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Motivating people

A number of research studies have indicated that the job content is an important factor in motivating people. So the content of a routine or repetitive task must be restructured to provide motivation to the performer of that job. One way of restructuring the job is through job enrichment, or making jobs more meaningful. If a manager can include more of Herzberg’s motivators, people who perform such jobs utilize their skills and potentials to the best of their abilities and be more productive on the job. Thus, the jobs would be richer and not just bigger.

Hence the use of the term job enrichment. Keeping in view the case of ACTAVIS following steps have been recommended to make jobs enriching: Selection of an area or job where an improvement in motivation will make a difference in performance or productivity. Clues such absenteeism, turnover, tardiness, poor quality, lack of interest and production delays may provide an answer in selecting an area or jobs to be enriched. Development of criteria for measuring changes in productivity among the employees in the selected area or job.

These measurements may include rate of absenteeism, number of products rejected, waste, etc. 1 Forming a committee of members who

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are familiar with the chosen area or job. Care must be exercised in selecting members of this committee. Members whose jobs are to be enriched should not be included in this committee. 2 The committee then brainstorms the job or area chosen for job enrichment and as a result it may come out with a list of changes that could be made in the content of the job in order to make it more meaningful.

Answers to questions such as “How to make this job more challenging? ” “How to make this job more meaningful? ” and so on will help to formulate some changes in the job content. 3 Screening of the list of changes suggested by the members of the committee. Changes, which are not motivational in nature, must be eliminated. These must deal with Herzberg’s motivators such as responsibility, challenge, advancement, recognition, growth and so on.

The sequence and time schedule in incorporating the selected changes must be determined. The committee must anticipate some obstacles, which may prevent some of the changes from being made. 5 The responsibility to check the implementation and progress of this task must be assigned to some specific individuals. 6 The committee set up for the purpose of job enrichment must review the progress of the work periodically to evaluate the impact of the changes that have been made.

Once the result indicate that job enrichment works in one area, efforts can be undertaken to enrich other jobs and areas. In essence, job enrichment provides the worker with more responsibility and freedom in carrying out a complete task and with timely feedback on his performance. (Powers, 1972) job enrichment creates a self-managed job where the phases of the task. (Myers, 1968) A number of companies which have successfully implemented job enrichment program report improvement in the production.

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