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What is the difference between job enrichment and job enlargement?

What is the difference between job enrichment and job enlargement?

Job enlargement refers to additional tasks, responsibilities, and an increased overall workload at the same job position. Job enrichment refers to planning and organizing tasks and responsibilities in a way that grants more authority and decision-making power to an employee.

What is job enrichment also called?

Job Enrichment is a job design technique that varies the concept of job enlargement. Job enrichment adds new sources of job satisfaction by increasing the level of responsibility of the employee in organization. Also called job enhancement or vertical job expansion.

How can job enrichment motivate employees?

Job enrichment attempts to give employees greater responsibility by increasing the range and complexity of tasks they are called upon to complete and giving them the necessary authority. It motivates by giving employees the opportunity to use their abilities to the fullest.

What is an example of job enrichment?

A definition. Job enrichment is a process that is characterized by adding dimensions to existing jobs to make them more motivating. Examples of job enrichment include adding extra tasks (also called job enlargement), increasing skill variety, adding meaning to jobs, creating autonomy, and giving feedback.

What are the advantages of job enrichment?

Advantages of Job Enrichment

  • Increased employees’ job Satisfaction.
  • Workload of upper management is shared.
  • Lower employee turnover.
  • Lower training costs.
  • Better communication among management and employees.
  • A better way to select future managers.
  • Increased productivity.
  • Positive Corporate moral.

What is the importance of job enrichment?

Job enrichment expands the task set that you perform, and the skills that you can develop. This makes for more stimulating and interesting work, and adds variety, challenge and depth to your daily routine. Enriched jobs give you more freedom, independence and responsibility.

What are the characteristics of job enrichment?

Characteristics of an Enriched Job:

  • Direct Feed Back: ADVERTISEMENTS:
  • Client Relationships: When an employee serves a client or customer directly, he has an enriched job.
  • New Learning:
  • Scheduling Own Work:
  • Unique Experience:
  • Control Over Resources:
  • Direct Communication Authority:
  • Personal Accountability:

What is job enrichment and what has led to its importance in job design?

Job enrichment is a job redesign technique that allows workers more control over how they perform their own tasks. This may be because employees who have the authority and responsibility over their work can be more efficient, eliminate unnecessary tasks, take shortcuts, and increase their overall performance.

Which is the best definition of Job enrichment?

Job enrichment, first of all, is the process of improving employee satisfaction with employees’ positions by modifying their work, as well as reducing repetitive work and providing opportunities for advancement and growth.

How does an organisation enrich a job?

How does an Organisation Enrich a Job. Typically job enrichment involves combining various existing and new tasks into one large module of work. The work is then handed over to an employee, which means there is an increase in responsibilities and scope. This increase in responsibility is often vertical.

How does job enrichment help reduce employee turnover?

(ii) Job enrichment helps in reducing the rates of employee turnover and absenteeism. (iii) Job enrichment motivates the employees intrinsically by giving them opportunities for growth advancement and self realization. (iv) Task enforcement is made easy with the help of job enrichment and the skills of workers are increased.

Are there any drawbacks to Job enrichment?

There are also several drawbacks of job enrichment. Some of its disadvantages are: 1. With too much responsibility & power with the employee, the company can lose control. 2. Job enrichment can overburden an employee and can adversely cause dissatisfaction.