Job Enrichment
Job Enrichment Positive motivation is the key to job enrichment. Professor Frederick Herzberg’s two-factor theory suggests, “Individuals are motivated more by intrinsic aspects of work than by extrinsic rewards” (Noe et al. 110). These factors can be further defined as motivating and hygienic. Herzberg concludes that, “giving an employee the opportunity to utilize their ability is job enrichment” (Herzberg 1973). Intrinsic or motivating job factors include achievement, recognition, meaningful work, increased responsibility, and growth (Noe et al. 110-111). Herzberg reasons that, in order to be motivated, an employee must have the ability through training to actually perform the task.
Therefore, an employee’s training level determines the scale of achievable motivation and overall job satisfaction. Extrinsic or hygienic job factors consist of salary, how an employee is treated on the job, supervision, and work conditions. Such factors are indicative of movement rather than motivation and are considered environmental. However, hygienic factors are necessary to ensure an employee does not become dissatisfied with the workplace (Herzberg 1973). The selected video entitled “Jumping for the Jelly Beans Part 1 of 2” addresses job enrichment, as discussed in chapter four, “Analyzing Work and Designing Jobs”. The subject of the video is a lecture given by Professor Frederick Herzberg, the authority on job enrichment. Herzberg’s motivator-hygiene theory has greatly impacted the global workplace. “Jumping for the Jelly Beans Part 1 of 2” points out the basis of job enrichment, through the use of easily understandable graphics and analogies. In order to attract today’s high quality workforce, organizations find it necessary to implement job enrichment programs. Empowering workers through motivation improves productivity, increases job satisfaction, and ensures employee retention.
Works Cited
Noe, Raymond A., Hollenbeck, John R., Gerhart, Barry,
Therefore, an employee’s training level determines the scale of achievable motivation and overall job satisfaction. Extrinsic or hygienic job factors consist of salary, how an employee is treated on the job, supervision, and work conditions. Such factors are indicative of movement rather than motivation and are considered environmental. However, hygienic factors are necessary to ensure an employee does not become dissatisfied with the workplace (Herzberg 1973). The selected video entitled “Jumping for the Jelly Beans Part 1 of 2” addresses job enrichment, as discussed in chapter four, “Analyzing Work and Designing Jobs”. The subject of the video is a lecture given by Professor Frederick Herzberg, the authority on job enrichment. Herzberg’s motivator-hygiene theory has greatly impacted the global workplace. “Jumping for the Jelly Beans Part 1 of 2” points out the basis of job enrichment, through the use of easily understandable graphics and analogies. In order to attract today’s high quality workforce, organizations find it necessary to implement job enrichment programs. Empowering workers through motivation improves productivity, increases job satisfaction, and ensures employee retention.
Works Cited
Noe, Raymond A., Hollenbeck, John R., Gerhart, Barry,
Cited: Noe, Raymond A., Hollenbeck, John R., Gerhart, Barry, Wright, Patrick M., “Analyzing Work and Designing Jobs.” Fundamentals of Human Resource Management. 4th ed. New York: McGraw-Hill/Irwin. 2011 Herzberg, Frederick. “Jumping for the Jelly Beans Part 1 of 2.” Lecture. 1973. YouTube, 27 Jan. 2013. http://www.youtube.com/watch?feature=player_detailpage&v=o87s-2YtG4Y