...What is job enrichment? What are the benefits of a job enrichment program? Are there disadvantages to enriching jobs? In this lesson we'll discuss what job enrichment is, how to do it, and the good and bad of modifying jobs in your organization. What Is Job Enrichment? Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work. The concept is based on a 1968 Harvard Business Review article by psychologist Frederick Herzberg titled 'One More Time: How Do You Motivate Employees?' In the article, Herzberg stated that the greatest employee motivators, based on several investigations, are (in descending order): achievement, recognition, work itself, responsibility, advancement, and growth. To improve employee motivation and productivity, jobs should be modified to increase the motivators present for the employee. To make this concept more usable, let's imagine you are a company manager and want to increase the satisfaction of your staff. As you walk through the process of job enrichment, you'll need to keep in mind these goals: Reduce repetitive work. Increase the employee's feelings of recognition and achievement. Provide opportunities for employee advancement (i.e. promotions into jobs requiring more skills). Provide opportunities for employee growth (i.e. an increase in skills and knowledge without a job promotion). Why Enrich Jobs? The purpose of job...
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...JOB ENRICHMENT I-Job enrichment 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. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as 'vertical loading' of a job, while job enlargement is 'horizontal loading'. 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 In contradict to job simplification, job enrichment, whose definition is “an attempt to motivate employees by giving them the opportunity to use the range of their abilities”, provides employees who want promotion with the chance to develop their skills and abilities in varityped jobs. Need to be distinguished from job enlargement, the goal of job enrichment is not merely to make the jobs more varied, it allows promotion-seekers to experience with the techniques to make every single employees a manager. The employee will be able to design his own working style, like what to do first and what can wait. II-Techniques Job enrichment, as a managerial activity includes a three steps technique. 1. Turn employees' effort into performance: • Ensuring that objectives...
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...Job Enrichment Responsibilities Print Friendly Page Job Enrichment Responsibilities What Does Job Enrichment Really Mean Many people originally categorized job enrichment theory as a “management fad” but time has shown that helping your employees be all that they can be (to paraphrase a famous U.S. Army slogan) is a solid and rewarding objective. Frederick Herzberg, the noted psychologist and business management expert, is considered the originator of the conscious attempt to achieve job enrichment on the part of management toward their employees. He developed this theory of motivation after leaving his studies at the City College of New York to enlist in the Army during World War II. After experiencing the horrors of the Dachau Concentration Camp and interviewing many other German citizens and military personnel, he developed his theories of motivation triggers. In its most basic form, Herzberg believed that people were really motivated by only two factors: satisfaction and dissatisfaction. As a manager dedicated to success, a simple and effective plan is to emphasize the satisfaction and minimize (or eliminate, if possible) the dissatisfaction quotient of your employees. A wonderful and simple definition of job enrichment: Attempt to motivate your employees by giving them the opportunity to maximize their own abilities. How Can I Be More Effective? Just as you would like to be mentored and motivated to view your professional duties and responsibilities as being...
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...In light of this Court's January 22, 2009 Decision and Entry Granting Defendant Wells Fargo N.A.'s Partial Motion to Dismiss, the only remaining claim asserted against Wells Fargo by Plaintiff, Apex Restoration, LLC ("Apex"), is its second claim, alleging unjust enrichment. However, construing all material allegations in the Complaint as true, Wells Fargo is entitled to judgment against Apex as a matter of law because Apex did not confer the benefit by which Apex claims Wells Fargo was unjustly enriched. The grounds for this motion are more fully set forth in the attached Memorandum. [Respectfully submitted,] MEMORANDUM I. STATEMENT OF THE CASE On May 30, 2008, Apex filed its Complaint in this case. The Complaint alleges three claims for relief--conversion, unjust enrichment, and breach of contract. Of these claims for relief, only the first and second--conversion and unjust enrichment--are pled against Wells Fargo. On January 22, 2009, this Court entered its Decision and Entry Granting Defendant Wells Fargo N.A.'s Partial Motion to Dismiss, thereby disposing of Apex's conversion claim for relief against Wells Fargo. Therefore, the only remaining claim for relief against Wells Fargo is for unjust enrichment. II. STATEMENT OF FACTS The following facts are taken exclusively from Apex's Complaint. They are presented here solely because, in this Motion for Judgment on the Pleadings, Apex is entitled to have all material allegations in the Complaint construed in its...
