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.
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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Examples of Job Enrichment *
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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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