PROJECT

ON

JOB ENRICHMENT

TO PUNJAB TECHNICAL UNIVERSITY GUIDED BY SUBMITTED BY

Mr.Laljeet Patel NATH Punjab Technical ANAMIKA MBA- 3rd

University Jagdalpur, C.G. Roll No. 11211850011 Punjab Technical University Jagdalpur, C.G.

INTRODUCTION
Our society is composed of many different kinds of organizations. There is military health, religious, political, industrial, governmental, social and educational organizations to name just a few. These organizations affect our lives in important ways. Further these organizations provide the setting in which most persons spend a large part of their time working. Realizing the pervasiveness of organizations in our lives, it is not surprising that behavioral and social scientists have exerted a great deal of effort in the study of organizations and their processes. Every organization should have clarity of its objectives to enable the people to have a better understanding. After having decided on the primary objectives of an organization it is necessary to think of various activities that must be carried out to enable the

organization to achieve its overall objectives. To achieve these specific objectives, the employees should be motivated by providing good jobs after having a better understanding the nature of people and job.

Job Enrichment Concept and Principles

A planned program for enhancing job characteristics is typically called job enrichment. Job enrichment loads the job vertically. Job enrichment means adding duties and responsibilities that will provide for skill variety, task identify, task significance, autonomy and feedback on job performance. It tries to deal with dissatisfaction by increasing job depth as work activities from a vertical slice of the organizational unit are combined in one job. Job enrichment consists of designing the job in such a way that the worker gets greater autonomy for planning and controlling his own performance. The greatest motivation for the employee, according to this method, is the opportunity for achievement, recognition, responsibility, and growth. In job enrichment, jobholder is given measure of discretion in making operational decisions concerning his job. In this sense, he gains a feeling of higher status, influence and power.

Job enrichment is an approach for redesigning jobs to increase intrinsic motivation and job satisfaction. Job enrichment movement is a reaction to the excesses of scientific management. In the early part of this century, scientific management was widely acclaimed as a method of designing jobs effectively. The implications of job enrichment for employee productivity are less clear, and the results of studies in which productivity could be measured are mixed. The effect of job enrichment on productivity will depend on whether efficiency is increased to decrease and on the extent to which any reduction in efficiency is compensated by an increase in how fast employees work. Even when the individual productivity of employee is not increased by job enrichment, there is likely to be some reduction in direct and indirect labor costs as a result of improved quality and lower absenteeism and turnover.

Principles of Job Enrichment Enunciated by Herzberg

Remove some controls while retaining accountability Give a person complete nature unit of work like a module, a division, area, etc. Grant additional authority to an employee in his activity, which is job freedom Increase the accountability of individuals for their work

Make Periodic reports directly available to the worker himself rather than to the Supervisor Introduce newer and more difficult tasks not previously handled Assign individual specific steps or tasks to people enabling them to become experts.

Steps in Job Enrichment

Job enrichment is a promising approach for increasing motivation and improving employee performance, but there are some limiting conditions. It is not effective with all kinds of employees and it is not appropriate for all kinds of jobs. The cost of redesigning or replacing equipment makes extensive job redesign uneconomical in certain situations. The feasibility of job enrichment is also doubtful where the lass in efficiency would greatly exceed any benefits from increased motivation and satisfaction. Finally, some jobs appear to defy attempts at enrichment, although it is likely that many of these jobs can eventually be automated. Herzberg suggested that job should be taken up for detailed analysis to find out the level of motivators present in the job and then steps can be taken to enrich the job such steps will help the job become satisfying to the individual which will contribute to his development.

 For job enrichment, appropriate jobs have to select for better results. Change is a stable one. So start the programme of job enrichment with a belief that changes made in the jobs will produce good results Clear discussion is required on the list of changes that can be made in the job for its enrichment. Continuously a review is required, on the list to eliminate the suggestions, which involve hygiene. Also review the list again the remove some suggestions which are too general and which do not give any specific ideas about how general things can be made specific.

Nature of Job and Jab Redesign

The primary objective of organization is to achieve its objectives very effectively and efficiently to be more competitive always. Every one is the organization should have clarity about the objectives of the organization. This is the responsibility of the top management to see every one is clear of the objectives of the company. After having decided on the primary objectives of an organization it is necessary to think of various activities that must be carried out to enable the organization to achieve its overall objectives. This breaking down of the objectives into manageable operations needs to be done in a manner that will ensure efficient utilization of resource

men materials, machines and money towards manufacturing goods or providing service services of high quality. This calls for a scientific and systematic analysis of various jobs that must be performed according to the laid down criteria and with maximum efficiency. These job must fit together coordinate and be directed towards the objectives of the organization.

What is Job
Every job is composed of task, duties, and responsibilities. Although the terms Position and Job are often used interchangeably, there is a slight difference in emphasis. A position is collection of tasks, duties and responsibilities performed by one person. A job may include more than one position. Thus, if there are two persons operating postage meter in a mailroom, there are two positions but just one job. Individual responses to jobs vary. A job may be fascinating to you but not to someone else. It is useful for a manager to know that effect a job has on different people. Depending on how jobs are designed, they may provide more or else opportunity for employees to satisfy job related needs. For example, a sales job may provide a good opportunity to satisfy social needs, whereas a training assignment may satisfy a persons need to be an a expert in a certain area. A job that gives you little latitude to do anything your way may not satisfy your

creative or innovative needs. One well respected theory suggested that a job will be satisfying to the individual doing it when three critical psychological states are created, such as: The person must find the work meaningful. The person must feel responsibility for the results of the work.

The Main Objectives of Job Design are as follows

The first objective of job design is to meet the requirements of the organization, such as high productivity, technical efficiency and quality of work. The second objective is to satisfy the needs of the individual employees such as job satisfaction in terms of interest, challenge and achievement. The next objective is to integrate the needs of the individual with the requirements of the organizations.

Job designed on classical principles to maximize efficiency and to reduce cost lead to situations, where hidden psychological costs are very high, particularly in the present with heightened awareness, improved education and rising aspirations of the employees. If jobs fail to provide opportunities for human need satisfaction, a majority of employees become alienated and frustrated. The alienation and frustration of employees at

organizational level get reflected in such behavior as superficial attention to work, poor quality- consciousness, loss of interest in work, absenteeism resistance to change and even sabotage. At individual level, it may result in physical illness, poor mental health, chronic depression and maladjustment to family and community life. The psychological and motivational costs monotonous, unchallenging jobs may well exceed their presumed economic benefits.

The Redesign of Jobs Usually includes such Steps as the following :

Combine several jobs into a larger job involving a wider variety of skills. Give each employee a natural unit of work so he or she can complete a meaningful task. Allow employees more responsibility for quality control and self-determination of work procedures. Allow employees to deal directly with clients, support personnel, and persons performing related jobs. Provide channels of performance feedback so that an employee can monitor and self-correct work behavior.