INTRODUCTION:Employees in every organization want to draw fulfillments from their jobs and every human resource Managers/management wants the employees to be fulfilled being the most important resources of the organization. But managers for ages have been struggling on how to make them get the fulfillment (Magaji, 2014). Globalization has created many challenges for multinational and local organizations such as cost of production that is on the increase day by day due to universal factors such as world recession, resource limitation, modern world computing, information technology and trends that have affected the way work is done and also changed the face of competition among organizations. The problem of job enrichment stemmed from the fact that in today's rapidly corporate environment, organizations globally want to maximize the potential of their human resources to stay ahead of the aggressive competition to survive in the middle of the quest. (Raza and Nawaz 2011; Mohsan, Nawaz, Khan, Shaukat,& Aslam, (2011) Dost and Khan (2012).Shilpa, Ali, Sathyanarayana, Rani (2013), argued that in spite of the re -assessment of the tradition views of HRM, some employers of labour believe that job enrichment is needless for as long as staff can be used to get money.To them, job enrichment of the workers is a waste of time and financial resources. However this belief has made some organizations not to provide proper job enrichment opportunities, which have r esulted in some workers performing below expectation. Job enrichment is the problem which every supervisor and manager has to face while managing and making their subordinates work (Pride, Huges and Kapoor 2013, Davoudi M Herzberg, 1968: 1987). However, as an effective motivator was popularized by Hackman and Oldham (1976) and was developed by Fredrick Herzberg on the basis of his studies indicating that the most effective way to motivate workers was by focusing on higher order needs. …