Job enlargement is another method of job design when any organization wishes to adopt proper job design it can opt for job enlargement. Job enlargement involves combining various activities at the same level in the organization and adding them to the existing job. It increases the scope of the job. It is also called the horizontal expansion of job activities.
If Mr. A is working as an executive with a company and is currently performing 3 activities on his job after job enlargement or through job enlargement we add 4 more activities to the existing job so now Mr. A performs 7 activities on the job. It must be noted that the new activities which have been added should belong to the same hierarchy level in the organization. Through job enlargement we provide a much variety of activities to an employee, besides we have an advantage to make maximum use of employee’s skill Job enlargement contradicts the principles of specialisation and the division of labour whereby work is divided into small units, each of which is performed repetitively by an individual worker.
Some motivational theories suggest that the boredom and alienation caused by the division of labour can actually cause efficiency to fall. Thus, job enlargement seeks to motivate workers through reversing the process of specialisation. A typical approach might be to replace assembly lines with modular work; instead of an employee repeating the same step on each product, they perform several tasks on a single item.
In order for employees to be provided with Job Enlargement they will need to be retrained in new fields which can prove to be a lengthy process. However results have shown that this process can see its effects diminish after a period of time, as even the enlarged job role become the mundane, this in turn can lead to similar levels of demotivation and job dissatisfaction at the expense of increased training levels and costs. The continual enlargement of a job over time is also known as job creep, which can lead to an unmanageable workload.
The difference between job enrichment and job enlargement is quality and quantity. Job enrichment means improvement, or an increase with the help of upgrading and development, whereas job enlargement means to add more duties, and an increased workload. By job enrichment, an employee finds satisfaction in respect to their position and personal growth potential, whereas job enlargement refers to having additional duties and responsibilities in a current job description.
Job enlargement is a vehicle employers use to put additional workload on employees, perhaps in economical downtime. Due to downsizing, an employee might feel lucky to have a job at all, despite the fact that his duties and responsibilities have increased. Another approach is that by adding more variety and enlarging the responsibilities will provide the chance of enhancement and more productivity. Job enrichment involves organizing and planning in order to gain more control over their duties and work as a manager. The execution of plans and evaluation of results motivates workers and relieves boredom. Job enlargement and job enrichment are both useful for motivating workers to perform their tasks enthusiastically.
Although job enlargement and enrichment have a relationship with each other, they also possess some distinct features that differentiate them, such as area of expansion, mutual reliance, allocation of duties and responsibilities, motivation and profundity. Job enrichment is largely dependent on job enlargement, whereas job enlargement has no such dependency. Job enlargement expands horizontally when compared to job enrichment, which expands vertically. Vertical growth of job or augmentation is helpful to obtain managerial rights. In spite of mutual dependency, managerial duties are sanctioned, as in the case of enhancement. The employee focuses more on job depth, which does not happen in job enlargement. Job enrichment has a greater motivational impact than job enlargement. The job enlargement theory involving horizontal expansion to increase job satisfaction and productivity is relatively simple, and applied in numerous situations. Job enrichment, when compared to job enlargement, not only includes more duties and responsibilities, but also gives the right of decision making and control.
Job Enrichment and Empowerment
Benefits of job enrichment
Job enrichment offers many benefits and can be categorized into two sections. Here is a list of some of the benefits for both employees and employers:
What is job enrichment?
Job enrichment is a motivational technique used to increase an employee’s satisfaction in the workplace by delegating additional responsibilities that would typically be reserved for a higher-level position, such as a manager or supervisor. An enriched position offers the employee the opportunity for autonomy in their duties within an organization.
Here are some characteristics an enriched job may have:
How to enrich employees in their jobs
Organizations may want to gain insight into what needs to occur for a job to be considered enriched. Each business will have to assess what aspect of enrichment works according to their needs and their employees’ needs. Here are ways you can begin to implement job enrichment:
1. Discuss Professional Development. Figure out which opportunities appeal to employees throughout different departments by communicating with them about the types of enrichment opportunities that could benefit them. Try scheduling monthly lunches with employees and leaders who don’t normally interact with one another to invite transparency and an exchange of perspectives. This will likely interest the employee in learning more about how they can develop with the company, and they will be more willing to share in the job enrichment experience.
2. Find balance. It may not be feasible to expand every employee’s job responsibilities at the same time. Find a system that works best for your company and its continued productivity. It’s also important to consider how some employees work better with a diverse workload, while others may work better with one specific challenging or intensive task. Knowing how your employees perform best will likely help you to balance duties and enrichment opportunities.
3. Offer continued education. Employees usually appreciate opportunities to increase their knowledge and broaden their skill set as they continue trying to improve their standing in the company. For instance, your organization could offer opportunities like training, mentorship or tuition reimbursement. Offering education opportunities to employees will help you gain an adaptable and well-trained workforce.
4. Begin cross-functional training. Cross-functional training allows your employees to learn new skills and business strategies from individuals in other departments within the company in a hands-on environment. Your employees will gather information about how their work fits into the overall functionality of the business and gives them a break from the monotony they may be experiencing in their current role. If you implement cross-functional training, you may spend less on outside recruiting to fill positions, including leaves of absence and vacation.
5. Delegate responsibilities. Demonstrate the trust you have in your employees by delegating more responsibilities to them. This will lessen your workload and increase their confidence in themselves as well as contribute to their overall job enrichment.
6. Develop a communication plan. To make these big changes, you will need to implement job enrichment in phases to optimize the benefits. The most important part of this process is communication between leaders, departments and employees. Try scheduling department meetings to clearly explain which employees are responsible for each new task. You may also want to have regular check-ins with your employees to gain feedback about how their responsibilities are going and how it is contributing to their overall job satisfaction.
What is the difference between job enlargement and job enrichment?
- Rotate Jobs. Look for opportunities to let your team members experience different parts of the organization and learn new skills. …
- Combine Tasks. …
- Identify Project-Focused Work Units. …
- Create Autonomous Work Teams. …
- Widen Decision Making. …
- Use Feedback Effectively.
What is the difference between job enrichment and job redesign?
- Advantage: Learn New Skills. …
- Advantage: Reduce Boredom. …
- Advantage: Receive Recognition. …
- Advantage: Employee Motivation. …
- Disadvantage: Lack of Training. …
- Disadvantage: Increase Workload. …
- Disadvantages: Conflict With Non-Participants. …
- Disadvantage: Poor Performance.
What is job enrichment advantages and disadvantages?