Job Enrichment
Job enrichment offers employees an opportunity to do tasks that are different than what was originally outlined in their job descriptions. The concept reviews the advantages and disadvantages of this approach, the success factors, and how it has been used in organisations across various sectors.
Technique Overview
Job Enrichment Definition
Conceptualised and developed in the 1950s by an American psychologist, Frederick Herzberg, job enrichment refers to redesigning a job to allow for more autonomy and reduce the effects of monotony. Some of the effects that it attempts to reverse are boredom, lack of flexibility and employee dissatisfaction (Leach et al., 2003).
Job Enrichment Description *
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Business Evidence
Strengths, weaknesses and examples of Job Enrichment *
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Business Application
Implementation, success factors and measures of Job Enrichment *
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Professional Tools
Job Enrichment videos and downloads *
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Further Reading
Job Enrichment web and print resources *
Job Enrichment references (4 of up to 20) *
- Cappelli, P. and Nikolai R. (1994) New Work Systems and Skill Requirements. International Labour Review, Vol. 133(2), pp. 204-20.
- Cunningham, J.B. and Eberle, T. (1990) A Guide to Job Enrichment and Redesign.
- Clark, A.E., Georgellis, Y. and Sanfey, P. (1998) Job Satisfaction, Wages and Quits: Evidence from German Panel Data. Research in Labor Economics, Vol. 17, pp. 88-101.
- Delbridge, R., Turnbull, P. and Wilkinson, B. (1992) Pushing Back the Frontiers: Management Control and Work Intensification Under JIT/TQM Regimes. New Technology, Work and Employment, Vol. 7, pp. 97-106.
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