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Job enrichment is a qualitative extension of an employee’s work responsibilities. Alongside job enlargement and job rotation, the American psychologist Fredrick Herzberg developed the concept of job enrichment in the 1960. It is a talent development intervention with the aim to enable learning and growth through the wider scope of responsibilities.
Job enlargement and job enrichment are both talent development interventions first introduced by American psychologist Fredrick Herzberg in the 1960s. Job enlargement means the quantitative widening of an individual’s role responsibilities, meaning additional tasks and duties are added to the existing workload. Job enrichment means the qualitative extension of an employee’s work responsibilities, in which the existing responsibilities are improved or widened.
Job enrichment is a qualitative extension of an employee’s work responsibilities. This wider scope of work gives the employee increased growth and responsibility, two basic psychological needs (Autonomy and Competence) according to Deci and Ryan’s (2000) self-determination theory, a motivational theory that builds the basis for research on motivation, inside and outside the workplace context.