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Money alone will not always create the motivation of employees to complete jobs efficiently in businesses. There are 9 methods:

  • Job rotation
  • Job enlargement
  • Job enrichment
  • Job redesign
  • Quality circles
  • Worker participation
  • Team working
  • Target setting
  • Delegation and empowerment


Job rotationEdit

Increasing the flexibility of the workforce and the variety of work they do by switching from one job to another.

  • Rotation can give the worker multi skills as they will not stuck with one task.
  • Also refers to increasing the 'loading of task'
  • It is unlikely to lead to long-term job satisfaction unless the principles of job enrichment are adopted job


Job enlargementEdit

Attempting to increase the scope of a job by broadening or deepening the tasks undertaken.

  • It can include both job rotation and job enrichment
  • Also refers to increasing the ‘loading’ of tasks
  • it is unlikely to lead to long-term job satisfaction unless the principles of job enrichment are adopted


Job enrichmentEdit

Involves the principle of organising work so that employees are encouraged and allow to use their full abilities not just physical effort

  • often involves a reduction of direct supervision as workers take more responsibility for their own work


Job redesignEdit

Involve the restructuring of a job usually with employees involvement and agreement to make work more interesting, satisfying and challenging

  • These principle adding and sometimes removing certain tasks and function that can lead to more rewarding work. e.g: Journalist have to be IT experts to communicate through the wide range of technological media. Another e.g: bank employees are trained to sell financial products to consumer not just to serve at tills
  • Job changes can improved recognition by manager and can increase worker’s chance to gain promotion
  • Production lines have been reorganized in many factories and team working introduced in many industries

Quality circlesEdit

It is a voluntary groups of worker who meet regularly to discuss work-related problems and issues

  • The meeting are not formally led by manager or supervisors
  • The meeting is informal and all workers are encouraged to contribute to discussion
  • The result of quality circle are presented to management and the best idea are often implemented.
  • Workers are usually getting a reward for the most successful circles with a team prize
  • This principles fit in well with Herzberg’s ideas of workers accepting responsibility and being offered challenging tasks.

Worker participationEdit

Workers are encouraged to involved in making decision within the organisation


  • might include involvement in decision on break times, job allocations to different workers, job redesign, ways to improve quality and ways to cut down wastage and improve productivity
  • the benefit is to improved motivation and greater opportunities for workers to show responsibility
  • it may be time consuming to involve workers in every decisions
  • managers may set up participation system but have no intention of actually responding to worker’s input


Team workingEdit

Team working production is organised so that groups of workers undertake complete units of work

  • makes work more challenging and interesting
  • will lead to:
  1. lower labour turnover
  2. better ideas on improving the product and the manufacturing process
  3. higher quality

Target settingsEdit

  • The purpose is to enable direct feedback to workers on how their performance compares with agreed objectives
  • The basic ideas is that people are more likely to do well when they working towards a goal

Delegation and empowerment Edit

  • This involved the passing down of authority to perform task to workers

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