Exploring Job Enrichment and its Impact on Employee Behavior

1.1 JOB ENRICHMENT

Job enrichment is a job design approach for strengthening the motivational factors in a job. According to Dr Supriya (2016), job enrichment also called job enhancement is a fundamental tool in enhance worker motivation level, retaining talented staff, as well as improving organizational growth. At the same time, bring the positive outcomes including increase productivity, reduce turnover and absenteeism. The idea of job enrichment is come from the Frederick Herzberg’s two-factor theory of dimensions contribute to an employee’s behaviour at work.

1.2 JOB CHARACTERISTICS MODEL

The Job Characteristics Model (JCM) is an approach to job enrichment with interaction of core job dimensions and critical psychological states which

When people keep using only one skill to perform same task repeatedly will created boredom and lead them to decrease in productivity (Lunenburg, 2011). In other words, working in different jobs are more challenging and allow employees to learn and apply a number of skills and perform various kinds of tasks. As an illustration, an administrative staff can work in the reception department to deal with customers and enquiries. This enable employee to developed different skills especially ability to deal positively with change, problem solving, communication skills and conflict resolution. In a long run, less repetitive work will prevent boredom and relieve monotony in

As we know, the Students Affairs and Services (SAS) requires a strong interpersonal skills to liaise with students to administer the “Student Lifecycle” from registration to graduation. In this case, the training skills in area of administration can provide for SAS including‘Data Protection’, ‘Email Management’, and ‘Procedures, policies and legislation’. Hence, when there is inadequate workforce in administrative, SAS worker can give a hand in manage the administration and support system. At the same time of providing platform for jobholders to enhance skill variety, the organization also have greater flexibility in covering tasks. The cost spend on developed worker’s skill and potential tends to be balanced by the improvement of productivity and morale.

In brief, jobs that are advanced in skill variety are recognized as more challenging because the variety of skills involved and provide jobholder a great significance of competence.

1.3.2 TASK