnover
and absenteeism of the employee in the organization. It is a technique of enhancing the growth of
employees in the term of self realization and provides so many opportunities to promote within
an organization. The task of an individual is become easy with the help of job enrichment and the
capabilities of employees are enhanced. Job satisfaction is essential point for remaining in the
organization for a long time and job enrichment is able to provide the job satisfaction of the
employees by motivation and providing various opportunities (Tang, Siu & Cheung, 2014).
It has been analyzed that enriched job improve the qualitative as well as quantitative
improvement of the employees. Lazaroiu argued (2015); Employees tend to more effective and
creative when they work in a context of enriching of complex and challenging job. It reduces the
repetitive task of the employees and redesigns the job. Highly relation is the concept of job
rotation which moves ahead by swapping huge rolls not in additional tasks. For instance,
internships and graduates schemes are offered by Qantas. These graduates’ schemes help
employees to rotate by various roles and departments according to experience in the business. It
is affordable to except that this schemes can be enhanced to other staff within administrative
functions where equal skills might be need in various roles. It has been analyzed that job
enlargement is fundamentally similar with job enrichment that expands the job of a role in
horizontal directions. Higher level of skills is required to expand the role of a job. Job
enrichment is being used in the organization to gauge the employees and provide the
opportunities to them of promotion. An example of this statement would be providing staff part
time or bounded supervisory system or giving them projects of leadership (Oldham & Fried,
2016).

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Taking on bigger task is the example of job enrichment. If someone is owner of the
newsletter publishing company, he can enrich his assistant editor’s task by providing an
opportunity to go from 500 words article to 1000 words article features. While they are
accustomed with the editing practices and standards of the company, the duties and responsibility
of the editing practices of editing articles which is more significant might enhance the richness of
their positions. The most effective example of job enrichment can be the job of graph designer.
For instance, graphic designers work at the company of publishing and advertising agencies
along with design firms. It is the responsibility of them to create the marketing materials with the
feature of well designed that should be able to attract the attention of customers. They are more
efficient to create everything from logos to brochures as well as advertisements of web banner.
Graphic designers are those professional who are more closely with print buyers. It will be
possible for the employer of the company of graphic designer to enrich the job of him from
graphic designer in to a printing position in the form of job rotation (Cummings & Worley,
2014). Graphic designer can enhance his ability to find out that what design will look like when
they reach to print buyers, they will get experience of new designs in papers and the combination
of correct colors.
Job enrichment is the management technique to get people to work harder in the same
pay. Employer of the organization can get benefited with the help of job enrichment because it
involves greater variety with higher knowledge and skills which is considered more important in
the comparison of paid skills. There are number of theories which are being used in the
organization to motivate the employees. These theories of motivation can be X and Y theory,
Maslow’s hierarchy theory, Hertzberg’s two factor theory and expectancy theory (Band, Shah,
Sriram & Appliances, 2016). Each theory has pros and cons. As a result, some critics have

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suggested that job enrichment is essential for the management because it enhance the
productivity of an employee by providing them different challenges. The manager of the
organization who believes in job enrichment is more proactive from a manipulation. Manager
connected the task to basic motivational needs of human by participative management, job
enlargement, job rotation and apply various programs that merged at least half from the work of
McGregor’s theory, in such case the measurement of an employer was on the productivity of the
employees in the comparison of measurements of employee well being. It has been criticized that
one of the part that is Y theory of motivational theory is condescending scheme which enhance
the productivity of the employee and unless employees share in the benefits of the economic for
the purpose of increasing the productivity. They have been generally duped in the harder
working for the same pay.

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References
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(2013). The relationship between job enrichment and abdominal obesity: A longitudinal
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Lazaroiu, G. (2015). Work Motivation and Organizational Behavior. Contemporary Readings in
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