Frederick Herzberg Theory Of Job Enrichment

Introduction:

Job enrichment can be described as a medium through which management can motivate self-driven employees by assigning them additional responsibility normally reserved for higher level employees. By doing this, employees feel like their work has meaning and is important to the company. This theory is based on the premise that employees have a natural tendency to want to succeed and are eager to be trusted with a bigger role in the company.

Frederick Herzberg (1923-2000), clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory. He originally developed the concept of ‘job enrichment’ in 1968, in an article that he published on pioneering status

But after explaining all the above statements it is very much easy to understand that if an employee will be allotted with a job enrichment there is a possibility that particular employee would not be able to handle such kind of work pressure in the name of job enrichment. Therefore, it is quite clear that not everything that comes out of job enrichment can be beneficial for the employees nor for the employers.

5. Mis-communication:

Because all sorts of problems and issues with a job enrichment there is a possibility that the company can even face some sort of miscommiunication between their employees and the employers. And such type of mis-communication can lead the company to its end. Therefore, it is necessary for both the party that they need to handle such type of difference of point of view in a matured manner.

6. Lack of performance:

As it made clear that once the employee faces a load of work which he/she is not skilled for, can make things worse for the employees. And it is very much important that to overcome that situation the employee need to be aware of all necessary skills needed to complete task given. In this process of learning the employee can lose his/her performance at work which he / she used to