The job enrichment has a number of advantages:
1. The job enrichment enriches the role of an individual that encourages growth and self-actualization.
2. The job is designed in such a way that encourages intrinsic motivation.
3. Increased motivation improves performance by providing both a more human and a more productive job.
4. Reduces negative effects such as labor turnover, absenteeism, grievances and reduces idle time.
5. Society benefits from the more effectively functioning person as well as from better job performance.
6. Thus job enrichment occurs when the work adds more challenge, achievement, opportunity for growth, responsibility and provides feedback, and recognition.
However, employees themselves are the best judge to decide the factors that enrich their jobs. Management can just collect the information about the factors that tend to enrich job, bring about those factors in the job system, and then find out whether employees feel that their jobs are enriched. Management, therefore, must give equal attention to the motivational factors as well as maintenance factors. While increasing the motivational factors, maintenance factors need either to be kept constant or higher. In case maintenance factors are not paid adequate attention and there is a decline in them, the employees will not response positively to the enrichment program because inadequate maintenance factors cause distraction.
1. The job enrichment enriches the role of an individual that encourages growth and self-actualization.
2. The job is designed in such a way that encourages intrinsic motivation.
3. Increased motivation improves performance by providing both a more human and a more productive job.
4. Reduces negative effects such as labor turnover, absenteeism, grievances and reduces idle time.
5. Society benefits from the more effectively functioning person as well as from better job performance.
6. Thus job enrichment occurs when the work adds more challenge, achievement, opportunity for growth, responsibility and provides feedback, and recognition.
However, employees themselves are the best judge to decide the factors that enrich their jobs. Management can just collect the information about the factors that tend to enrich job, bring about those factors in the job system, and then find out whether employees feel that their jobs are enriched. Management, therefore, must give equal attention to the motivational factors as well as maintenance factors. While increasing the motivational factors, maintenance factors need either to be kept constant or higher. In case maintenance factors are not paid adequate attention and there is a decline in them, the employees will not response positively to the enrichment program because inadequate maintenance factors cause distraction.
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