Job Enrichment: This is the idea of "empowering workers by adding more decision-making authority to their jobs" (p. 105). The idea comes from the work of Frederick Herzberg. His thoughts were that individuals are more motivated by intrinsic aspects of work. I believe strongly in this idea, having experienced this first hand myself. Here are the five factors he associated with motivating jobs:
- achievement
- recognition
- growth
- responsibility
- performance
The Hook:
Some jobs, and often manufacturing or production line jobs, do not let employees make any decisions at all. They are there to be a body and to perform their function. There are no doubt competent employees who work those jobs and know of ways to increase efficiency in the production of their product. Many times, those employees don't have much of a say in the decision making, because their bosses are not connected to the process and the people they manage as well as they should. Job enrichment is most likely quite low for employees in this situation.
Key Points to Elicit in Conversation:
Job enrichment empowers employees and promotes internal motivation, which is much more effective than external factors. Employees who are able to experience job enrichment usually find their jobs more rewarding and enjoyable. As employers give more decision-making authority to their workers, there may need to be more extensive training, which in turn may cost more initially but will be made up with efficiency and lower turnover rates.\
Facilitative Questions:
What has or hasn't your employment done to use the principle of job enrichment?
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