Elizabeth Layman Case Study

Analysis of the case study by Elizabeth Layman (2011), "Job Redesign for Expanded HIM Functions." How are the principles of goal setting applied in this case? Elizabeth Layman defines goals at the departmental level, as the overall effort to produce the desired results, and the work as factor reflecting all of the department’s goals. On the other hand, the goals at the employee level, as a job which is a set of tasks, duties, assignments, and responsibilities, for all of the employees. Consequently, the sum total of all a department's jobs, is in essence the department's work; namely the department’s goal. Furthermore, Elizabeth Layman gives an example, which describes the rearrangement at four different levels as the organization’s goals: …show more content…

The author defines the three commonly considered motivational actions as: • Job enlargement - addition of new tasks at the same level of skill and responsibility • Job enrichment - addition of new tasks at higher levels of skill, responsibility, and accountability. • Job rotation - rotation of employees through jobs at the same level To clarify, we could define the principle of Job Enrichment, as addition of new tasks at higher levels of skill, responsibility, and accountability that allows workers more control over how they perform their work. Moreover, the author proposes a number of solutions to Qualitative, and Quantitative overload which could be observed by managers as stress factors among workers; namely, conflict, high turnover, reduced productivity, high level of absence. These solutions are: • Introduce variety • Increase task identity • Allow workers freedom to schedule tasks or self-inspect quality • Increase autonomy • Increase responsibility • decrease specialization • Reorganize work processes so employees see product of collaborative efforts and/or must communicate with one another in