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...Introduction In this paper I will discuss the motivational approach to motivation of employees through job enrichment based upon the research of Hackman and Oldham. Hackman and Oldham have identified five factors of job design that can contribute to an employee’s job satisfaction. These factors are skill variety, task identity, task significance, autonomy, and feedback from the work itself. I will touch on each of these factors and how they relate to work motivation and work performance. I will then discuss the ways in which employee’s reactions to job enrichment interventions differ from one another leading into the stages of application. The stages of application discussed here will include diagnosis, work units, combining tasks, client relationships, vertical loading, and feedback. I will then touch on the technical, human resource, control, and supervisory barriers to job enrichment. Finally, I will conclude with the possible results of job enrichment as it is today. Core Dimensions The core dimensions of Hackman and Oldham’s model of job design are skill variety, task identity, task significance, autonomy, and feedback from the work itself. Skill variety, task identity, and task significance are grouped together as characteristics that can influence how meaningful the work is perceived by the individual (Cummings & Worley, 2009). Skill variety represents the amount and types of skills required to perform work tasks. The more skill variety and individual has...
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...August 8, 2011 Project Topic: Autism Spectrum Disorder (ASD) “Putting Together the Pieces” Introduction:. The diagnosis of autism in one’s child can shatter a parent. There is a substantial amount of confusion and controversy found in all areas of the disorder, from diagnosis to treatment. Most parents who seek treatment for a child labeled with autism face many dead-ends and obstacles concerning what are best for their child. . Having a child who is autistic will be a struggle throughout both of your lives. Autism Spectrum Disorder (ADS) adversely affects a child’s communication, socialization, and behavior. It has symptoms ranging from mild cognitive, social, and behavioral deficits to more severe symptoms where children may suffer from intellectual disabilities and be nonverbal. The five subtypes of ASD are: Autistic Disorder, Asperger’s Syndrome, Childhood Disintegrative Disorder (CDD), Rett Syndrome, and Pervasive Developmental Disorder Not Otherwise Specified (PDD-NOS). Because each are so broad, I narrowed down my research to Autism Disorder, a sever disorder that affects the development and function of the brain. It causes problems in such areas as social contact, emotional response, intelligence, language and speech impediments, along with ritualistic or compulsive behaviors, as well as different responses to the environment that an autistic individual may have that differ with individuals not having autism would exhibit. I will be talking generally about the...
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...Restitution an old concept Restitution v Compensation (most cases) i.e.: remedy of compensation Unjust enrichment has 4 main elements (confirmed in Banque Financiere) **** sets out the structure. i) defendant’s enrichment (money is very clearly a benefit to you) (can spend it, can use it) ii) at the claimant’s expense? (did the money come from the bank?) transfer of value from the C or substraction from C … didn’t lose money, but lost time and expertise i.e.: repairing a table iii) was the enrichment unjust? (unjust factors: i.e.: could be a mistake, failure of consideration benefit has passed, but had failed to provide consideration., exploitation) iv) Are there any valid defences? We don’t want the defendant to suffer as well. The claimant doesn’t necessarily gain back everything. (CHANGE OF POSITION THE DEFENDANT RELIED ON THE ENRICHMENT). Reliance, detrimental reliance, links with estoppel. i.e.: textbook, nightout, books. Instead of buying new textbooks, could have bought 2nd hand. Instead of spending the nightout, could have paid individually. The court only look at the gain you still HAVE. They might take away your books, laptop (require to sell off the laptop) depends on REASONABLENESS /SENSIBILITY. So, i.e.: if you spend on HOLIDAY, on other things, i.e.: spend on nightout dinner, the court cant take back anything! Chase Manhanttan. made 2 payments, only should made 1. After being made, the bank went bankrupt, found a constructive trust...
