Does Job enrichment work?

INTRODUCTION

Job enrichment is an approach to frolic redesign developed in the late 1950s. The term refers to the alteration of the business organization content so that the employee is devoted an identifiable unit of work and granted with to a greater extent pronouncement and control over his/her job (Herzberg, 1968). For many years job enrichment has concerned people inside and outside academic circles, generating more(prenominal) than research investigations than any other technique in the orbit of job motivation. All those academics and managers were trying to find out whether it worked or non.

The question of whether job enrichment works is rather indefinite and ambiguous. We quite a little approach it from several different places: Does job enrichment work for the employees? That is, does it uphold employees feel more motivated and satisfied with their job? Does job enrichment work for managers? What happens with factors such as absenteeism, turnover, quality, productivity and profits? Is it congenial with new technology? Is job enrichment a curse for managers and their ply? Does job enrichment work for the society? Does the implementation of the technique influence macroeconomic figures like unemployment and inflation? Is job enrichment a threat to the capitalist profit- maximizing value? Due to constraints in the space of the essay we will approach the question only from the perspective of the employees. Therefore, the question concerning this essay is: Does job enrichment make employees feel more motivated and satisfied at work?

First we will judge the theoretical foundations of job enrichment and briefly view the circumstances to a lower place which the technique was first suggested.



We will then look at the research evidence in search of an answer to our question. What follows abutting is the support of the argument that job enrichment does not work for the employees. Lastly, whatsoever thoughts about the value of job enrichment...

Job enrichment cant be used in a vacuum. Some managers use the concept to add more workload to employees, if complain then you are classified as low intrinsic motivated person. And Job enrichment dose not work as good as Job enpowerment. in any case the hygiene factors can be used as immobile fix tool to boost staff up in short term.

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