Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. Job enrichment has been described as 'vertical loading' of a job.
An enriched job should ideally contain:
• A range of tasks and challenges of varying difficulties (Physical or Mental)
• A complete unit of work - a meaningful task
• Feedback, encouragement and communication
“Job enrichment loads the jobs vertically. It means adding duties and responsibilities that will provide for skill variety, task identity, task significance, autonomy and feedback on job performance.”
It tries to deal with dissatisfaction by increasing job depth.
According to “Herzberg’s hygiene theory” for a worker to be happy and productive the environmental factor should not cause disturbance.
It’s not necessary that the elimination of these factors make a worker motivated or productive but they will not cause the disturbance in work like when the office is near railway station the whistle and the sound of train will create disturbance in work and the employee will feel irritated but their absence will not make the worker motivated towards work.
Herzberg’s believed that the employee feel motivated through the feeling of responsibility and authority.
Job Characteristic Model:
There are five factors of job design that typically contribute to people's enjoyment of a job:
• Skill Variety – Increasing the number of skills that individuals use while performing work.
• Task Identity – Enabling people to perform a job from start to finish.
• Task Significance – Providing work that has a direct impact on the organization or its stakeholders.
• Autonomy – Increasing the degree of decision making, and the freedom to choose how and when work is done.
• Feedback – Increasing the amount of recognition for doing a job well, and communicate the results of people's work.
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