Is the process of increasing the number of tasks in a job to increase variety and motivation

Job enrichment is a famous task designtechnique. In this guide, we will describe what project enrichment is, dive right into thebenefits of project enrichment, offer examples of just how to enrich work, and comparejob enrichment to task enlargement.

You watching: Is the process of increasing the number of tasks in a job to increase variety and motivation

Table of content What is task enrichment? A definition Job enrichment theory Advanteras of project enrichment The Job Diagnostic Survey 12 project enrichment interventions Job enrichment vs. job enlargement Barriers to task enrichment Wrapping up FAQ

What is project enrichment? A definition

Job enrichment is a procedure that ischaracterized by adding dimensions to existing tasks to make them moremotivating. Instances of project enrichment include adding additional jobs (also calledproject enlargement), enhancing skill variety, including interpretation to tasks, creatingautonomy, and also providing feedback.

The goal of project enrichment is to produce a motivating task. This deserve to be done, for example, by taking a continuous, ‘boring’ project and also adding additional responsibilities that make the task more coherent for the worker. Job enrichment is, therefore, component of job design and also job redesign.

The biggest reason to invest in task enrichment is that it leads to incentive. This renders job enrichment particularly pertinent for very experienced, white-collar organization work. According to Fein (1986), task enrichment is less crucial for blue-collar workers. Here their main concern is pay, task defense, and also the rules of the worklocation. Job enrichment is much less efficient in this context bereason it does not attend to these troubles.

To conclude through a project enrichment definition: Job enrichment is the procedure of adding motivators to existing roles in order to rise satisfaction and productivity for the employee.


Job enrichment theory: a brief history

To understand wright here task enrichment camefrom, we need to take a look at the background publications.

In the early days of 1914, the Ford MotorCompany type of had actually caught 48% of the automobile sector. Henry Ford gained thismarket share bereason he basically changed the means cars were built.

Together with Frederick Taylor, the fatherof scientific administration, he developed a very first version of the assembly line. Fordand Taylor used an engineering method to work by chunking a complexprocess favor building a auto right into simple work that are then executed byworkers, specialized in just that one task (e.g., attaching a wheel). Thiscaused the initially mass production of cars. In 1914, the Ford Motor Companyhad the ability to make a brand-new automobile eexceptionally 93 minutes – a record at the moment.

However before, tright here was a trouble. Even though the workers in the Ford manufacturing facility were extremely fertile, they were bored out of their minds. It turned out that aligning workers through the the majority of efficient work tasks is not always the best means to motivate and retain them.

Ford’s moving assembly line was good for the company’s performance but less so for employee morale.Image source

A few decades later, in 1959, FrederickHerzberg publimelted his two-variable concept of incentive. Herzberg proposed that someproject factors lead to satisfaction. These are motivators. Instances includeacknowledgment, duty, meaningfulness, and also a sense of achievement. Asatisfying project have to have actually adequate motivators.

This motivational approach uses an alternativeto the design technique used in scientific monitoring. In the motivationalmethod, project enrichment plays an essential part. Here, jobs are developed tosatisfy an employee and also their needs, AKA motivate. This strategy provideshuman being with autonomy, duty, the ability to execute a project from begin tofinish, and performance feedago.

This method was later on polished in Hackguy and also Oldham’s 1980 project features design. They proposed that tright here are task characteristics that bring about meaningfulness, incentive, and also performance. Job enrichment is the process of adding motivators to existing work to rise job satisfaction.


The validity of this version was assessed through a meta-evaluation of practically 200 researches on the model. The outcomes of the analysis proved assistance for the various task attributes, although tbelow was some conflict about the precise variety of dimensions. Psychological states were shown as a mediator between job qualities and outcomes (Fried & Ferris, 1987).

Since the topic of project enrichment has actually been so well-established in the literature, we will certainly use some older sources as they are still the go-to location for this strategy.

Advantperiods of task enrichment

As mentioned in our definition, the primary goal of task enrichment is to produce catalyst, better satisfaction, and occupational quality renovations for employees.

The results of project enrichment deserve to be categorized in psychological states and also personal and also job-related outcomes. Instances of psychological states are meaningfulness, responsibility for the outcomes of the job-related, and also expertise of the actual results and also affect of the job-related. Instances of occupational outcomes are impetus, high-quality work performance, better work-related satisfactivity, better employee experience, and reduced lack and employee turnover (Hackmale & Oldham, 1980; Orpen, 1979).

