1.1 BACKGROUND OF THE
STUDY>
To enrich a position, first brainstorm a list of potential changes
to the position. Once you have a list of options, Herzberg recommends using the
following seven principles to review the options, and shortlist only those that
invoke one or more of the following: Removing some controls while retaining
accountability ;Increasing the accountability of individuals for own work
giving a person a complete, natural unit of work ;Granting additional authority
to employees in their activity ;Making periodic reports directly available to
the workers themselves rather than to supervisors ;Introducing new and more
difficult tasks not previously handled ;Assigning individuals specific or
specialized tasks; enabling them to become experts .For example, you might have
on your list ‘Allow staffer A to present the monthly report directly to senior
management.’ When you review this option against our list above, you find that
it will meet the following goals: ;Increasing the accountability of individuals
for own work – by having them present directly to senior staff. ;Granting
additional authority to employees in their activity – by trusting them to make
a presentation to a second level manager. Advantages;Learn new skills:By having
more responsibilities, the employee will have the chance to work on new tasks
and therefore learn new skills. Decision making can lead to the employee to
think, decide, and try new things. By having to learn new skills, the employee
has the opportunity to become proficient at certain tasks and even become
experts.Reduceboredom:Job enrichment focuses on giving employees more variety
and responsibilities. The target of job enrichment is to reduce the chance of
boredom from the repetitive, tedious activities.Creates a better work
environment: The net result of job enrichment is an overall more positive
environment that promotes maximum productivity. This is simply because
employees who are treated better tend to have better attitudes around the work
place and tend to spread that positivism around the office.DisadvantagesLack of
preparation: Because employees are given more activities and responsibilities
in job enrichment, they do not necessarily have the right skills or experience
for the job. Because the employee is not prepared or trained enough to do the
activity, then they may not be as efficient as someone who is already trained
or skilled in that particular activity. As a result, they may have a lower
productivity rate.Heavier Workload: Job enrichment increases the employee’s
overall workload. This requires skill in reprioritization for the employee.
Some employees may not be able to quickly adjust to their new responsibilities.
Employees may feel overloaded and tired, so they may have a lower productivity
rate.Clash with Non-participants: Understandably, not every employee at a
company can participate in job enrichment. Those who cannot join may feel
disconnected from the company and not part of the team. The employees who
cannot join may even feel jealous towards participants.Poor Performance: As a result
of lack of preparation and heavier workload, some employees may not perform as
efficient as prior to job enrichment. These employees may actually work better
in a non job-enriching environment. By not doing as well as desired, they may
feel inept. Their poor performance may lead to demotions, which tends to have a
negative impact on the employee’s self –confidence and motivation.Job
enrichment, as a managerial activity includes a three steps technique:Turn
employees’ effort into performance: Ensuring that objectives are well-defined
and understood by everyone. The overall corporate mission statement should be
communicated to all. Individual’s goals should also be clear. Each employee
should know exactly how he/she fits into the overall process and be aware of
how important their contributions are to the organization and its
customers.Providing adequate resources for each employee to perform well. This
includes support functions like information technology, communication
technology, and personnel training and development.Creating a supportive
corporate culture. This includes peer support networks, supportive management,
and removing elements that foster mistrust and politicking.Free flow of
information. Eliminate secrecy.Provide enough freedom to facilitate job
excellence. Encourage and reward employee initiative. Flextime or compressed
hours could be offered.Provide adequate recognition, appreciation, and other
motivators.Provide skill improvement opportunities. This could include paid
education at universities or on the job training.Provide job variety. This can
be done by job sharing or job rotation programmes.It may be necessary to
re-engineer the job process. This could involve redesigning the physical
facility, redesign processes, change technologies, simplification of
procedures, elimination of repetitiveness, redesigning authority
structures.Link employees performance directly to reward: Clear definition of
the reward is a must.Explanation of the link between performance and reward is
important.Make sure the employee gets the right reward if performs well.If
reward is not given, explanation is needed.Make sure the employee wants the
reward. How to find out? .Ask them.Usesurveys( checklist, listing, questions).
Once you know what the employees want, give them the tools they need to earn it
and follow through on your word..the research therefore seek to evaluate job
enrichment ,its implication and application with a case study of first bank plc
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