IOP2606
ASSIGNMENT 2 SEMESTER 2 2025
UNIQUE NO.
DUE DATE: 17 SEPTEMBER 2025
, Individual Differences and Work Performance
Question 1
Job Enlargement and Job Enrichment in Enhancing Employee Motivation
Employee motivation is strongly influenced by how jobs are designed, and two key
approaches to improving motivation are job enlargement and job enrichment. Job
enlargement refers to the horizontal expansion of tasks by adding more duties of similar
complexity to an employee’s role. This approach reduces monotony, provides greater
variety, and creates a sense of completeness in performing a job. For instance, a
customer service representative may initially be responsible only for handling inbound
calls but may later also process online chat queries and perform basic administrative
tasks. This expansion of responsibility helps the employee avoid boredom, fosters a
sense of broader contribution, and increases engagement (Armstrong & Taylor, 2020).
By contrast, job enrichment focuses on vertical expansion, where the depth of the job is
enhanced by giving employees greater responsibility, autonomy, and opportunities for
personal growth. It is rooted in Herzberg’s Two-Factor Theory, which emphasizes
motivators such as achievement, recognition, and responsibility as central to job
satisfaction (Herzberg, 1966). For example, a software developer might not only write
code but also participate in decision-making regarding project design, test strategies,
and client interaction. By enriching the role, the employee gains more control, feels
valued, and experiences greater intrinsic motivation (Hackman & Oldham, 1976).
In practice, both strategies can be applied complementarily. Job enlargement prevents
monotony, while job enrichment ensures that employees experience growth, challenge,
and meaning in their work. When combined, they foster sustainable motivation, improve
performance, and enhance employee well-being.
ASSIGNMENT 2 SEMESTER 2 2025
UNIQUE NO.
DUE DATE: 17 SEPTEMBER 2025
, Individual Differences and Work Performance
Question 1
Job Enlargement and Job Enrichment in Enhancing Employee Motivation
Employee motivation is strongly influenced by how jobs are designed, and two key
approaches to improving motivation are job enlargement and job enrichment. Job
enlargement refers to the horizontal expansion of tasks by adding more duties of similar
complexity to an employee’s role. This approach reduces monotony, provides greater
variety, and creates a sense of completeness in performing a job. For instance, a
customer service representative may initially be responsible only for handling inbound
calls but may later also process online chat queries and perform basic administrative
tasks. This expansion of responsibility helps the employee avoid boredom, fosters a
sense of broader contribution, and increases engagement (Armstrong & Taylor, 2020).
By contrast, job enrichment focuses on vertical expansion, where the depth of the job is
enhanced by giving employees greater responsibility, autonomy, and opportunities for
personal growth. It is rooted in Herzberg’s Two-Factor Theory, which emphasizes
motivators such as achievement, recognition, and responsibility as central to job
satisfaction (Herzberg, 1966). For example, a software developer might not only write
code but also participate in decision-making regarding project design, test strategies,
and client interaction. By enriching the role, the employee gains more control, feels
valued, and experiences greater intrinsic motivation (Hackman & Oldham, 1976).
In practice, both strategies can be applied complementarily. Job enlargement prevents
monotony, while job enrichment ensures that employees experience growth, challenge,
and meaning in their work. When combined, they foster sustainable motivation, improve
performance, and enhance employee well-being.