One could imagine that task enrichment could additionally cause decreased satisfactivity because of the raising intensity and scope of the work-related. This has actually not been discovered in the literature. Rather, the boosting intensity and scope are proficient as a motivational variable. The exemption is employees through low growth demands or via low understanding and abilities. For these employees, task enrichment was even more most likely to develop frustration than satisfaction (Cummings & Worley, 2009).

Other advantages incorporate that people endure their tasks as being more enriched, show better task involvement, interior inspiration, and also boosted loyalty. A study by Niehoff and also colleagues (2001) verified that task enrichment brought about greater loyalty in the high-tension setting of a downsizing agency. In this case, project enrichment was properly offered as a way to retain civilization.

Interestingly, project enrichment does notnecessarily lead to higher productivity. Although employees suffer thework-related as even more meaningful, they don’t necessarily generate more output.

The Job Diagnostic Survey

A tool to enaffluent jobs is the Job DiagnosticSurvey (JDS). The JDS is a framework that helps to calculate a motivatingpotential score.

The basis for the JDS is the presumption that motivation consists of meaningfulness, autonomy, and also feedback. Per task, a score is identified and also calculated for each of these components. The motivating potential score is a duty of these three claims, portrayed by the number below.

In the figure, two jobs are compared. Job A scores approximately 6.5 on meaningfulness (the average of skill selection, task identity, which is the level to which a task is done from start to complete, and also task significance), 6.4 on autonomy, and 6.3 on feedback, making the motivating potential score 6.5*6.4*6.3 ≈ 260. Job B scores substantially lower, bringing its motivating potential score to much less than 40.


12 task enrichment interventions

In this section, we will certainly go over a series of task enrichment interventions. All these interventions are aimed at increasing ability variety, job meaning, broadening roles, and increasing autonomy.

1. Job Diagnostic Survey. The initially intervention is the JDS we discussed previously. I mention this right here as this is often the starting allude of any enrichment intervention. These interventions have to be aimed at jobs with low motivating potential scores.

2. Creating natural occupational systems. The development of herbal work-related units is about grouping interrelatedtasks together. This creates ownership of the tasks and permits the employee toview the result of their work-related, bring about an increase in ownership, taskidentification, and also regarded task significance.

3. Combining jobs. Divided tasks have the right to be put together to develop larger, more rewardingjobs. Cummings & Worley cite Corning Glass Works, a laboratory hotplateassembling plant. Separate jobs were merged so that each operator wouldtotally assemble, inspect, and ship a hotplate. This meant that eachassembler could recognize through a finished product and also self-examine it, leadingto greater job meaning, autonomy, and feedago. This resulted in anrise in performance of 84%, a drop of manageable rejects from 23 to lessthan 1%, and absenteeism dropped from 8 to less than 1%.


4. Quality circles. Quality circles, or Kaizen teams, are teams of employees whoroutinely meet to think about methods of refixing difficulties and enhancing productivityin their organization. These small teams increase participatory administration andcause more job identification and autonomy.

5. Suggestion programs. In line via top quality circles, Employee Suggestion Programs (ESP) encourage employees to sell suggestions that improve the performance and high quality of their occupational. Normally, the ESP is overwatched by HR. Sometimes cash awards are awarded for employees whose concepts are imposed or lead to savings or revenue.

See more: Video Cards Have Their Own _____., Ite 119 Module 3 Flashcards

6. Task teams. A job team, task pressure, or task group is a unit establiburned to job-related on a single defined task or task. Originally introduced by the United States Navy, it is now offered in company settings too. Similar to the quality circle, a group of employees functions together to come up via improvements regarded a certain business task, frequently overviewed by a manager.

7. Feedago. The basic act of providing constant feedago may be the most basic project enrichment treatment of them all. Feedearlier, whether it comes from one’s straight manager or peers with a 360-level feedback assessment, helps the employee to thrive and develop and also is an essential way to enwell-off one’s project.

While it may not be the first thing that involves mind, feedback is a straightforward way to enrich people’s work.

8. Autonomy.Autonomy is an additional key part of the motivating potential of a job. Anyintervention that ca boost autonomy will certainly lead to an increase in motivatingpotential. Instances encompass being able to recognize when one takes a break orbeing made responsible for a project or procedure.

9. Purpose.We haven’t mentioned Deci and also Ryan’s self-determicountry theory yet. Deci andRyan propose that catalyst is developed through 3 chauffeurs, a require forautonomy, a require for competence, and also a require for relatedness. This was laterpopularized in Daniel Pink’s book Drive. A objective for doing the work have the right to helpin producing relatedness to the work. A clearly proclaimed and identifiable purposewill certainly boost task significance.

