How can managers enrich or enlarge employees’ jobs?
The enhancement of a worker’s motivation by telling him or her to perform more duties might sound counter-intuitive. But job enlargement and enrichment can result in greater job productivity and satisfaction as long as the manager handles it skillfully. The concept of enrichment and enlargement particularly takes place in small enterprises where employees are not grouped into specific departments; hence, specialization cannot limit them to pitch in different tasks. The leader must review the current components and core functions before focusing on work enrichment and enlargement. He or she should also ask for the perspectives of the employees so that it will be easier to place people where they fit in best (Mihaela, 2014).
What reactions, both positive and negative, might an employee have to change in responsibilities and duties one he or she is enriched. Why?
Negative reactions from the personnel arise when the manager has not carried out the review of organizational operations and obtained feedback from the employees concerning the enlargement of duties. The lack of a comprehensive analysis gives workers tasks that they are not familiar with or do not enjoy. Also, job enlargement must go hand in hand with the increase in wages. Positive perspectives emanate due to the thrill of a new challenge. If the employee was used to the same tasks every day and the leader introduces a new responsibility or changes the usual aspects of their duties, he or she will rise to the challenge. Also, with job enlargement comes the hope of more wages (Paulisic, Golja & Unkovic, 2013).
How might job enrichment or enlargement impact an organizational culture, productivity, and profitability?
Job enlargement and enrichment change the culture of the corporation for the better. By incorporating new strategies of doing tasks as well as different responsibilities, the productivity is made more efficient and enhanced (Mihaela, 2014). The culture also becomes renewed in the sense that the normal ways of handling tasks are revitalized. Profitability arises due to increased productivity and motivation amongst the employees.
References
Mihaela, R. (2014). Motivating Employees-a Key Component of Human Resources in Organizations. Ovidius University Annals, Economic Sciences Series, 14(1), 408-412.
Paulisic, M., Golja, T., & Unkovic, B. (2013, September). Organizational Innovation-can job Enrichment Enhance Employee? In European Conference on Innovation and Entrepreneurship (Vol. 2, p. 482). Academic Conferences International Limited.
