Job Enlargement, Rotation And Enrichment

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It is important for organizations to understand how job enlargement, rotation and enrichment, play a critical role in the workplace motivation. Each of these components has a certain level of similarities and differences that can be helpful or harmful in an organization. According to Chung and Ross (1977), horizontal job loading is a phrase used to describe job enlargement. It adds more task elements to an existing job and requires that employees perform large units of work instead of fragmented portions. Job enlargement could have the ability to improve employee satisfaction, reduce costs and potentially increase productivity. It can accomplish this by expanding the responsibilities assigned to one individual. However, while it seems to have many pros it could also have some setbacks that an organization should be prepared to handle. Because there are more duties required for the same job, an employee may experience a level of exhaustion over time. When strategically planning on how job enlargement will benefit various positions within the company, employees’ overall physical and mental well-being should be monitored in order to sustain a optimal level of performance and motivation. According to Lawler (1969), the level of energy required to meet the production rate of jobs that have been enlarged could decrease the motivation generated by employees overtime. This is not to say that job enlargement is necessarily bad. It is quite possible that if properly applied, it
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