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sense of 
contributing 
to the organisation's end product or service. 
(c) Excessive 
specialisation 
isolates
the individual in their work and inhibits not only social contacts 
with workmates, but knowledge generation. 
(d) 
In practice, excessive job simplification leads to 
lower quality
,
 
through inattention and loss of 
morale. 
5.3.2 Job enrichment 
Three ways of 
improving job design
to make jobs more interesting to the employee, and hopefully to 
improve performance are job enrichment, job enlargement and job rotation. 
Job enrichment 
is planned, deliberate action to build greater responsibility, breadth and challenge of 
work into a job. Job enrichment is similar to 
empowerment
. 
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CHAPTER 15
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MOTIVATING INDIVIDUALS AND GROUPS 
 
387 
Job enrichment represents a 'vertical' extension of the job into greater levels of responsibility, challenge 
and autonomy. A job may be enriched by: 

Giving the job holder 
decision-making tasks
of a higher order 

Giving the employee greater 
freedom
to decide how the job should be done 

Encouraging employees to 
participate
in the planning decisions of their superiors 

Giving the employee regular 
feedback
5.3.3 Job enlargement 
Job enlargement 
is the attempt to widen jobs by increasing the number of operations in which a job 
holder is involved. 
Job enlargement is a 'horizontal' extension of the job by increasing task variety and reducing task 
repetition. 
(a) 
Tasks which span a larger part of the total production work should reduce boredom and add to 
task meaning, significance and variety. 
(b) 
Enlarged jobs might be regarded as having higher status within the department, perhaps as 
stepping stones towards promotion. 
Job enlargement is, however, limited in its intrinsic rewards, as asking workers to complete three 
separate tedious, unchallenging tasks is unlikely to be more motivating than asking them to perform just 
one tedious, unchallenging task! 
5.3.4 Job rotation 
Job rotation 
is the planned transfer of staff from one job to another to increase task variety. 
Job rotation is a 'sequential' extension of the job. For example, in a factory where the worst job is seen 
as packing the products in to boxes, and the best job as being the fork lift truck driver: job rotation 
would ensure that individuals spent equal time on all jobs. Job rotation is also sometimes seen as a form 
of training, where individuals gain wider experience by rotating as trainees in different positions. 
It is generally admitted that the developmental value of job rotation is limited – but it can reduce the 
monotony of repetitive work. 
5.3.5 Job optimisation 
A well-designed job should provide the individual with five