Dimensions Of Job Enrichment
1.1 JOB ENRICHMENT Job enrichment is a job design approach for strengthening the motivational factors in a job. According to Dr. Supriya (2016), job enrichment also called job enhancement as it already become a fundamental tool in enhance worker motivation level, retaining talented staff, as well as improving organizational growth. The idea of job enrichment is come from the Frederick Herzberg’s two-factor theory of dimensions contribute to an employee’s behaviour at work. 1.2 JOB CHARACTERISTICS MODEL The Job Characteristics Model (JCM) is an approach to job enrichment with interaction of core job dimensions and critical psychological states which established by J. Richard Hackman and Greg Oldham (1980). Based on the result of Job Diagnosis Survey (JDS), the organizational psychologists find out five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback. 1.3 MANEGERIAL APPLICATIONS In an early Job Diagnostic Survey (JDS) which conducted by Hackman and Oldham to 658 employees, they find out five concepts that are useful for job enrichment: Measuring the Scope of Each Job The formula for this motivating potential score (MPS) is the following: 1.3.1. Skill Variety Skill variety consider as the number of different types of skills and talents require to perform a job. When people keep using only one skill to perform same task repeatedly will created boredom and lead them to decrease in productivity
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