Job Enrichment, Job Enlargement and Job Rotation in Workplace

Running head: PEOPLE AND ORGANIZATION
People and Organization
Name of the Student:
Name of the University:
Author’s Note:

Table of Contents
Introduction......................................................................................................................................4
Job enrichment, job enlargement and job rotation...........................................................................4
Need for personal power in Workplace...........................................................................................7
Description of project......................................................................................................................7
Project barriers.................................................................................................................................8
Way to overcome project barriers....................................................................................................8
Avoid hiring employees who do not live up to company’s values..................................................8
Using the digital platforms...........................................................................................................8
Asking for referrals......................................................................................................................9
Working with already existing employees......................................................................................9
Developing some reward and recognition programs...................................................................9
Developing some reward and recognition programs.................................................................10
Developing a transparent performance management system.....................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................11

Introduction
A sound management system is the backbone of any organizational set up. Efforts have
to make to made by all the, managers so that they are able to understand the need and the
requirements of all the employees and help them to overcome their skill gaps. At the same time,
it must be made sure that there is a proper effective communication that is taking place between
the managers and the employed so that they can put forward a joint collaborative approach in
order to attain all the organizational goals and objectives. However Paiste and Mullins (2019)
have opined that employees suffer from several issues like monotony, job insecurity and lack of
motivation as well. Often they are tired of doing the same type of work again and again. In such
cases it is the duty or the responsibility of the managers to make sure that they are able to
understand this issue and use the management strategies like job enrichment, job re design and
also job enlargements. There are different situations during which the managers can actually use
the different kinds of strategies.
Job enrichment, job enlargement and job rotation
Job enlargements are the method by which the management can increase the number of
tasks that are associated with any particular kind of job position. Mossa et al (2016) is of the
opinion that in order to motivate the employees and increase their self confidence the managers
must make sure that they are being able to assign more tasks to them. In other words there must
be a increase in the amount and the kinds of job roles and responsibilities that are actually
associated with the post of any particular individual. Mni (2015) have stated that this

management strategy is quantitative in nature and qualitative because there is a sufficient
increase in the volume of tasks that are actually associated with the particular job position.
However on the other hand this management strategy is also similar to the horizontal
communication system or the horizontal restructuring of the channel of hierarchy in the
organization because it always tries to increase the productivity and also the flexibility of
employees. For an example if the team leader is tired of looking after the team performance day
after day then he might be assigned to take up the role of the branch head. This will enable him
or her to become much more attentive and flexible in a true as they will be able to learn many
new skills and will also be able to face the challenges of taking up more work. This will be much
helpful in reducing the monotony of the same type of work and at the same time they will be able
to develop the skills of accountability develop a better flexibility towards their work.
Method that can be used for job enlargements are
IJP or internal job posting interviews can be conducted whenever there is monotony
among employees. This will help in selecting some already existing employees and give them a
promotion so that they can be assigned with some extra duties.
Leaves being taken by the employees must also be used as an opportunity of creating job
enlargement. For an instance, if any female employee goes on maternity leave then the,
managers must assign their duties to some other employees. However Alias et al. (2018.) has
argued that efforts must be made to analyze the stress handling capacity of the employees who
are being assigned with some newer job roles and responsibilities.
Job enrichment