10. Establish client relationships. Anvarious other task enrichment intervention is to create clientrelationships. When work are separation up, workers have actually bit to no call with,or knowledge of, the ultimate user. By creating client relationships, thetask identity and also task significance are increased. Cummings & Worleyrecommfinish three measures. First, the client need to be figured out. Second, thecall in between the worker and also the client demands to be as direct as possible.Third, criteria by which the client judges the product or organization need to beclear and also the client’s judgment should be relayed back to the worker.

11. Vertical loading. Vertical loading might be the most crucial job enrichment and also designprinciple. A job that is vertically loaded has responsibilities and also a largedegree of control that was formally reserved for administration. This greatlyrises autonomy. Vertical loading is regularly shed when a mistake is made. Atthis point, a supervisor steps in and removes the duty, leading tolower vertical loading and also a decrease in autonomy.

12. Horizontal loading. Horizontal loading is likewise referred to as task enlargement. Jobenlargement is a form of job enrichment and will certainly be questioned in the nextsection.

Job enrichment vs. project enlargement

Job enlargement is the increase in jobduties by extending the variety of project obligations. Contrary to verticalloading, wbelow the degree of manage is enhanced, job enlargement concentrates onsimply including duties to the task, without necessarily boosting autonomy ormanage.

Job enlargement hence enables a worker to domore, have a more comprehensive array of activities, boost their skill array, andboost their earning capacity.

An example is an office secretary that will certainly now likewise welcome the occasional guests who visit the office. This gives her a welcome break in her daily work as she likes to make civilization feel at home and chat with new human being. This will certainly assist her inspiration.

Job enlargement is the broadening of a function by adding various jobs.

The effects of task enlargement diminishover time. At some suggest, the office secretary starts to discover guests abothersome distraction that prevents her from finishing her work-related, the effectdisappearing as the novelty wears off.

The continuous increase of project enlargementis referred to as task creep. This happens once an employee gets an ever-increasingjob fill, leading to an uncontrolled workpack.

When we think about project enrichment vs. job enlargement, we check out that job enlargement is a particular way to enwealthy tasks. By adding work and increasing job pack, an employee can obtain an extra enriching and also motivating job-related experience.

Barriers to job enrichment

Cummings and also Worley list numerous obstacles to job enrichment. These obstacles are frequently part of the organizational device. It’s great to be aware of potential limitations to project enrichment as they can influence the viability and also performance of your intervention.

1. The technological device. Existing systems in the company have the right to prevent a project from beingenriched. An example is an assembly line in which job-related stations are designedfor the execution of a single activity. This makes occupational extremely standardized anddifficult to enwell-off without changing the technical system.

2. The HR system. The HR device might additionally have actually formalized jobs via task descriptionsthat proccasion task enrichment. In addition, functions might be identified by labor unionsor in cumulative labor agreements. Changing jobs to enaffluent them might be nearlyimpossible and also require comprehensive negotiation between the employer and unions.

3. The manage mechanism. Budgets, production reports, and also accounting methods might alsolimit the degree to which tasks can be enriched. Organizational departments mayalso play a function. The sales department is normally the department that hasclient relationships. If the product team wants to be much better connected withcustomers, this may result in battles and also inner competition.

4. The supervisory mechanism. Almany any successful HR intervention calls for the energetic participationof management. The supervisory mechanism can be a significant bottleneck as soon as it comesto approving autonomy, task completion, and feedback. A managing manager is asurefire way to fail a task enrichment intervention aimed at vertically loadinga task.

5. Individual motivation. Anvarious other element is the incentive of the individual. Job enrichment is especially reliable for an individual via a high require for growth as they will certainly welcome the extra readjust and challenge. However, enriching the work of employees via a low expansion need will even more likely produce frustration than satisfaction.

Wrapping up

That wraps up this guide on job enrichment. If you have actually any kind of concerns, post them in the comments listed below and we will certainly gain back to you! The exact same point goes for enrichment interventions, if you have experience utilizing them, please share it with us.


What is job enrichment?

Job enrichment is the process of including motivators to existing roles in order to boost satisfaction and performance for the employee. This can be done through enhancing autonomy, ability and job selection, offering feedago, and also so on.

See more: You Need A Teacher I Can Show You The Ways Of The Force, I Could Show You The Ways Of The Force

What is the purpose of project enrichment?

The purpose of project enrichment is to make work even more motivating by boosting meaningfulness, responsibility, and knowledge of the outcomes of a project. This indicates that an enriched task has actually a high motivating potential.

What is the difference in between job enrichment and also task enlargement?

Job enlargement is a way to enrich a task. Job enlargement, or horizontal loading, requires a widening of a role by adding various work. Job enlargement have the right to cause greater ability selection.