Human Resource Management for Job Enrichment - myassignmenthelp

Question: Discuss about theHuman Resource Management for Job Enrichment. Answer: Job enrichment is simply a management technique to get people to work harder for the same pay. Job enrichment is a medium to motivate employees of the organization by assigning them extra responsibility normally reserved for upper level employees. It encourages the enthusiasm of the employee and they feel importance to the company. Job enrichment is the technique of job which helps in job enlargement. It is considered as an attempt to motivate the employees by giving them a chance to utilize their abilities in an effective manner. Job enrichment is an idea was promoted by American psychologist Frederick Hertzberg in the 1950s. It is the way enhance contrasted job enlargement to increase the amount of tasks without changing the challenge. It has been described as vertical loading of a job on the other hand job enlargement is considered as horizontal loading (Fried, Laurence, Shirom, Melamed, Toker, Berliner Shapira, 2013). Job enrichment is the way to encourage employees by provide them number of responsibility and variety in their task it will enhance their productivity appro priately. It has been analyzed that many employers believe that money is the only element to motivate the employees to enlarge the job. While that thinking was true only for a small group of people. Job enrichments are the procedure which helps employees to have more control in their planning and accomplish the task within time frame. It encourages employees to perform in an efficient way to attain a natural desire and make them feel that they are the part of the company team. It is rightly said that the job enrichment is a simply management technique to get people to work harder for the same pay. It has been stated by Parker, (2014), it is a technique which enhances the decision making authority of the employees. It enlarges the job by providing the challenging task to the employees so that they can prove themselves in an efficient way and make able to increase their confidence. Job enrichment is the management technique which helps not to only motivate the employees but also helps the organization to attain the selected goals within time frame by utilizing the employees in an efficient manner. According to Herzberg, an enriched job has characteristics such as direct feedback, client relationship, new learning, unique experience, control over resources, direct communication authority, personal accountability and scheduling own work (Smith Shields, 2013). Due to enriched job employees of the organization can get direct feedback of their performance and th ey should be able to get immediate information of the outcome they are attaining. In the characteristic of client relationship, employee can serve effective services to client directly and maintain the health client relationship. An enriched job is able to provide the more learning ton the employees. Job enrichment is the technique which allows employee to schedule own work. Deciding when to tackle which task is the instance of self scheduling. An enriched job has the unique feature in comparison of another job. The most effective characteristic of job enrichment is that employees have own control on their costs, expenses and task. Employee of the organization is able to communicate directly to them who use their output. Personal accountability exists in the job enrichment which allows employer to blame on their poor work and appraise on their good work. By providing the freedom to their employees in their work, methods, pace and sequence and increase the responsibility of the emplo yees, employer can enrich the job. Job enrichment is the very useful techniques in an organization. the advantages of job enrichment within an organizations are enhanced the interest in job of employees, reduce the rate of absenteeism and turnover, provide opportunities to growth in self realization, task enforcement, job satisfaction, enhance the qualitative and quantitative improvement and creative job (Duffield, Baldwin, Roche Wise, 2014). These are the advantageous factor of job enrichment. It has been found in many places that the employees of the organization gets fed up with their routine boring job, job enrichments is the procedure which remove their frustration of boring job with the help of job enrichment (Danford, 2013). It facilitates to reduce the turnover and absenteeism of the employee in the organization. It is a technique of enhancing the growth of employees in the term of self realization and provides so many opportunities to promote within an organization. The task of an individual is become easy w ith the help of job enrichment and the capabilities of employees are enhanced. Job satisfaction is essential point for remaining in the organization for a long time and job enrichment is able to provide the job satisfaction of the employees by motivation and providing various opportunities (Tang, Siu Cheung, 2014). It has been analyzed that enriched job improve the qualitative as well as quantitative improvement of the employees. Lazaroiu argued (2015); Employees tend to more effective and creative when they work in a context of enriching of complex and challenging job. It reduces the repetitive task of the employees and redesigns the job. Highly relation is the concept of job rotation which moves ahead by swapping huge rolls not in additional tasks. For instance, internships and graduates schemes are offered by Qantas. These graduates schemes help employees to rotate by various roles and departments according to experience in the business. It is affordable to except that this schemes can be enhanced to other staff within administrative functions where equal skills might be need in various roles. It has been analyzed that job enlargement is fundamentally similar with job enrichment that expands the job of a role in horizontal directions. Higher level of skills is required to expand the role of a job. Job enrichment is being used in the organization to gauge the employees and provide the opportunities to them of promotion. An example of this statement would be providing staff part time or bounded supervisory system or giving them projects of leadership (Oldham Fried, 2016). Taking on bigger task is the example of job enrichment. If someone is owner of the newsletter publishing company, he can enrich his assistant editors task by providing an opportunity to go from 500 words article to 1000 words article features. While they are accustomed with the editing practices and standards of the company, the duties and responsibility of the editing practices of editing articles which is more significant might enhance the richness of their positions. The most effective example of job enrichment can be the job of graph designer. For instance, graphic designers work at the company of publishing and advertising agencies along with design firms. It is the responsibility of them to create the marketing materials with the feature of well designed that should be able to attract the attention of customers. They are more efficient to create everything from logos to brochures as well as advertisements of web banner. Graphic designers are those professional who are more clos ely with print buyers. It will be possible for the employer of the company of graphic designer to enrich the job of him from graphic designer in to a printing position in the form of job rotation (Cummings Worley, 2014). Graphic designer can enhance his ability to find out that what design will look like when they reach to print buyers, they will get experience of new designs in papers and the combination of correct colors. Job enrichment is the management technique to get people to work harder in the same pay. Employer of the organization can get benefited with the help of job enrichment because it involves greater variety with higher knowledge and skills which is considered more important in the comparison of paid skills. There are number of theories which are being used in the organization to motivate the employees. These theories of motivation can be X and Y theory, Maslows hierarchy theory, Hertzbergs two factor theory and expectancy theory (Band, Shah, Sriram Appliances, 2016). Each theory has pros and cons. As a result, some critics have suggested that job enrichment is essential for the management because it enhance the productivity of an employee by providing them different challenges. The manager of the organization who believes in job enrichment is more proactive from a manipulation. Manager connected the task to basic motivational needs of human by participative management, job enlargement, job rotation and apply various programs that merged at least half from the work of McGregors theory, in such case the measurement of an employer was on the productivity of the employees in the comparison of measurements of employee well being. It has been criticized that one of the part that is Y theory of motivational theory is condescending scheme which enhance the productivity of the employee and unless employees share in the benefits of the economic for the purpose of increasing the productivity. They have been generally duped in the harder working for the same pay. References Band, G., Shah, N. V., Sriram, R., Appliances, E. (2016). Herzberg Two Factor Theory among the Management Faculty in Nagpur City. 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