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...Neuroplasticity’s limitations A healthy brain will perform Neuroplasticity’s but many people following disorders such as Alzheimer’s, Parkinson, and dementia, show that the disorder seems to discontinue the process of a healthy brain due to genetic and environmental factors. But other brain disorders like traumatic brain injury or stroke have revealed that a response from the brain is the occupancy of Neuroplasticity’s . This brain recovery has allowed for many to regain physical functionality in the Nero system. This recovery happens within hours of the trauma considering recovery to be encouraged asap. In research it has been shown that environmental enrichment and the increase of cognitive stimulation and physical activity can slow the genetic model of fatal inherited disorders. Many disorders inherited genetically can be clown or recessed by a healthy and active lifestyle and the influence of cognitive stimulation can slow despise and cause healthy Neuroplasticity’s giving patients the ability to overcome genetic disorders. Referance http://theconversation.com/explainer-nature-nurture-and-neuroplasticity-10734 Recovering from a stroke is a difficult process and over the years scientists have been trying to apply what they know about neural plasticity to the rehabilitation process for stroke patients. In the last 20 years the idea of neural plasticity has been accepted in the scientific community and “in humans, there is abundant evidence that spontaneous recovery...
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...Frederick Herzberg’s paper, “One More Time”, addresses the issue of what motivates employees. He discusses motivating employees through a KITA approach and through job enrichment. Additionally, he outlines the significance of job enrichment and how to implement the concept in an organization. I found Mr. Herzberg’s paper intriguing. Usually I find psychological theories to be inconclusive and not applicable to all groups of people. However, Mr. Herzberg does not make any bold claims about his theory he just points out that job enrichment is often overlooked, and when added to other benefits employees are substantially more motivated than other employees in the control group. I liked looking at the exhibit #1 on pg. 170. It’s weird to think about all the factors that go into job satisfaction. Generally, I just think about the salary and the job atmosphere, but when I really think about it I want all the six factors listed for extreme job satisfaction. The feeling of accomplishing a long project and being recognized for it is extremely rewarding but a lot of the time we take it for granted. I loved Mr. Herzberg’s quote: “In attempting to enrich certain jobs, management often reduces the personal contribution of employees rather than giving them opportunities for growth.” Rewarding a successful project with praise and increased responsibility would highly motivate me to work harder to move up in salary and job position because there are opportunities for advancement. A lot...
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...EXAMINATION 1, Version F Use a Scantron Form No. 886-E to record your choice of the best answer to each of the following questions. You have the full period to answer the questions. The following questions are worth three (3) points each. 1. Operations management is the business function that plans, coordinates, and controls the resources needed to produce a company’s products and services. a) True b) False 2. Firms that focus on quality as their primary competitive priority usually implement either product design quality or process quality, but not both. a) True b) False 3. To remain competitive, companies must be innovative and bring out new products regularly. a) True b) False 4. The time between order placement and the receipt of goods is called lead time. a) True b) False 5. ISO certification has become a requirement for conducting business in many industries. a) True b) False 6. A process that is in control has no variation. a) True b) False 7. An example of an operation that does not add value is ____________________________. a) removing iron ore from the ground and shipping it to a steel mill b) filling the underground gasoline tanks at a service station c) making a wedding cake d) moving components to a warehouse for storage until the factory needs them e) moving luggage from a cab to the airport ticket counter ...
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...David Fender February 14, 2010 Job Enrichment Ways Enriching the secretary position. A secretary provides an important administrative role in support of a manager or group of employees. Enriching the job of a secretary depends upon the responsibilities and daily activities of the manager or group she supports. If their role and tasks are not diverse and are routine, then there are limitations to the enrichment that can be given to the supporting secretary. Assuming the manager or group has a diverse set of tasks and is very busy with their workloads, then transferring tasks to the secretary will be enriching. For example, if travel and expenses reports are traditionally accomplished by the individual incurring the expense, then assigning the task to the secretary will increase her visibility to the assignors’ activities. Making travel itineraries is important and arranging meetings at locations that make for an efficient and effective travel can be challenging. Preparing correspondence for distribution to the managers’ external business relationships, e.g. customers or vendors or banks or auditors, would further enrich the secretary and require her to understand the issues. If a foreign language is involved, having the secretary provide written translation or spoken interpretation would add enrichment. Assigning the task of organizing internal meetings and making certain all attendees are in the meeting at the correct time is important. Additionally, if the...
