The case study by Elizabeth Layman (2011)
How are the principles of goal setting applied in this case?
The principles of goal setting can be applied in this case study by identify the clarity, challenge, commitment, feedback, and complexity of the study (Ambler, 2015). The goal of the Health Information Service (HIS) is to implement the use of electronic health record and changing in the health care delivery system. The case study help clarified how the change will happen and provided problem with potential solution to the issue. This case study provided tools which help “detect, identify, and analyze problems and to generate solutions” (Layman, 2011). A step by step instruction is included to assist manager and director integrate the roles
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With the 29 new roles predicted, the complexity in a workplace will increase while implementing the electronic health record. How are the principles of job enrichment applied in this case?
The principles of job enrichment in this case study can be applied by increasing the tasks for their employee. Increasing the tasks per employee will increase a variety things employee can work on without feeling that the work is repetitive. Job enrichment will allows the employee to develop their skill and increase autonomy. By increasing the tasks for the employee, this will lower the tasks of their supervisor and these supervisor would have more time to provide feedback for their employee. With the help of job enrichment, many employees would be motivated because they are now allows to show their supervisor what they are capable of by completing these extra tasks.
What were the outcomes of job enrichment in the HIS
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Stress can build up fairly quickly in this kind of situation because an employee will feel like they are trapped and there is no way out. Qualitative overload can occur when an employee beliefs that he/she doesn't have the proper skill or knowledge to complete a task. An employee that receives task that he/she couldn't complete can increase their stress level and eventually increase turn over rate. Role conflict can occurs when an employee faced situation where their values, beliefs, and goals are incompatible or contradictory with their supervisor or co-worker (“Risk factors,” n.d.). Employee that doesn't understand their role of ambiguity will feel lost in a workplace and they would not know which task to perform or their responsibility in a workplace. Often, when employee doesn't know their role, they should seek the help from their supervisor. Seeking the help or feedback from a supervisor can help employee define their role in a
How are the principles of job enrichment applied in this case? By the addition of added tasks on higher levels of skill, with added responsibility and accountability. Doing so eliminated the monotony of the tasks at hand. Although adding levels of work to the process added to the levels of stress on the job. Therefore, these actions may not match every situation. Only adding overload.
Learning Experience Journal Entry – Director of Health Information Management and the Supervisor of Medical Records Coder
According to Riaz and Junaid (2010), there are four levels of conflict evaluation: intragroup, intergroup, intrapersonal and interpersonal. Sources of intrapersonal conflict include inappropriate demand on one’s capacity, goal incongruence and mal-assignment. Mal-assignment rises in cases where an employee is allocated a task to which he or she does not have the right skills or knowledge, commitment or aptitude. The employee experiences an overloaded qualitative role resulting to role conflict. The employee is unable to satisfy the specified capacity even if he or she works to his or her capacity leading to quantitative ro...
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...
Case 1 -- You work in a busy multi-specialty clinic with a high patient volume. The physicians enter the type of code that will yield the greatest reimbursement. You suspect the codes are not accurate.
Health information management involves the practice of maintaining and taking care of health records in hospitals, health insurance companies and other health institutions, by the use of electronic means (McWay 176). Storage of medical information is carried out by health information management and HIT professionals using information systems that suit the needs of these institutions. This paper answers four major questions concerning health information systems.
As stated previously, some of the effects of role stress and burnout, are low retention rates, high staff turnover, decreased quality of care and decreased job satisfaction. According to data, stress has been shown to cause 40% of turnover and half of absenteeism in the workplace.
Although there is a plethora of possible sources of conflict in any workplace, the ones in this case are rather explicit. These include personal differences, Informal deficiencies’, role incompatibility, environment stress, perceptions, and expectations. Personal differences could be related to personal values, physiognomies, family bonds or ties, and material belongings.
If the work is done not appreciated by the supervisor then the employee feels de-motivated and loses interest in job.
The "Job Enrichment" Job Enrichment. N.p., n.d. Web. The Web. The Web. 29 Apr. 2014. The 'Standard' of the 'Standard'.
Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities. The employer needs to spend time, money, and energy on programs, processes, and factors that will have a positive impact on employee satisfaction. Effective communication is important to let the employee know what’s current situation of the organization and is correlated with low employee turnover or intention to leave, while ineffective communication is the reverse. The employer should maintain an open door policy, and encourage staff to approach them to ask questions, share ideas, and feels strong bonds of trust, they will share issues openly. If employer failing to provide opportunities for growth and development than risk employees feeling like they aren’t making progress as professionals, which leads to dissatisfaction and burnout. In order to be satisfied at work, employees need to feel appreciated and a leader needs to be specific in expressing their appreciation so that it reinforces
Healthcare information technologies is a rapidly growing field that has its roots founded in the 1960s when the first computer were developed (Brooke, 2015). This crude computer technology would ultimately pave the way to the creation of the modern day electronic health record. With so any vast abilities of computers and electronic health records currently, the Federal government felt is was necessary to create a position in order to oversee this rapidly growing industry. That is why ins 2004, the Office of the National Coordinator for Health Information Technologies (ONC) was founded (HealthIT.Gov, 2016). The ONC is a major role player in the implementation of the Health Information Technology for Economic and Clinical Health Act (HITECH).
Early research on job design has shown the beneficial effects of job enlargement (broadening the scope of job tasks) and job enrichment (providing more complex and challenging tasks) to job satisfaction and work motivation. More recent research shows that specific job characteristics, like skill variety, task identity, task significance (which collectively contribute to a sense of work meaningfulness), autonomy and performance feedback are also critical components that promote motivation, personal responsibility and job satisfaction—in short,
In theory, this increase in the level of employee job satisfaction comes from the sense of greater responsibility for the quality of their work. Moreover, autonomy can increase motivation and happiness, along with decreasing employee turnover. All of which can make employees perform better with their jobs.
Long – term stress can even require the brain, leaving you more vulnerable to anxiety, and depression; it can be a main cause of moodiness and frustration. Many of us are aware of the physical symptoms of stress-muscle pain, rapid breathing or an increased pulse. At the same time, they also suffer from emotional of stress which can be like roller coaster of highs or lows. emotional effects rang from emotional overeating to a feeling of being overwhelmed and pressure. stress impact many other components, which leads to difficulties in making decisions, loss sense humor, poorer concentration, negative thinking. As can be seen, stress nearly brings serious effects to people. Apart from the effects above, it can be the main reason which creates your decreased productivity at work. stress makes people less control their pace work, which leads to dissatisfaction. about 40% employees said that they are burned out because of work-related stress and loss $300 billion each year in the workplace . In addition, your relationship with people around also become worsens because of your stress. In fact, stress makes people puzzled and their life can undergo a considerable