Job Enrichment Essay

Goal setting is having an aimed objective to be accomplished in specified time. According to Principles of Management, goal setting theory is the power that practically motivates. For example, 1000 blue-collar workers were used in a study in order to show strong evidence about which arrangement best improved performance. Based on this study of goal setting, there was a result of 10% and 25% or more from much research evidence that smart goals are highly helpful and should be timely and realistic.

Job enrichment is to make healthy ground for employees’ satisfaction. The organization or company’s goal is to handle the employee by eliminating the turn over to engage for more productivity. By this method the employee may build self confidence,

Since job enrichment is the safety and satisfaction of employees, there should be a clear managerial path that should be arranged by the leaders. There are many factors that can dissatisfy the employee in his/her work place or in an organization. Some of the factors are working environment, turnover, tardiness, lack of collegiality,stress, professionalism, negativity, and dissatisfaction. There are many ways to achieve job enrichment and prevent turnover, for example, training leaders, providing short professional courses, and making tours which do not fall on their day offs. Such acts encourage employees, increaseconfidence in their positions, and also increase the employees

The method used offsets monotony which is considered to avoid bureaucratic ways, to break the work load. Unfortunately job enlargement and enrichmentcan bring more workload and create stress as well as create an uncomfortable environment for employees. In addition employees’perceptions about the work condition and the uncomfortable environment create a negative attitude for themselves and for the organization. As I mentioned earlier in addition such atmosphere makes a cloud over the workplace, creating lousiness, carelessness, and declines in employee performance and motivation.

The outcome

After these very clear indications described above about the employees perception, the managers and directors respond with certain arrangements. They come with ideas which 29 new roles should be work and design. The relevant ideas put forward about re-engineering, re-structuring work design, or job design, all to form or arrange the misalignment. Indeed it happens that the managers and directors should get approval from superiors, support of the department of human resources (HR) and the buy-in department employees, from all recommendedbodies.

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