Difference between Job Enrichment and Job Enlargement

Learn about the key differences between job enrichment and job enlargement.

Job enrichment differs from job enlargement in terms of focus of depth in job and the number of tasks in a job though sometimes, job enrichment may also contain job enlargement.

Difference between Job Enrichment and Job Enlargement

Difference between Job Enrichment and Job Enlargement – 4 Key Points (With Consequences and Considerations)

Job enrichment differs from job enlargement in terms of focus of depth in job and the number of tasks in a job though sometimes, job enrichment may also contain job enlargement.

The difference between job enrichment and job enlargement may be seen as follows:

1. Nature of Job:

The major difference between job enrichment and enlargement lies in the nature of additions to the job. Enlargement involves a horizontal loading, or expansion, or addition of tasks of the same nature. Enrichment involves vertical loading of tasks and responsibility of the job holder; it improves the quality of the job in terms of its intrinsic worth.

2. Objective:

There is a difference in objective of job enlargement and enrichment. The basic objective of enlargement is to reduce the monotony in performing certain repetitive jobs by lengthening the cycle of operations. The objective of enrichment is to make the job more lively and challenging thereby satisfying the needs of the job holder, particularly the higher-order needs which he seeks from the job.

3. Skill Requirement:

Job enlargement may not necessarily require the use of additional skills which the job holder was using in performing the job before the enlargement. This is due to similarity of additional tasks. Enrichment calls for development and utilization of higher skills, initiative, and innovation on the part of the job holder in performing the job.

4. Direction and Control:

Job enlargement requires direction and control from external sources, say supervisor. In fact, the job holder may require more direction and control because of enlargement of his responsibility. Enrichment does not require external direction and control as these come from the job holder himself. He requires only feedback from his supervisor.

Consequences of Job Enrichment:

Job enrichment offers a number of benefits in the organization. In fact, Ford has gone on to generalize that job enrichment is the solution to all behavioural problems faced by modern organizations though this type of generalization does not seem to be justified, and job enrichment should not be viewed as panacea for all behavioural problems. Job enrichment offers certain benefits but it has some limitations.

Making Job Enrichment Effective:

Job enrichment, no doubt, is an effective method to motivate people in the work situation. However, its effectiveness is not absolute but depends on the way in which it is implemented.

From this point of view, management should take following points into consideration:

1. There is not a single and universally acceptable method of motivating employees at various levels. As such, no single technique can be suitable for job enrichment. The best course is to identify the motivational pattern of employees at various levels taking into account the impact of individual differences.

Generally, for less skilled and lower level employees, extrinsic factors of job such as job security, pay benefits, flexible rules, more sympathetic understanding by supervisors are most important, while for skilled and higher level employees, intrinsic factors such as responsibility, prestige, status, etc., are more important. Due emphasis should be given to these factors while taking a plan of job enrichment.

2. The employees should be given adequate benefit arising out of job enrichment. There is a need for communicating the result of job enrichment to the employees. This way, they feel more involved in the organization and take greater interest in their jobs.

3. People like to be consulted and to be given an opportunity to offer suggestions. When their suggestions are given due weight and incorporated in the functioning of the organization, they feel motivated to put their maximum efforts for getting things done coming out of suggestions.

Difference between Job Enrichment and Job Enlargement – 5 Points

Difference # Job Enlargement:

1. It involves horizontal or lateral expansion of job in addition of tasks of same nature and at the same level.

2. It may not call for acquisition of higher level skills for job-holders.

3. The main purpose is to reduce boredom and monotonous nature of job.

4. This method of job design satisfies extrinsic need of the job-holder or Maslow’s Lower level need.

5. Employees in job enlargements need more supervision to perform the job.

Difference # Job Enrichment:

1. It involves vertical expansion of functions and responsibility of the job-holder.

2. It calls for development and utilization of higher skills, innovation and creativity for job holder.

3. The main purpose is to make the job more lively, challenging and motivating.

4. This method satisfies intrinsic need or higher level need such as ego, self-actualization, self-esteem, sense of achievement, etc.

5. Employees need less supervision and are more motivated by self-direction and self-control.