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Discuss how the operations manager can use job enrichment, job enlargement, job rotation and employee empowerment to help motivate employees and increase productivity.

According to (Vulpen, 2020), job enrichment is a technique that involves adding aspects to current tasks to make them more compelling. Bringing more duties (also known as job enlargement), boosting skill variety, adding purpose to occupations, enabling autonomy, and providing feedback are all examples of job enrichment. The purpose of job enrichment is to create a job that is stimulating. This may be accomplished, for example, by taking a routine, 'boring' job and adding new tasks that make the job more relevant to the individual. Job enrichment is thus a component of job design and job redesign. The most important reason to invest in job enrichment is that it results in motivation. Job enrichment is especially important for highly trained, white-collar service occupations because of this. Job enrichment is less significant for blue-collar employees, according to Fein (1986). Their biggest issue here is wages, job security, and workplace norms. Because it does not address these issues, job enrichment is less successful in this situation. Finally, job enrichment is defined as the practice of adding motivators to current positions to boost employee happiness and productivity.

According to (Juneja, 2015), job enlargement is a job design approach in which the number of tasks connected with a certain job is increased. In other words, it entails broadening one's obligations and responsibilities. The growth in scope is quantitative rather than qualitative, and it occurs at the same level. Job expansion is a horizontal restructuring strategy that tries to promote staff flexibility while also eliminating boredom that may develop over time. It is also referred to as horizontal loading because the responsibilities increase at the same level rather than vertically.

Job rotation, or the practice of rotating personnel from one project to another in a company, can improve organizational and employee effectiveness. Organizations may achieve motivated and inspired performance from their employees by ensuring that people do not stagnate or become trapped in a certain project for lengthy periods. As employees begin new projects after a year or a few months, they may look forward to new experiences and chances to improve their abilities while maintaining their enthusiasm for their jobs. Indeed, good work rotation rules may go a long way toward eliminating or at least lowering staff demotivation and demoralization. In this method, organizational results may be made more efficient, as well as productivity increases and employee invention and inventiveness. Job rotation plans that are well-thought-out can benefit employee well-being as well as organizational and personal health and longevity. Furthermore, Smart Job Rotation rules may enable employees to experience the delights and joys of working on each project from scratch, providing them the experience of changing tasks (Juneja, 2015).

According to (Abou Elnaga, 2014), clarifying objectives and expectations is the first step toward empowering staff. People can only make progress at work if they have a clear understanding of the outcomes they are expected to provide. With empowerment, a manager's responsibility evolves from closely controlling what employees do to holding them accountable for results. This means that managers must clearly define desired outcomes and convey them regularly so that everyone understands their roles. The second stage in empowering others is to help them by providing the tools and resources they need to move forward and removing any hurdles that may stand in their way. Managers empower their employees by catering to their requirements. This entails not just giving the necessary time, resources, and support, but also actively striving to reduce barriers to achievement. Autonomy and independence are viewed as a last resort; empowering individuals entails providing them with the total autonomy required to execute their job. Once workers understand what is expected of them and have the support they require, the greatest thing a manager can do is to stay out of their way. Trusting workers to do their tasks in the way they see fit is essential for fostering happy work environments. Empowerment has many positive effects for the company, such as faster response to customers, communication and teamwork, employees participating in goal creation; increased employee contribution; increased respect among employees secondary to teamwork; increased power equals lower absenteeism and better productivity; employees have more satisfying work; an increased depth of competence among employees secondary to cross-training; less conflict with the administration