DISCUSS THE APPROACH TO JOB ENRICHMENT PERFORMNACE,

EVALUATION AND CORRECTIVE ACTION.

Contemporary organizations and institutions that are established today require
great job enrichment performance, evaluation and corrective action policies
and approaches in order catch with the 21st century fast paced businesses and
organizations. It behoves organizations and institutions contemporary models
to adopt a sterling job enrichment performance, evaluation and corrective
action policies.
Job enrichment expands jobs across institutional and organizational lines
vertically while job enlargement improves and increases job scope; job
enrichment is geared towards greater increases in job depth. From the
foregoing, it tells one that job enrichment tries to ensure that as far as possible
to allow employees to have greater control over his or her work.
Job enrichment seeks to allow employees to apply their creative and technical
skills using their own discretion. This allows employees to put in maximum
inputs geared towards achieving better outputs. To this end, approach to job
enrichment performance takes cognizance of the following elements.
Ensuring Employees takes greater amount of responsibility for their work and
outputs.
An organization or institution that allows their employees to take and have
greater responsibilities of their tasks and duties by making employees takes
praise for successful implementation of a task and also ensuring employees
takes responsibility and blame for poor execution of a task. This also boils
down to the fact that employees must have greater say over the planning,
executing and evaluating of the job or task at hand.
Increased Freedom, independence and responsibility of Employees.
To attain job enrichment performance in any institution or organization
employees must be given increased freedom, independence and responsibility.
This will allow employees to work with ease to boost productivity. The level of
independence will allow employees to inculcate a sense of creativity. They
seek to allow their natural and technical intuition to penetrate into their work
in order to increase their work rate performance. This also paves way for
employees to receive feedbacks with open minds so that they can assess and
correct their own performance.
When employees are given freedom and independence it must come with
commensurate responsibility; if not it may create room for abuse.
To this end, if management of any organization can carved out jobs and tasks
that are interesting and inspirational it will creates job enrichment
performance. Job enrichment stimulates greater job performance of
employees.
When jobs have been enriched, it promotes employees satisfaction and tends
to increase their work rate. It also kills or lowers absenteeism and reduced
turnover. But it must be borne in the mind that job enrichment effect on
productivity is vice versa.
Performance Reward Linkage
To ensure that employees’ performances are boosted, top management need
to make rewards contingent on performance. Key rewards such as pay
increases and promotions should be allocated for the attainment of employees
specific goals. To maximize the impact of the reward contingency, top
management should look for ways to increase the visibility of rewards.
Approach to Job Evaluation.
Evaluation is a vital process in any organization. Evaluation provides for
rational insight into the affairs of the organization because it enables top
management to know the loopholes and areas that needs overhauling.
To attain efficiency and effectiveness in organizations, evaluation plays a
pivotal in that direction because through evaluation you get to weed out at
hand erroneous activities or engagements that do not work in line with the
organization’s goals. Approaches to job evaluation takes consideration of the
following.
Ensuring that Employees Give Feedbacks on activities and projects.
By ensuring and increasing feedbacks, employees not only learn how well they
are performing their respective jobs, but also they will be able to evaluate their
performance whether they are improving or not. It provides for a base line and
performance track base.
Ensure that employees submit their targets and goals for the week in tandem
with the organizations’ objectives
This will allow managers within the different divisions of the organization to
know how their staffs plans to perform and how to go about it. This will allow
top management to provide commensurable guidance.
Going forward, evaluation brings forth corrective action or actions. This is so
because, after evaluation managers will be able to know where the lapses are
and what remedies must be apply to salvage the situation. Corrective action is
possible after evaluation. It enables mangers to know where corrective action
or actions are needed. Corrective action seeks to reduce complacency,
ineffectiveness and lapses.
Major Corrective Actions in Organization.
Skill Variety and Job Rotation
Autonomy
Integrated Team Work
Feedback.
In conclusion, job enrichment performance, evaluation and corrective action
remain a crucial yardstick for the design, management and successful
implementation of organizations’ objectives.
Selected References
Campion, Michael A., “Interdisciplinary Approaches to Job Design, a

constructive Replication with Extension” Journal of Applied Psychology.

(August 1988) pp. 467-81