1. The reading and lesson material in this module described work design in various service and manufacturing organizations. In what type of organization might job enrichment be most effective as a strategy to increase motivation and performance? Explain. I believe manufacturing organizations would benefit more from using job enrichment strategies to increase motivation and performance. Manufacturing jobs can include low-level tasks that are repetitive, monotonous, and unfulfilling due to a lack of challenge. People in these jobs may also find dissatisfaction with a lack of ability to choose when and how to perform their tasks. The manufacturing industry tends to have a hierarchical structure in order to produce repeatable products with maximum efficiency. The industry is defined by processes and procedures that often equate to a lack of autonomy for the individual. Once you have identified areas of dissatisfaction, some job enrichment methods that can increase motivation and performance might include offering flexible hours, recognition, offering training opportunities. for upskilling programs, job sharing or job rotation, or offering higher level tasks. I believe it is important to work with people if you are going to implement a job enrichment program to ensure that it meets the needs and desires of those who will be simulating it. The goal of job enrichment is to make their job more satisfying, so they need to be involved in the decision-making and implementation process. This contradicts Herzberg's belief that employee participation in job enrichment contaminates the process and that it is job change that produces the most... middle of paper ......panies, Inc. Herzberg, F (1990). Once again: how to motivate employees? Manage people, not staff. (Page 65) Boston, MA. Harvard Business School Publishing Division. LaFasto, F., & Larson C. (2001). When teams work better. (Page 162) Thousand Oaks, CA Sage Publications, Inc. Mione, Peter. (2006). Work enrichment. Retrieved from: http://edweb.sdsu.edu/people/arossett/pie/Interventions/jobdesign_1.htmShukla, G. (2005). Job rotation and how it works. Money. (April 27 issue) Retrieved from: http://www.rediff.com/money/2005/apr/27spec1.htmThomas, Jr. R. (1990). Managing the psychological contract. Manage people, not staff. (Page 46) Boston, MA. Harvard Business School Publishing Division.100 Best Companies to Work For. Fortune. (Number of 7 February 2011). Retrieved from: http://money.cnn.com/magazines/fortune/bestcompanies/2011/snapshots/4.html