The document discusses job enrichment, which involves providing employees with more challenging responsibilities and decision-making authority to motivate them. It was developed by Fredrick Herzberg in the 1950s. Job enrichment vertically expands jobs and gives workers achievement, recognition, and a sense of belonging. It can reduce absenteeism and turnover when applied to skilled workers. However, it may not always achieve expected results and some workers may oppose changes. The document provides strategies for enriching jobs, such as rotating tasks and forming autonomous work teams.

1. PRESENTED BY,
ARCHANA.S.R
ROLL NO:8
S2-BATCH

2.  The concept of job enrichment was
developed by Fredrik Herzberg in the 1950s.
 Job enrichment involves providing an
employee with more responsibility for a job
and challenges the individual’s skills at
work.
 Enrichment involves increasing the
decision-making authority and encouraging
the employee with their tasks.

4. The characteristics or features of job
enrichment are:-
Nature of Job : Job enrichment is a vertical
expansion of the job.
Objective : The objective of Job enrichment
is to make the job more lively and
challenging.

5. Positive Results : Job
enrichment gives positive
results if the workers are highly
skilled.
Direction and Control : Job
enrichment encourages self-
discipline.

6. The importance or merits or advantages of job enrichment are:-
 Job enrichment is useful to both the workers and the organization.
 The worker gets achievement, recognition and self-actualization.
 The worker gets a sense of belonging to the organization.
 The worker finds the job meaningful.
 Job enrichment reduces absenteeism, labour-turnover and grievances.
 It motivates the workers to give best performance.

7. The shortcomings or demerits or limitations of job enrichment are:-
 In many cases, job enrichment does not give the expected results.
 It makes many changes in the job. So many workers oppose it.
 It has limited use for highly skilled managers and professionals.
 The consent of workers is not taken before implementing job enrichment.
 Managers force the workers to accept job enrichment, which is not good.

8. Some strategies you can use to enrich jobs in your workplace:
Rotate Jobs -Give people the opportunity to use a variety of skills, and
perform different kinds of work.
Combine Tasks -Combine work activities to provide a more challenging and
complex work assignment.

9. Identify Project-Focused Work Units – Break your typical functional lines and
form project-focused units.
Create Autonomous Work Teams – This is job enrichment at the group level.
Implement Participative Management – Allow team members to participate in
decision making and get involved in strategic planning.

10. Redistribute Power and Authority – Redistribute control and grant more
authority to workers for making job-related decisions.
Increase Employee-Directed Feedback – Make sure that people know how
well, or poorly, they're performing their jobs.

11. Step One – Find out where people are dissatisfied with their current work
assignments.
Step Two – Consider which job enrichment options you can provide.
Step Three – Design and communicate your program.

12. Job enrichment is a fundamental part of attracting, motivating, and
retaining talented people, particularly where work is repetitive or boring.
To do it well, you need a great match between the way your jobs are
designed and the skills and interests of the employees working for you.

13. Human Resource Management - C.B.Gupta
Human Resource Management – Shashi.K.Gupta and Rosy Joshi
http://www.enotes.com/job-enrichment-reference/job-enrichment
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http://www.businessdictionary.com/definition/job-enrichment.html
http://management.about.com/cs/people/g/jobenrichment.htm
http://tutor2u.net/business/people/motivation-financial-job-enrichment.asp