Motivating Healthcare Staff to Adapt to Technological Advances

With the vast improvements in technology over the years, society has had to change the way they do business. Very few industries are exempt from change. One industry that has benefitted greatly from technological advances is the health care industry. But with technological advances comes the need to adapt. A question to consider when attempting to have your staff adapt to change is: how are you going to motivate your staff to operate in a new environment?
This report will analyze an article written for the American Health Information Management Association (AHIMA) by Elizabeth Layman for presentation at the 2011 AHIMA convention. The primary focus will be the motivational concept of job enrichment/job design and how members of the AHIMA could

How are the principles of job enrichment applied in this case?
3. What were the outcomes of job enrichment in the HIS Departments?
4. What was the impact of job enrichment on motivation and communication in the HIS
Departments?
How are the principles of goal setting applied in this case?
In her article, Ms. Layman points out that the growth in technology in Health Information Services (HIS) departments (specifically with electronic health records and the health care delivery system), has actually created more work for health information professionals. She notes that just working harder to fulfill these new requirements is not a long-term solution. Instead, there must be a push to work smarter. This is why Ms. Layman takes the time to define four levels of organizational goals types that can be used as tools for goal setting. The types are:
- Re-engineering – The idea is for the leaders to rethink the way the business is structured, its mission and its policies.
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- Restructuring – Re-configuring the organizational structure for the purpose of organizational efficiencies and cost effectiveness.
- Work redesign – The idea of changing the way things are done for a group to produce

However, no significance correlation was observed between other dimensions.” (Asl, Nazari, & Raadabadi, 2015).
The results of this case study show that job enrichment has had mixed results. In some cases, it has been a positive thing in the HIS departments. However, it has not helped in all dimensions.
What was the impact of job enrichment on motivation and communication in the HIS Departments?
Once again, Ms. Layman does not focus her article on results. She is more focused on implementation ideas. She does suggest that there is a payoff to job enrichment, but she is also quite thorough in pointing out the potential risks that need to be considered when making a decision to enrich a job.
Fred Lunenburg (2011) authored a journal that concluded,
“enriching certain elements of jobs alters people’s psychological states in a manner that enhances their work effectiveness.” (Lunenburg,