Job Enrichment and Job Rotation
Operations Management | Research Paper | Job Enrichment and Job Rotation |
Submitted by Brian King
12/6/2012
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Abstract
The purpose of this paper is to examine job enrichment and job rotation - how these programs can motivate employees to do their jobs better and the ways that managers use job enrichment and rotation to motivate employees. In it I will examine how employee job satisfaction is affected by job enrichment and job rotation, the benefits and disadvantages of both for the employee and the organization.
Introduction
Job rotation is a job design technique in which employees are moved between two or more jobs during the working day in order to add variety to a job during the working day. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction, increase interest and motivation, and to cross-train them. Job rotation is often used in assembly line work where there is a uniform process with highly repetitive tasks that can become boring to employees doing the same tasks over and over again.
Job enrichment is the process of making a job more interesting, challenging and satisfying by adding more meaningful tasks and duties. Typically, job enrichment involves combining various existing and new tasks into one job that gives the employee an increase in responsibilities and the scope of their job.
In the 1959, behavioral scientist Frederick Herzberg first introduced the two factor theory or the motivation hygiene theory that proposed that there are some job factors that lead to job satisfaction. He stated that management ought to focus on rearranging work to promote motivation factors and suggested that job rotation and job enrichment are two of the factors that can lead to job satisfaction and more motivated employees. These factors are said to help improve productivity at the same time as increasing job satisfaction.
The Theory Behind Job
Submitted by Brian King
12/6/2012
|
Abstract
The purpose of this paper is to examine job enrichment and job rotation - how these programs can motivate employees to do their jobs better and the ways that managers use job enrichment and rotation to motivate employees. In it I will examine how employee job satisfaction is affected by job enrichment and job rotation, the benefits and disadvantages of both for the employee and the organization.
Introduction
Job rotation is a job design technique in which employees are moved between two or more jobs during the working day in order to add variety to a job during the working day. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction, increase interest and motivation, and to cross-train them. Job rotation is often used in assembly line work where there is a uniform process with highly repetitive tasks that can become boring to employees doing the same tasks over and over again.
Job enrichment is the process of making a job more interesting, challenging and satisfying by adding more meaningful tasks and duties. Typically, job enrichment involves combining various existing and new tasks into one job that gives the employee an increase in responsibilities and the scope of their job.
In the 1959, behavioral scientist Frederick Herzberg first introduced the two factor theory or the motivation hygiene theory that proposed that there are some job factors that lead to job satisfaction. He stated that management ought to focus on rearranging work to promote motivation factors and suggested that job rotation and job enrichment are two of the factors that can lead to job satisfaction and more motivated employees. These factors are said to help improve productivity at the same time as increasing job satisfaction.
The Theory Behind Job
Bibliography: Hackman, J., & Oldham, G. (1976). Motivation Through The Design Of Work: Test Of A Theory. Organizatiinal Behaviour and Human Perfomance Vol. 16. Heathfield, S. M. (2012, November 30). Human Resources. Retrieved November 30, 2012, from About.com: www.ilr.cornell.edu/library/research/.../managingperformance.html Herzberg, F. (1974). The Wise Old Turk. Harvard Business Review, Vol. 52, No.1, 70-80. Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation To Work. New York, NY: Wiley.