employee works hard in hope of getting a promotion but gets a pay increase instead. (1998, p.212). Herzberg discusses job loading as two different types, vertical and horizontal. Horizontal job loading is when employers restructure a persons job but in doing so dont create any change in the employees job satisfaction. Examples of this include, challenging the employee by increasing the amount of production expected of him, adding another meaningless task to the existing one, rotating the assignments between the workers and removing the most difficult parts of the job in order to free the worker enabling him to achieve more of the easier job. Herzberg describes these as horizontal job loading as they dont result in any higher level of production but they merely move the worker to another stage on the same platform. Areas of Vertical job loading with their corresponding motivators, as suggested by Herzberg are shown in Appendix One.Robbins states that Jobs that are high on motivating potential must be on at least one of the three factors that lead to experienced purpose and they must be high on autonomy and feedback. These three factors include, skill variety, task identity and task significance. This differs from Herzbergs idea as Herzberg is focused more on giving the workers more responsibility as a main factor in increasing motivation.In Youngs article she describes how Marks and Spencer promote the health of their workforce. Health is the base at the base of all our lives and I have learned to realise that it is a fundamental part of my employment policy. (March 23, 1995) Marks and Spencer spend over NZ$7.5 million on the healthcare of its employees. This is not through any misguided belief that it is good for us, but a real foundation that our workforce, and therefore the company benefits from it. (Young, 1995).Herzberg however thinks that a companies money is better spent in job enrichment efforts, If only a small percentage of t...
