This paper explores philosophical and procedural policy issues surrounding the introduction and development of a job enlargement form of career ladder. Acceptance, meaningful work, meaningful compensation, and job security without institutionalization comprise the philosophical issues that the school board and community, building level and central…

A study was conducted to determine if rewards influence both the level of satisfaction a person feels towards his work and the performance exhibited by that person on the task. The study had four specific objectives: to develop a comprehensive list of job rewards; to develop, in particular, a list of rewards of an intrinsic nature; to compare…

Examples of successful implementation of sociotechnical design of workplaces indicate that workplaces can be redesigned to achieve a closer match between employee values and organizational work roles. Organizational effectiveness does not seem to be sacrificed as a consequence of such action. (Author/JDS)

Based on current conceptualizations of enrichment, or the positive side of the work-family interface, a multi-dimensional measure of work-family enrichment is developed and validated using five samples. The final 18 item measure consists of three dimensions from the work to family direction (development, affect, and capital) and three dimensions…

The report details ways in which work is being organized to make it more pleasant and rewarding but warns that success depends on the cooperation of workers and the general public. (Author)

The book of reading focuses on the state of job enrichment in the United States today, as well as some of its international implications. Featured in the book are 20 selected working papers analyzing the development and use of job enrichment in various types of organizations, union response to job enrichment, and its outlook for the future. The…

Ten general questions are presented for practitioners to consider before attempting to enrich a job. (LH)

A survey of the personal staff of United States Senators explored the hypotheses that staff with undergraduate majors in political science would be more likely to (1) read political science books and journals, (2) have greater contact with political scientists, and (3) recognize applications of political science to their jobs. Response data did…

The content theories of motivation yielded four criteria by which alternative promotion structures in New South Wales (Australia) high schools could be evaluated. Although the existing promotion system failed to satisfy any of these criteria, the three alternatives present certain weaknesses or obstacles preventing their implementation. Includes…

Argues that the role of the assistant principal may be dysfunctional as a training ground for secondary school principals because, as presently defined, it permits assistants to learn virtually nothing about management and improving instruction. Presents an outcome-based model for preparing the assistant for a principalship. (KH)

Deficiencies in job performance are not always due to a lack of knowledge, but frequently are the result of not knowing proper procedures and methods to get the job done. Recognizing the difference between deficiency in knowledge and deficiency in skills is the key to improving performance without training. (Editor)

Briefly reviews the salient concepts in the job redesign literature and describes an exercise which permits the reader to undertake a job redesign program. Actual company data are provided that indicate the effectiveness of the company's strategy. Sixteen references are listed. (Author/LLS)

Administrators may employ delegation to perform work effectively, increase their own effectiveness, and advance the development of subordinates through job enrichment. The steps in the delegation process include task identification, assessment of skills necessary to execute the task, selection of the subordinate for the task, communication of the…

Employment enrichment views the total work environment confronting employees as a system consisting of two overlapping areas: worker-job and worker-organization subsystems. Job enrichment has improved the worker-job subsystem. The focus of this article is on methods of improving the worker-organization relationship. (Author/JB)