Job enrichment

Job enrichment is a job redesign process having as desired effect an increased psychological identification of the employee with his/her work.

Methods:

1. Combine tasks – for example instead of having 3 people doing each one 1/3 of the job, you can redesign the jobs and have 3 people doing the entire job. It might be good for the employee as long as it is also benefic for the production process.
2. Establish client internal & external relationships – it will add to the significance and identity of the job and also improve feedback.
3. Reduce supervision – responsibilities and controls that used to belong to higher levels of management are added to the job
4. Form work teams
5. Open feedback channels – employees learn whether their performance is improving, deteriorating or remaining at constant level.

Issues:

1. Poor diagnosis
2. Lack of desire or skill
3. Demand for rewards
4. Supervisory resistance

A manager can decide that the employees need more challenges, increased responsibility and accountability, variety, feedback, and opportunities to learn. It depends of how the job enrichment process will be communicated and implemented. The major risk is that the employees will see it as just more work to do for them.

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