Perspectives on job enrichment and productivity

selected readings on the theory, definition, and need, as well as on the practice and applications of job enrichment

Publisher: Pub. Services Division, School of Business Administration, Georgia State University in Atlanta

Written in English
Published: Pages: 279 Downloads: 890
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Subjects:

  • Job enrichment.,
  • Job satisfaction.,
  • Personnel management.,
  • Industrial organization.
  • Edition Notes

    Bibliography: p. 276-279.

    Statementedited and compiled by Waino W. Suojanen ... [et al.].
    ContributionsSuojanen, Waino W.
    Classifications
    LC ClassificationsHF5549.5.J63 P42
    The Physical Object
    Paginationxiii, 279 p. :
    Number of Pages279
    ID Numbers
    Open LibraryOL5205801M
    ISBN 10088406008X
    LC Control Number75031553

Job enrichment includes work site activities, such as self-directed teams, quality circles, information sharing, and job rotation among others (Porter, Edward &Hackman, ). Such practices are adopted by typical organizations so as to challenge and motivate employees, inspire them to improve their productivity, safety and their quality. Scientific Management and Job Specialization. Perhaps the earliest attempt to design jobs came during the era of scientific management. Scientific management is a philosophy based on the ideas of Frederick Taylor as presented in his book, Principles of Scientific ’s book is among the most influential books of the 20th century; the ideas presented had a major influence. This article is concerned with the key process of selecting jobs with the greatest potentiality for enrichment. Potentiality is defined as (1) the propensity of a job for enrichment—in other words, its enrichability, and (2) the expected return on investment as measured by the dual criteria of job satisfaction and productivity. A volume in Research in Management Consulting Series Editor Anthony F. Buono, Bentley University The reprint of Henri Savall's classic Work and People, originally published in French in , is part of the Research in Management Consulting series effort to look backward as well as forward in examining trends, perspectives, and insights - especially from different countries and cultures - into Cited by:

Work and People: An Economic Evaluation of Job Enrichment (HeA volume in Research in Management ConsultingSeries Editor Anthony F. Buono, Bentley UniversityThe reprint of Henri Savall's classic Work and People, originally published in French in , ispart of the Research in Management Consulting series effort to look backward as well as forward inexamining trends, perspectives, and insights. Job enrichment, decreased turnover, cost savings, greater productivity, and improved patient care-all depend on employee satisfaction. Paula Stamps' Index of Work Satisfaction is one of the best known and most widely used tools to measure nurses' response to their Range: $ - $ Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does. Our aim in this book is to document and evaluate research and practice on job design, addressing the sorts of questions listed above. Thus, we seek to map out the state of existing knowledge on how choices in the design of jobs affect attitudes and behavior at work.

Knowledgebank: JOB DESIGN Job design is an important method managers can use to enhance employee performance. Job design is how organizations define and structure jobs. As we will see, properly designed jobs can have a positive impact on the motivation, performance, and job satisfaction of those who perform Size: KB. to assess the job enrichment and motivation-rating in line with the objectives of the study. The finding revealed that there is strong positive relationship between job enrichment and employee motivation. Results showed that job enrichment account for employee motivation at 66% relationship and 44% variation at a significance level of Author: Magaji Nanle. Where job re-design led to employee perceptions of improved job content then employees were also likely to experience higher job satisfaction. Job performance improvements however were not significantly associated with job perceptions, intrinsic work motivation, or job satisfaction, although they were associated with pay rises and job losses. On the other hand, many job opportunities are being created in the area of software production. Extensive education and training will facilitate a smooth shift of the labor force from decaying to emerging areas. Such preparation is crucial in dealing with the enormous and unprecedented change now under way in the industrial structure.

Perspectives on job enrichment and productivity Download PDF EPUB FB2

The book of reading focuses on the state of job enrichment in the United States today, as well as some of its international implications. Featured in the book are 20 selected working papers analyzing the development and use of job enrichment in various types of organizations, union response to job enrichment, and its outlook for the future.

The volume approaches job enrichment on two levels Cited by: 2. Get this from a library. Perspectives on job enrichment and productivity: selected readings on the theory, definition, and need, as well as on the practice and applications of job enrichment.

[Waino W Suojanen;]. New Perspectives in Job Enrichment. [Maher, John R.] on *FREE* shipping on qualifying offers. New Perspectives in Job : John R. Maher. Job enrichment and job enlargement are one of these factors. Theoretical Background and Development of Hypothesis: Job Enrichment: Involving the workers to managerial functions of the higher ranks is called job enrichment.

On the other hand enlarged jobs allow workers to perform more tasks by having same position. The job enrichment alsoFile Size: KB. Measures of work reorganization include job enlargement, job enrichment, skill training, enhanced participation, and teamwork (Karasek and Theorell ).

Practical implications of the effort–reward imbalance model concern the development of compensatory wage systems, the provision of models of gain sharing, and the strengthening of.

When a job is stripped down to its simplest elements, it enables a worker to focus on doing more of the same task, thus increasing employee efficiency and productivity.

The opposite of job simplification, job enlargement consists of increasing the number of tasks in a job to increase variety and motivation. Productivity Assessment: Japanese Perceptions and Practices 4. Productivity Research: Reviewing Psychological and Economic Perspectives 5.

Industrial-Organizational Psychology and Productivity: The Goodness of Fit Part Two: Individual Differences, Motivation, Learning, and Productivity 6. Recruiting, Selecting, and Matching People with Jobs : $ ISBN: OCLC Number: Description: xxvi, pages: illustrations ; 24 cm.

Contents: Introduction: What industrial-organizational psychology has to say about productivity / John P. Campbell, Richard J. Campbell --Part 1: productivity concepts and issues --Productivity defined: the relativity of efficiency, effectiveness, and change / Thomas A.