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...The Armory offers a Saturday morning enrichment program for students pre-k- 6th grade. These students show up bright and early to participate in an array of educational activities. Onc of the programs is called ‘Around the World in Stories”. This program encourages students to do just that. They begin by picking out a book that encaptures a place somewhere in the world, like the Eiffel Tower in Paris. After picking the book they spend the next hour, and subsequent saturdays, reading through it, painting a picture based off of it, and then creating a poem based off of their picture. This process is called Picturing Writing. Students then repeat this process a few times in order to create a book which showcases their paintings and poems. To some, this Saturday morning program might be considered intervention. However, I do not believe that the Armory is a form of intervention. Based off of some articles as well as actually taking part doing one on one intervention, this to me seems more like some Saturday fun with a hint of school added in. That is not to say that the Armory is not a great learning experience. For the participants both elementary school students and Mount students, it is a wonderful...
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...overview of the topic of job enrichment and its relevancy to the modern world organizations. The job enrichment was defined as a vertical restructuring method by virtue of giving the employee additional authority, autonomy, and control over the way the job is accomplished. There were many authors who talked about this topic differently by using different viewpoints. This also contained the job enrichment related theories such as the Hackman and Oldham’s Job Characteristic Model and the Herzberg’s Two Factor Theory. Job Characteristic Model was described five core job dimensions leading to three critical psychological states, resulting in work-related outcomes. They were identified as skill variety, task identity, task significance autonomy and feedback. Final outcomes should be identified as; job satisfaction, employee motivation, low absenteeism, high performance and low employee turnover. Herzberg’s Two Factor Theory was completely different type of model which discussed about hygiene factors and motivation factors. According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction. At the same time absence of extrinsic hygiene factors such as including status, job security, salary, and fringe benefits produce dissatisfaction. The advantages and disadvantages of job enrichment program were evaluated based on different criteria’s. According to Cunningham and Eberle (1990), prior to a job enrichment program there were 3...
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...FA14 Alber, A. (1979). The Real Cost of Job Enrichment, Summarized by (FA14) The article, “The Real Cost of Job Enrichment,” by Antone F. Alber is a study of job enrichment and its costs within a corporation. He goes through all of the areas where costs will be associated with job enrichment and tries to figure out whether they are beneficial or not. After surveying about 189 companies about job enrichment, he went in to detail just how beneficial job enrichment can be and the costs associated with those changes. The costs include raising salaries, new equipment, inventory costs, training costs (lost productivity while employee learns their new job), implementation costs, etc. After seeing the results of his studies, it is found that when a corporation implements job enrichment correctly, almost all companies will benefit from job enrichment. Obviously this depends on the corporation and whether or not the company needs to make changes to their employees’ work. The article makes it very clear that job enrichment is a good thing for companies to partake in. Three things the article brings to light are viewing job enrichment as an investment, the benefits of a satisfied employee, and not underestimating the training involved with job enrichment. We should view job enrichment as an investment into the company and its’ employees. By investing in the employees and giving them more responsibilities so they feel motivated to do a better job we will definitely see the benefits...
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...satisfaction and stress is negatively related to satisfaction. According to Herzberg (1987) job motivation is determined by motivators and hygiene factors. Motivators lead to satisfaction, absence of hygiene factors leads to dissatisfaction. Important motivators are achievement, recognition, work itself, responsibility and growth or advancement. The main hygiene factors are company policy and administration, supervision, interpersonal relationships, working conditions, salary, status and security. When trying to increase motivational potential of jobs, managers have to increase the motivators on the job, this is called job enrichment. This study found a certain relationship between motivation and the perceived stress level of employees. Stress is determined by job demands and the amount of decision latitude over the job (Karasek, 1978). Implementation of job enrichment in general leads to a decrease of stress, due to a higher level of decision latitude. But on the other hand, for some...
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