Powered by Leeds Metropolitan University
Business Studies Resources Popular resources on the {my channel} blog Resource tags for the blog RSS Feed for the blog Twitter feed for this blog Teacher Email Resource Newsletter Category listing for this blog

HRM/People Study Note Home | Latest HRM Resources from the tutor2u Blog | HRM/People Revision Quizzes

Motivation - job enrichment

Author: Jim Riley  Last updated: Sunday 23 September, 2012

Job enrichment is connected to the concept of job enlargement.

Job enrichment is the process of "improving work processes and environments so they are more satisfying for employees".

Many jobs are monotonous and unrewarding - particularly in the primary and secondary production industries. Workers can feel dissatisfied in their position due to a lack of a challenge, repetitive procedures, or an over-controlled authority structure.

Job enrichment tries to eliminate these problems, and bring better performance to the workplace.

There are three key parts to the process of job enrichment

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 she fits into the overall process and be aware of how important her 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:

  • 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?

  • Ask them
  • Use surveys( checklist, listing, questions)







Add your comments and share this study note:

blog comments powered by Disqus

 

Tutor2u support for students
Teaching support and resources
Search for resources on tutor2u

Law



Refine Search by Subject
A Level Economics
Business Studies
Geography Give It A Go!
History Law
IB Diploma Politics
Religious Studies Sociology

Order Search Results By


Follow tutor2u on Twitter
   
   

tutor2u Home Page | Online Store | About tutor2u | Copyright Info | Your Privacy | Terms of Use

tutor2u

Working with Our Partners

 Zondle - Games for LearningVue Cinemas | Moneypenny | Nexcess | Really Simple Systems 

Boston House | 214 High Street | Boston Spa | West Yorkshire | LS23 6AD | Tel +44 0844 800 0085 | Fax +44 01937 529236

Company Registration Number: 04489574 | VAT Reg No 816865400

tutor2u is proud to sponsor TABS Cricket Club and the Wetherby Cricket League as part of its commitment to invest in local junior sport