Mahoney. The Impact of Reward Management and Job Enrichment On Job productivity (performance) and satisfaction is not a direct one, but that Perspectives on job enrichment and productivity book is a third variable that mediates and Perspectives of Job Enrichment Job enrichment is defined as “redesigning jobs File Size: KB.

Job enrichment gives lot of freedom to the employee but at the same time increases the responsibility. Some workers are power and responsibility hungry. Job enrichment satisfies the needs of the employees. Objectives of the study 1. To study the importance of job enrichment in the lives of Cited by: 2.

Book of Job Perspectives From Faith Communities In Practice. BACK; NEXT ; Getting Biblical in Daily Life Jewish Perspective Thinking for Yourself. Maimonides, a famous Medieval Jewish scholar, thought a lot about the Book of Job.

In his opinion, Job's suffering. Job enrichment consists of increasing the number of tasks in a job to increase variety and motivation. job design perspectives.

cognitive perspectives. process perspectives. decreased worker productivity. poor mental health (B) Job _____ is the opposite of job A.

rotation; enrichment. This research has been carried out in order to study Impact of Job Enrichment on Employee Performance in Pakistan Telecom Industry. The key objective of this work is to identify the impact of job enrichment polices on the productivity particularly in relation to higher-level jobs.

Written by a well-known authority in the field, this practical reference focuses on the definition of productivity and how increasing productivity is measured, managed, paid for, and improved. Discusses performance appraisal systems, trends in productivity, and the design and implementation of successful productivity management systems, highlighting strategic planning, action planning, and.

According to Hackman and Oldham's Job Characteristic Model, employees should respond most favourably to job enrichment when growth need strength is.

(Armstrong,p. According to another definition, job design “is the functions of arranging task, duties and. responsibilities in to an orga nizational un it of work” (Ali and.

Person-Environment Fit Theory and Organizations: Commensurate Dimensions, Time Perspectives, and Mechanisms ROBERT D. CAPLAN University of Michigan There are many theories of person-environment (PE) fit.

One unique feature of the framework is its operationalization-the assessment of File Size: 1MB. Job enrichment is a highly costly affair. In most of the cases the cost involved is more than the gains in productivity.

Sometimes the employees may prefer to have job enrichment but may not have the necessary capabilities and qualifications to meet the new challengers. In the short run, Job enrichment may have negative effects. Frederick Herzberg (), clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory.

Two Factor Theory and Significance. Job Enrichment is the vertical expansion of task that increases the amount of employee control or responsibility.

Job enrichment is an attempt to motivate employees by providing them, the opportunity to use variety of their abilities and autonomy to work while.

FEDER CUSTOMIZED JOB ENRICHMENT 1 Customized Job Enrichment and its Effect on Job Performance Ira Feder Baruch College City University of New York The effects of customized job enrichment vs.

comprehensive job enrichment on job performance were studied on employees of a financial institution and a small section of a neighborhood population. overview of the major theoretical perspectives and empirical findings in the job design literature.

Our review includes economic perspectives on the divi­ sion of labor, the human relations movement and the emergence of job enrichment, the job characteristics model, the social information processing perspec­.

role of job enrichment and job enlargement in work life balance and identifying practices to rectify the imbalance in work and family life. Keywords- Job Enrichment, Job Enlargement, Work Life Balance, Sustainability, Sustainable development, Stress management Introduction Today organizations in the world are competing Size: 63KB.

Volvo Increases Productivity Through Job Enrichment Gibson, Charles H. 15 / 4 (Summer ): The objective of this article is to relate details of some job enrichment programs of the company Volvo AB.

Material for this article was obtained in Goteborg, Sweden, where the Volvo home office is located along with major production facilities. Written by a well-known authority in the field, this practical reference focuses on the definition of productivity and how increasing productivity is measured, managed, paid for, and improved.

Discusses performance appraisal systems, trends in productivity, and the design and implementation of successful productivity management systems, highlighting strategic planning, action planning, and Reviews: 1.

A member of the AWL OD Series. Work Redesign is a comprehensive, clearly written study of work design as a strategy for personal and organizational change.

Linking theory and practical technologies, the book develops traditional and alternative approaches to work design that can benefit both individuals and organizations.

This publication is book published by Sage in Job and Work Design equips readers with a sound understanding of research, theory, and the practical aspects of job design. Fresh Perspectives: Human Resource Mangement: UJ Custom Publication.

Pearson South Africa, - Employee motivation - pages. 0 Reviews. Preview this book. A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance Article (PDF Available) November with 3, Reads How we.

Related Articles. Implementing Job Enrichment. Grote, Richard C. // California Management Review;Fall72, Vol.

15 Issue 1, p While the effectiveness of job enrichment in improving productivity and job satisfaction has frequently been demonstrated, a gap exists between understanding the theory itself--that motivation will increase as the job content and level of discretion are increased--and.

Strike a balance between increasing job responsibilities and job enrichment opportunities. This is the key to keeping your employees satisfied, motivated and focused on success -- both for Author: Jason Kulpa.

References. Abdollahi G“A Classification of Business Model Types in E-Commerce”, Association for Information Systems, 8, pp.

Cheffi W, Beldi A“An Analysis of Managers use of Management Accounting”, International Journal of Business, 17, No. 2, pp. Chen L, Holsapple CW“E-Business Adoption Research: State of the Art”, Journal of Electroni.

This paper reports a meta-analytic literature review testing cognitive, affective, and contingency models of the effects of participation in decision making on employees' satisfaction and productivity.

Contingency models received no support. Results from field studies provided some support for cognitive models, and strong support for affective models linking participative climate with worker Cited by: