Job enrichment vs. Job emlargement

Job enrichment

* Definition

Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as 'vertical loading' of a job, while job enlargement is 'horizontal loading'. An enriched job should ideally contain:

직무충실(직무확충)이란, 종업원들이 그들의 능력범위에서 사용할 수 있도록 기회를 부여함으로써 종업원들을 동기화시키는 시도를 말한다. Herzberg(1950년대)에 의해 이러한 개념이 제안되었다. 도전에의 변화없이 단순히 과업의 숫자를 증가시키는 직무 확장과는 다르다고 할 수 있다. 이러한 직무충실은 직무확장이 '수평적'인 것에 반해 '수직적'으로 묘사된다.


A range of tasks and challenges of varying difficulties

• A complete unit of work - a meaningful task
• Feedback, encouragement and communication

* Techniques

Job enrichment, as a managerial activity includes a three steps technique:

1. Turn employees' effort into performance:

• Ensuring that objectives are well-defined and understood by everyone. The overall corporate mission statement should be communicated to all. Individual's goals should also be clear. Each employee should know exactly how he/she fits into the overall process and be aware of how important their contributions are to the organization and its customers.
• Providing adequate resources for each employee to perform well. This includes support functions like information technology, communication technology, and personnel training and development.
• Creating a supportive corporate culture. This includes peer support networks, supportive management, and removing elements that foster mistrust and politicking.
• Free flow of information. Eliminate secrecy.
• Provide enough freedom to facilitate job excellence. Encourage and reward employee initiative. Flextime or compressed hours could be offered.
• Provide adequate recognition, appreciation, and other motivators.
• Provide skill improvement opportunities. This could include paid education at universities or on the job training.
• Provide job variety. This can be done by job sharing or job rotation programmes.
• It may be necessary to re-engineer the job process. This could involve redesigning the physical facility, redesign processes, change technologies, simplification of procedures, elimination of repetitiveness, redesigning authority structures.

2. Link employees performance directly to reward:

• Clear definition of the reward is a must
• Explanation of the link between performance and reward is important
• Make sure the employee gets the right reward if performs well
• If reward is not given, explanation is needed

3. Make sure the employee wants the reward. How to find out?

• Ask them
• Use surveys( checklist, listing, questions)
  
  
  
  그 구체적인 실행방법으로는, 우선 수행을 그들의 노력으로 돌리고, 종업원들의 수행에 직접적으로 보상을 연결시키되, 종업원이 원하는 보상을 통해 그 효과를 극대화시키는 것이 좋다.
  
  
  원문출처: Wikidipia (일부 수정되었습니다)
  http://enc.daum.net/dic100/contents.do?query1=20XX991337