Job enrichment primarily aims to:

Job enrichment primarily aims to enhance job roles by increasing task variety and autonomy. This approach is rooted in the theories of motivation and job design, particularly as proposed by psychologists like Frederick Herzberg. By increasing the variety of tasks that employees engage in and giving them more control over how they perform their work, job enrichment seeks to enhance employee satisfaction, motivation, and overall performance.

When employees are presented with a wider range of tasks and given the autonomy to determine how to accomplish their work, they often experience increased engagement and motivation. This can lead to a greater sense of ownership over their work, fostering creativity and initiative. The psychological benefits of job enrichment can contribute significantly to employees' desire to perform well, which translates to better organizational outcomes.

In contrast, focusing on reducing workload and stress does not inherently lead to enrichment; merely alleviating stress may not improve the substantive quality of a job. Strict job descriptions can help define roles, but they may limit the flexibility and autonomy that enrichment aims to provide. Additionally, while employee benefits and compensation are important, they do not directly relate to the core principles of job enrichment, which emphasize the intrinsic elements of work itself. Thus, enhancing task variety and autonomy is at the heart of job enrichment strategies.