Introduction:
The task for this week is to read and answer some question trough some analyze. But most of the important point of these questions is refer to the key word job enrichment/ job design. While before to start a list of this element that has a relation between the analyses’ subject.
In the textbook, job design is a block that globalize many factor that work to raise the aspect of analyze of the management. It’s definite by the major impact that can influence the motivation of the employers, that also take the case of the quality of the job by the satisfaction this one can procure, expose and search through the commitment to organization. Job design not leaves the aspect of absenteeism and the turnover that is some other aspect that insisted people to work and to look over them. Job design is just one of the organizational decision manager must make when engage in the organizational function. The job design as the also referred to job enrichment care about the question of how to properly this factor encourage employers to be more productive and more satisfied of them self. Because they acquired a certain level of managerial and they try to intercept the attention of their superior and show more potential and more denouement.
Now, let go and answer the question about the article of the analyze of a case study made by Elizabeth Layman (2011), as the enterprise “Job Redesign for Expanded HIM Functions." 2011 AHIMA Convention Proceedings.
How are the principles of goal setting applied in this case?
In this case the principles of goal setting are applied in the principles of organizational and the features of bureaucracies. The article declares:
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...e application of this system by this strategy. Their perception is change, communication become very possible and great organization together. The HIS Department can now continue with this strategy and this kind of formation and will carry a better result in production and is economy too.
Conclusion as the article was clear < For managers and directors of HIS Departments, change is constant. In health care, change is occurring at the levels of the sector, organization, and employee. Change affects the nature, volume, and type of work in HIS departments. Change may be imperceptible or seemingly small; however, over time, even small changes can create misalignments and distortions in departmental operations and Finally, DESIGN is a step-by-step approach to increase the likelihood of a successful redesign.>
Source reference: Reading assignment and Google
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Determined healthcare systems routinely examine their environments internally and externally to locate significant trends and forces in the present and for the future which will have an effect on their performance goals and mission efforts. These healthcare systems understand who their stakeholders are, their needs and how best to meet those expectations and needs. These systems give attention to specific efforts on accomplishing goals that acquire opportunities in the whole environment while they continue to adjust their internal structures and functions. Precise aims are dealt with by uninterrupted sequences for performance improvements. Strategic directions for systems originate from the mission and directives. Strategic directions are identified by observing key stakeholders, addressing their interests and being proactive about responding to current, as well as, future shifts and trends in the systems’ entire environment (Skinner, 2001).
Over the past few years, the health care service has seen many changes. The Affordable Care Act, for example, creating more insurance in order to care for the indigent and people in the most need of help. Health care is a very essential and necessary element of an individuals lives. The methods and preparation that is needed in order to provide adequate and efficient patient care to all is very critical and sometimes specific. The health care organization has ventured from focusing on input management to focusing and improving output management (White, 2011).
The NHS change model was selected due to the well-defined stages and clear guidance the model offers, with the added benefit of it being NHS focused. Consisting of the values of the NHS strives to adhere to and developed to aid with the understanding of leadership within healthcare. The NHS change model states leaders who are implementing change are required to utilise all dimensions of the change model to successfully
As I began watching Reinventing Healthcare-A Fred Friendly Seminar (2008), I thought to myself, “man, things have changed since 2008.” And as the discussion progressed, I started to become irritated by how little had changed. The issues discussed were far-reaching, and the necessity for urgent change was a repeated theme. And yet, eight years later, health care has made changes, but many of its crucial problems still exist.
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Due to WellStar being a multi facility health system, its organizational design is constantly being reviewed for simpler and more efficient processes. WellStar’s two smallest hospitals, WellStar Paulding and WellStar Douglas, previously under went reconstruction with regards to their hierarchical structure in Patient Access Services (PAS). WellStar Paulding, the smallest facility of the five hospitals, renovated their managerial chain of command in PAS. WellStar Paulding’s patient volume is less than half in comparison to the 4 additional hospitals. As a result, their staff is smaller and only requires minimal supervision. In the past WellStar Administrators requested supervisors for every department, a manager of the entire department, and a director that managed PAS’ management directly and PAS staff indirectly. Recent cuts ...
Managing Change: Who Moved my Cheese? Darrin Ruble National University Managing Change: Who Moved my Cheese? Rashid-Al-Abri (2007) claims that change in the healthcare industry has been a dramatic phenomenon that requires the personnel to accept changes or they will be surpassed by them. Therefore, there is the need to follow the steps of change: evaluation, planning, implementation, and management. The characters are different, but the individual control that these characters display plays a fundamental role in the acceptance and the administration of change.
...mplications that allow for opportunities of change. One of the presumptions is for training and staffing (Shi & Singh, 2012). With the utilization of health care improvements, the staff will need additional instructions on the performance of equipment and how to efficiently achieve the desired results. Managers or supervisors recognize the need for supplemental staffing and training to optimize patient satisfaction and quality of care. The health care administrator must also focus on changes in insurance policies and rules governing the provision of medical assistance (Shi & Singh, 2012).
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
Previous to my years working in nursing and hospital care I use to worked in a manufacturing company that continually experimented changes, some by accident and most of them programmed by managers and upper directives foreseeing the changes required to implement the best measures to excel the production of the company, at the time that focused the attention in enhance the education and skills to those employees that evidently demonstrated an improvement in the areas they mastered. For that purposes, interviews and special talks were designed to understand their professional background on education, employment, goals achieved, and also personal characteristics as family goals, hobbies, religious practices, and things alike. The interviews offered an increased understanding of the individual personal values and beliefs, immediate, mid-term and long-term goals and enhanced the comprehension of the skills developed in the workplace and presented a wide evaluation of the interviewed.
Walston, S. L., & Chou, A. F. (2006). Healthcare restructuring and hierarchical alignment: Why do staff and managers perceive change outcomes differently? Medical Care, 44(9), 879-889.doi:http://dx.doi.org/10.1097/01.mlr.0000220692.39762.bf
The "Job Enrichment" Job Enrichment. N.p., n.d. Web. The Web. The Web. 29 Apr. 2014. The 'Standard' of the 'Standard'.
Today work environment company are expecting very high demand from manager and workers that they over sea about job performance to keep than motivated to do they tasks. First the manager has to meet executive level manager’s goals and productivity to keep a companies success. The test book reading stated Organization is people working together to achieve a common goals, that goals also can evaluate the issues about the absenteeism in the workforce. Manager are govern by four functions to keep a business delay functions work first Planning setting performance, second Organization to process assigning tasks, third Leading to process a arousing environment by inspiring others, four controlling to process of measuring work performance.
also practices Job Enrichment as well as Job Enlargement within the organization to further expand the employees experience and skill. Job Enrichment is the practice of giving employees a high degree of control over their work, from planning and organizing through implementation and evaluating the result. Google Inc. in particular, gives its more specialized and professional engineer a greater responsibility and control over their jobs
Organizations in today’s world need to adapt and overcome many obstacles that are predictable as well as unpredictable. Max Weber outlines the five basic principles of bureaucracy which are as follows: The Division of Labor, Hierarchy of Authority, Written Rules and Regulations, Impersonality Principal, and Technical Qualifications. These basic principals were designed to maximize productivity and assert authority over subordinates in the workforce. (Weber, 1968) In present day the basic principles of Weber’s bureaucratic design are still visible in just about every organization. The only variable is to what extent they are applied.