Page 67 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes (ii) rotation
(iii) enlargement
(iv) revitalisation
4. The job characteristics model is mostly concerned with:

(i) enrichment
(ii) rotation
(iii) enlargement
(iv) revitalisation

5. Job security would fall under which of the following needs:
(i) safety
(ii) social
(iii) ego

(iv) self-actualisation

4.7.1 Techniques of Job Enrichment

1. Increasing the responsibility of the activity.
2. Providing wider scope, more sequence and increased pace of the work.
3. Providing the freedom of work by minimizing controls when the employees are clearly
accountable for attaining defined goals.
4. Giving a natural unit of work either to an employee or group of employees.
5. Allowing the employees to set their own standards or targets.

6. Introducing new, difficult, creative tasks to the employees.
7. Encouraging employee participation in planning, innovations and creations.

4.7.2 Steps in Job Enrichment

1. Selecting those jobs which permit close relation between motivation and job performance.
2. Introducing on a pilot scheme basis.
3. Starting with the assumption that these jobs can be changed.

4. Brainstorming a list of changes that may enrich the jobs.
5. Concentrating on motivational factors such as achievement, responsibility, self-control.
6. Trying to change the content of the job rather than changing the employees from their
jobs.
7. Providing adequate training, guidance, encouragement and the help.
8. Introducing with care as job enrichment programmes may be resisted by employees.

9. Preparing the specific programmes for each project and ensure the control information to
monitor the performance.

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