Academic journal article Researchers World

Effect of Job Enrichment on Employee Motivation in Selected Private Universities in South-West Nigeria

Academic journal article Researchers World

Effect of Job Enrichment on Employee Motivation in Selected Private Universities in South-West Nigeria

Article excerpt


Employees in every organization want to draw fulfillments from their jobs and every human resource Managers/management wants the employees to be fulfilled being the most important resources of the organization. But managers for ages have been struggling on how to make them get the fulfillment (Magaji, 2014). Globalization has created many challenges for multinational and local organizations such as cost of production that is on the increase day by day due to universal factors such as world recession, resource limitation, modern world computing, information technology and trends that have affected the way work is done and also changed the face of competition among organizations. The problem of job enrichment stemmed from the fact that in today's rapidly corporate environment, organizations globally want to maximize the potential of their human resources to stay ahead of the aggressive competition to survive in the middle of the quest. (Raza and Nawaz 2011; Mohsan, Nawaz, Khan, Shaukat,& Aslam, (2011) Dost and Khan (2012).

Shilpa, Ali, Sathyanarayana, Rani (2013), argued that in spite of the re -assessment of the tradition views of HRM, some employers of labour believe that job enrichment is needless for as long as staff can be used to get money.

To them, job enrichment of the workers is a waste of time and financial resources. However this belief has made some organizations not to provide proper job enrichment opportunities, which have r esulted in some workers performing below expectation. Job enrichment is the problem which every supervisor and manager has to face while managing and making their subordinates work (Pride, Huges and Kapoor 2013, Davoudi &Mehdi, 2013).

Job enrichment is a motivational problem created by the alienation of employees from their work, or by lack of their interest in their work. The increasing alienation of workers from their jobs is creating a serious human relations problem. Some organizations have been trying to solve the problem of excessive job specialization by periodic job rotation to provide variety, but this has not proved adequate to reduce work boredom and monotony (Herzberg, Mausner, Peterson, & Capwell, 1975, Lawler & Ledford, 1992). Redesigning jobs so that responsibility moved from supervisors to the workers was an attempt to address the issues to work boredom and monotony. Job enrichment is a source of motivation for the employees which leads to a goal-oriented behaviour (Ramllal, 2004). Enriched jobs, by encouraging workers to learn and innovate at work, increase the motivating potential of work. Motivated workers perform tasks more accurately and are more likely to find productivity innovations that engineers overlook (Shilpa et al., 2013). According to Dost and Khan (2012), this would ultimately enhance employee performance as they are given flexibility in their jobs and as an adage says ?a person is his own best critic'. The basic question that arises is whether augmented participation of the employees in decision making affects the motivational level of the employees? This study therefore seeks to evaluate the impact of job enrichment on employees' motivation in private universities in South-west, Nigeria. The reason for the choice of private universities in South-West geographical region of Nigeria is justified due to the fact that the region accounts for 43% of total private universities in Nigeria (NUC, 2012). Besides, most private universities in Nigeria possessed good administrative system which support employees' motivation.



Job enrichment is an approach of adding additional motivators to job to make it more rewarding. The concept of job enrichment is an off-shoot of motivation-hygiene theory of work attitude (Herzberg, Mausner and Snyderman, 1959; Herzberg, 1968: 1987). However, as an effective motivator was popularized by Hackman and Oldham (1976) and was developed by Fredrick Herzberg on the basis of his studies indicating that the most effective way to motivate workers was by focusing on higher order needs. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed


An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.