What is the difference between job and large mint and job enrichment?

Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of one’s duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level.

Job enlargement is a horizontal restructuring method that aims at increase in the workforce flexibility and at the same time reducing monotony that may creep up over a period of time. It is also known as horizontal loading in that the responsibilities increase at the same level and not vertically.

Many believe that since the enlargement is horizontal in nature there is not a great need for training! Contrary to this, job enlargement requires appropriate training especially on time and people management. Task related training is not required much since the person is already aware of the same or doing it for some time.

Benefits of Job Enlargement

The following are the major benefits of Job enlargement

1. Reduced Monotony: Howsoever interesting the job may appear in the beginning, sooner or later people complain of boredom and monotony. Job enlargement if planned carefully can help reduce boredom and make it more satisfying and fulfilling for the employees.
2. Increased Work Flexibility: There is an addition to the number of tasks an individual performs. There is thus an increased scope of carrying out tasks that are versatile and yet very similar in certain aspects.
3. No Skills Training Required: Since the individual has already been performing the task in the past, there is no great requirement for imparting of new skills. However people and time management interventions may be required. The job thus gets more motivational for the one performing it.

Job Enrichment and Job Enlargement

1. The difference between job enrichment and job enlargement is essentially of quantity and quality. Whereas job enlargement means increasing the scope of job quantitatively by adding up more tasks, job enrichment means improvement in the quality of job such that employees are more satisfied and fulfilled.
2. Through job enrichment an employee finds satisfaction and contentment in his job and through job enlargement employee feels more responsible and worthwhile in the organization.
3. Job enrichment entails the functions of planning and organizing and enlargement involves execution of the same. Both complement each other, in that job enrichment empowers and enlargement executes.
4. Job enrichment depends upon job enlargement for success and the reverse in not true.
5. Job enrichment means a vertical expansion in duties and responsibilities and span of control whereas in job enlargement the expansion is horizontal in nature.

Job enrichment has been found to have greater impact in terms of motivation when compared to job enlargement. Since enrichment gives employee greater insights in managerial functioning and a better work profile, it is looked upon as an indicator of growth and development. The same is not true in case of job enlargement which is seen as an employer tactic to increase the workload.

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The main difference between Job Enlargement and Job Enrichment is that Job Enlargement is a method of supporting different tasks and more duties to the work of the worker, whereas Job Enrichment is a method of increasing the responsibilities and challenges of the work of the workers.

Job Enlargement vs. Job Enrichment — Is There a Difference?

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Difference Between Job Enlargement and Job Enrichment

Job Enlargement vs. Job Enrichment

Job enlargement is an independent way, whereas job enrichment is a dependent way.

Job Enlargement vs. Job Enrichment

The job enlargement is directing by the supervisor; on the other hand, the job enrichment is self-directing.

Job Enlargement vs. Job Enrichment

The level of authority in job enlargement remains the same; conversely, the level of influence in job enrichment is increasing.

Job Enlargement vs. Job Enrichment

In job enlargement, the level of responsibilities is increasing from time to time; on the flip side, ion job enrichment, the level of the duties is growing by time to time.

Job Enlargement vs. Job Enrichment

The job enlargement is having more command, whereas the job enrichment comparatively has less control.

Job Enlargement vs. Job Enrichment

Job enlargement does not need special skills; on the other hand, job enrichment needs extra skills.

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Job Enlargement vs. Job Enrichment

Job enlargement is economical procedures; conversely, job enrichment is a costly procedure.

Job Enlargement vs. Job Enrichment

The result of the job enlargement is sometimes positive and sometimes negative; on the flip side, the effect of job enrichment is always positive.

Job Enlargement vs. Job Enrichment

The nature of the job enlargement is horizontal; on the other side, the quality of the job enrichment is vertical.

Job Enlargement vs. Job Enrichment

The main objective of job enlargement is to reduce the dullness of performing the same task; on the other hand, the main aim of job enrichment is to make the job more challenging.

Comparison Chart

Job EnlargementJob EnrichmentIt is supporting different tasks and more duties to the work of the workers.It is increasing the responsibilities and challenges of the work of the workers.NatureHorizontalVerticalBudgetInexpensiveExpensiveObjectiveReduce the monotony of performing the same taskTo make the job more challengingResultPositive or negativeAlways positiveNeeds Extra SkillsNoYesCommandMoreLessPerforming a RolePositively impelling the workers' outputPositively compelling the performance of a taskLevel of DutiesRemains the sameIncreasesLevel of AuthorityRemains the sameIncreasesDirectionSupervisor’sSelfDependencyIndependentDependent

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Job Enlargement vs. Job Enrichment

Job enlargement is a method of planning the job in which the task is relating to a single position and increasing role as well, whereas job enrichment is a method that is using to motivate the workers by adding more responsibilities in the situations. The concept of job enlargement is calculatedly increasing the scope of work, while the idea of job enrichment is calculatedly spreading the variety of the actions performing by works.

