Job enlargement, job enrichment, and job rotation are job design elements that can affect an employee’s job performance. Job enlargement refers to the increase of job tasks followed by the rise in the amount of work. Job enlargement is used to make the work more challenging and decrease routine and boredom (Muneer et al., 2017). Job enrichment refers to the improvement of a job by delegating some of the upper management’s responsibilities. Job enrichment helps the employees to understand their work and their desires regarding it (Muneer et al., 2017). Job rotation refers to shifting the employees between different jobs from time to time within one company. Job rotation can result in the employees being more competitive and motivated since they are able to perform various tasks (Muneer et al., 2017). Job enlargement is focused on not doing the same tasks all the time, job enrichment is based on delegating tasks, and job rotation is aimed at changing job positions.
From my experience, one example that gives the understanding of all of the above is being a trainee in the early stages of a new job. At the first time, there is a gradual but constant increase in tasks, which could be an example of job enlargement. Then, there is an opportunity to perform at different parts of a workplace and see which one is the most suitable, which could be an example of job rotation. The last step is choosing one of the job positions and getting some of the tasks of a manager above as a part of the learning process, which could be an example of job enrichment. Being a trainee at a new job gives the opportunity to experience job enlargement, job enrichment, and job rotation at an entry-level preparing for them in the future.
Muneer, S., Jamil, K., & Idrees, M. (2017). A study of the casual relationship of job design and employee behavior. Information Management and Business Review, 9(6), 26-35.