Job Enrichment Vs Job Enlargement | Difference between Job Enlargement and Job Enrichment
Methods of Job Design | Human Resource Management
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Management Notes
Job Enlargement Vs Job Enrichment:
Job enlargement is a method of job design through which management increases the scope of a job by extending the range of its job duties and responsibilities generally within the same level and periphery. Job enrichment is a method of job design through which management can motivate self-driven employees by assigning them additional responsibility normally reserved for higher-level employees
| Basis | Job Enlargement | Job Enrichment |
| Definition | Job enlargement is a method of job design through which management increases the scope of a job by extending the range of its job duties and responsibilities generally within the same level and periphery. | Job enrichment is a method of job design through which management can motivate self-driven employees by assigning them additional responsibility normally reserved for higher-level employees. |
| Dependency | Job enlargement is not dependent on enrichment. | Job enrichment is dependent on job enlargement. |
| Objective | The main objective of Job enlargement is to decrease the boredom in performing a redundant task. | The main objective of job enrichment is to make the job more challenging, interesting and creative. |
| Outcome | The outcome of job enlargement may or may not be positive. | The outcome of job enrichment is generally positive. |
| Additional Skill and Supervision | The job enlargement method does not require any additional skills in employees and supervision for employees is more. | Job enrichment methods require many additional skills in employees and supervision for employees is less. |
| Restructuring Technique | Job enlargement is a horizontal restructuring technique where the focus is merely increasing the number of assignments but does not change the overall authority, autonomy, and control of the projects. | Job enrichment is a vertical job restructuring technique where the focus is on giving the employee more authority, independence, and control over the manner the activity is completed. |
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