Job Enrichment Theory

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Job enrichment can be defined as the process by which jobs are redesigned for workers so that they can be in control of their duties and also perform more tasks to develop personal skills. An important aspect of job enrichment is job redesign and it deals with the modification of the tasks assigned to workers in an organization. The case study that will be analyzed for Job enrichment theory in this paper is the expanded HIM functions.

In order to fully employ Job enrichment in an organization, the motivational goals must be put in place. Goal setting is a medium in which managers can help to motivate workers to be more efficient while performing their tasks. While redesigning jobs for HIS department workers, the SMART goal setting principles
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HIS set its goals in four levels, the engineering goals, restructuring goals, work redesign goals and job redesign goals. The engineering goals were set to analyze the visions, regulations and organizational structure. The restructuring goals will reevaluate the organizational structure. Work redesign goals also reevaluate the tasks assigned to the workers and the job redesign were set to remove, add or restructure the tasks assigned to the workers. The goals set was specific and straight forward and would go a long way in helping to restructure the organization.

The principles of job enrichment involve empowering workers by challenging them and assigning more tasks that will improve their efficiency and also allows them to take control of their duties. HIS department applies the job employment principles to solve some of the existing problems in the organization. These problems and their proposed solutions include; etiquette issues such as truancy at work, low level of courtesy, lack of concentration and boredom would be solved through introduction of different tasks and decreased repetition of duties; allowing workers to
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This is the ultimate method that will enhance HIS department worker’s skill and also help them build new ones. Through job enrichment the workers will be able to strategies in any situations, make alternatives in difficult times, and be more confident in themselves. After taking on more tasks and responsibilities, they will begin to challenge themselves to find out more about the task through researches and making enquiries. Also, the regular duties that are assigned to the HIS workers often leads to boredom. However, after assigning new tasks to the workers, this type of problems would be eradicated and workers will feel more committed to their work once specialization has been reduced. This medium will also reduce the occurrences of absenteeism at work because each worker is responsible for his duties and must answer for him or herself (Venkatesh, “Your Article library”). Furthermore, the HIS workers will have a heightened sense of job satisfaction. This is because the workers are placed in charge of their tasks and there is minimal supervision. Overall, the amount of output and productivity increases over time due to the increased level of creativity and commitment developed in the workers.

Job enrichment has some impact on the motivation and communication in the HIS departments. Motivation in the sense that, the workers will be capable of taking on new

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