The objective of job enlargement is to decrease the dullness in performing a jobless task, whereas the job enrichment aims to make the job more interesting, exciting, and creative. The result of job enlargement is sometimes positive and sometimes negative, while the effect of job enrichment is always positive. There is no necessity of extra abilities in the case of job enlargement, whereas, in the case of job enrichment, it requires more particular skills. The level of the responsibilities is remaining the same in job enlargement, while the level of duties is increasing in job enrichment.

Job enlargement is horizontally developing, while the job enrichment is vertically developing. Job enlargement needs more observation, whereas job enrichment needs comparatively less consideration. Job enlargement is an economical process because more than one duty is performing by the same person, while job enrichment is a costly process because the training cost is more than the growth of production. Job enlargement is playing a crucial role in manipulating the workers’ productivity, whereas job enrichment is playing an essential part in motivating the workers and also managing the performance of the task.

What is Job Enlargement?

Job enlargement is a way of formatting a job in which the task is linking to a particular situation and increasing the job as well. The concept of job enlargement is computably growing the scope of a job. The objective of job enlargement is to decrease the dullness in performing a jobless task, the outcome of job enlargement is sometimes positive and sometimes negative, and there is no need for additional capabilities in the case of job enlargement.

Job enlargement is horizontally developing, it needs more observation, and it is a cost-effective process because more than one liabilities are performing by a similar person, it is an effort of an organization to decline the deadliness of the boring task. In this method, a few tasks are adding to the current job, which is the same in nature; because of adding some variety in the post, it becomes more interesting for the jobholders. Job enlargement is playing a very imperative and decisive role in handling the workers’ productivity.

Job enlargement is a short term policy, that’s why it is using to encourage the staff promptly, but it may not proceed for a lengthy time. It is cumulating the amount of gratification among the workers because the single employee is assigning the entire or the final part of the scheme, in the job enlargement the corporal and the mental capabilities of a worker are utilizing; however, the jobs should be expanding to a restricted level The job enlargement is also increasing the task variation that is reducing the boredom in performing the job.

What is Job Enrichment?

The job enrichment is such way that is using to inspire the labors by adding more duties in the jobs, the concept of the job enrichment is computably scattering the variation of the actions acting by the workers. The main objective of job enrichment is to create the job more fascinating, thrilling, and innovative. The outcome of job enrichment is always positive. in the case of job enrichment, it needs more additional capabilities. Job enrichment is vertically developing. The job enlargement requires more observation.

Job enrichment is an expensive procedure because the training cost is higher than the growth of production. Job enrichment is singing a very imperative role in encouraging the workers and also manipulating the performance of the task. In short, we can say that job enrichment means to promote the features of a job and to make it more stimulating, exciting, and inventive. The job holders are giving the accountabilities and the command to design, control, and make some crucial decisions. Job enrichment is helping to recover the proficiency of the worker, along with raising their level of satisfaction.

Job enrichment is a job designing strategy. There are some key points of job enrichment, such as job enrichment, which creates the work more motivating to the employees. And it is also providing meaningful work experience and learning chances to the employee. It is helping the association to moderate the labor income and erosion rate. Job enrichment is increasing the self-actualization, Self- respect, and Self-satisfaction of the employee.

Conclusion

Job enlargement and job enrichment are both considering as a motivational tool for the workers and using by the organization. Though, as compared to job enlargement, the employees discover job enrichment for a future recovering tool. The job holders feel gratification that their tasks are prolonging, without knowing that their role and accountabilities are increasing as well.

What is different between job enlargement and job enrichment?

Job enrichment refers to making jobs more interesting so employees enjoy their work. It has been used for decades now. Job enlargement is a process in which a person's responsibilities are expanded to include more work than they originally had. It is also called horizontal expansion.

What is job enlargement and job enrichment examples?

A definition. Job enrichment is a process that is characterized by adding dimensions to existing jobs to make them more motivating. Examples of job enrichment include adding extra tasks (also called job enlargement), increasing skill variety, adding meaning to jobs, creating autonomy, and giving feedback.

What is the difference between job rotation and job enrichment?

Through job rotation, employees move from their typical day-to-day task to a whole new role, for a limited time. Job enrichment gives employees a chance to stay in their current roles, but experience a greater depth of responsibility through enhanced tasks.

What is the meaning of job enrichment?

Job enrichment means enhancing individual jobs to make them more rewarding and inspiring. The idea was most notably promoted by psychologist Frederick Herzberg in his classic article, "One More Time: How Do You Motivate Employees?" [ 1]