When you are starting your journey on how to learn Pashto, the very first thing you need to master is the "identity" ending. In the KPK dialect , especially the way we speak in Kohat , the verb usually comes at the very end of the sentence. This is where the rules of Yam and Yu come into play. The word Yam (یم) is used exclusively for yourself. Whenever you start a sentence with " Za " (meaning I), you must finish it with "Yam." It functions like the word "am" in English. For instance, if you want to tell someone you are fine, you say "Za kha yam." Whether you are hungry, tired, or happy, as long as you are talking about yourself, "Yam" is your anchor. It is a simple pattern that builds immediate confidence in your speaking ability. On the other hand, we have Yu (یو). This is the plural form used when you are talking as a group. In our culture, the "we" is often more important than the "I...
Job enrichment denotes assigning new or redesigned job descriptions to the current job roles and responsibilities. Each designee in any organization is assigned certain tasks and roles that s/he are expected to fulfill, so they are entitled to a certain amount of recompense in terms of money, bonuses, perks, and other fringe benefits. The main purpose of job enrichment is to reignite enthusiasm in the employees and give them the feeling that they are cared for and that the management is not only concerned about their current job and tasks but also endeavors to give them skill sets that will be beneficial for them in the long run. For example, the network administrator may be assigned the new task of data backup of the organization's online assets.
Similarly, job enlargement is to increase the job responsibilities within the ambit of the same designation. For example, besides the clerical and business correspondence, the personal secretary can be given the responsibilities of project coordinator. The new job responsibilities may not benefit the employee in a monetary sense, but the employee will learn new skills which could help them get a promotion or enable them to get the pre-requisite skills for a new job within or outside the organization.
Job enlargement and enrichment can be monetarily driven or driven by the motivation of achievement (one of the factors that motivate human beings to achieve excellence, according to Psychology). In any case, the new roles can galvanize the employees’ skills or, in some cases, mar the spirit with overburden. To find out what is the relationship between job enrichment and enlargement on job satisfaction, we carried out the research. The research gist is that in the short run and controlled environment, reward-driven, this helps improve job satisfaction. On the other hand, due to poor communication and the environment of mutual mistrust, job enlargement may be seen as punishment instead of a reward.
Many studies have shown that job satisfaction is the prime factor in the productivity of any employee. The more productivity, the better the performance, and consequently, progress for the institute. This led the HR Practitioners to the conclusion that instead of driving the workforce as a herd, the management should lead them and be the first to face challenges, and the rest will follow suit.
Job satisfaction will also result in job commitment. In today’s marketplace, job-hopping is seen as a positive thing instead of the HR practices in the 20th century, where changing jobs was considered a sign of an unstable career. Job hopping is considered nowadays as a sign of a dynamic career and the zeal of employees, which drives them from one organization to another. Job hopping has justification, so employees feel less obligated to any organization. Job commitment has become a rare commodity; therefore, the HR Specialist welcomes the signs of job commitment. The HR department should find some ways to distinguish people who are committed to the organization’s goals. Once identified, they should be given incentives for job enrichment and enlargement.
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