3. JOB ENRICHMENTJOB ENRICHMENT
• It was first coined by Herzberg
• It involves adding more motivators to a job to
make it more rewarding.
• A job becomes enriched when it gives job holder
more decision making, planning and controlling
powers.
4. CHARACTERISTICSCHARACTERISTICS
1. Direct feedback
2. Client relationship
3. New learning
4. Scheduling own work
5. Unique experience
6. Control over resources
7. Direct communication authority
8. Personal accountability
5. CAUTIONS ABOUT JOBCAUTIONS ABOUT JOB
ENRICHMENTENRICHMENT
• Job enrichment is not a substitute for good
management.
• ‘Enriched’ is relative term
• Enriching jobs may create a ‘snow ball’ effect
• Job enrichment assumes that workers want more
responsibility
• Job enrichment may have negative short-run
effects
• Job enrichment may become static
• Participation can affect the enrichment process
• Change is difficult to implement
6. SOCIO-TECHNICALSOCIO-TECHNICAL
SYSTEMSSYSTEMS
• This approach focuses on organization as being
made up of people with various competencies
who use tools, machines and techniques to create
goods or services valued by customers and other
stake holders.
• It is to be designed according to the demands of
the customers, suppliers and stakeholders in the
external environment.
