How Are The Impact Of Job Enrichment In This Case?
analytical Essay
1036 words
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 …show more content…
In this essay, the author
- Describes the impact of job enrichment on motivation and communication.
- Explains that work redesign is the idea of changing the way things are done for a group to produce its product.
- Explains that goal setting at these four levels is critical for the health information industry to create a focus that will allow them to adapt to the changes of their work environment.
- Opines that job enrichment is a double edged sword. the health information systems departments in america have experienced both the pros and cons of job enhancement.
- Analyzes the motivational concept of job enrichment/job design and how members of the ahima could implement change in their organizations.
- Explains that ms. layman's article points out that the growth in technology has created more work for health information professionals. she defines four levels of organizational goals types that can be used as tools for goal setting.
- Analyzes how ms. layman applied the principle of job enrichment through her syntheses for common problem sections of the article.
- Analyzes how ms. layman's article does not give significant insight to the results of job enrichment in his departments.
- Concludes that job enrichment has a positive impact on both motivation and communication within the his departments. however, the turnover rate in healthcare employees is growing.
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. BUS1101 - UNIT 7 3 - 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 …show more content…
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,
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- Unit 7: Job Enrichment Caseopinion essayWritten assignment unit 7 * How are the principles of goal setting applied in this case? They wanted to apply working harder and working smarter. Working harder wasn’t a good idea because it is one of the cause of stress, and also it is impossible to get good results working under stress because many problems come with that, an I know how that looks like. At work when for some months we are not very busy and the orders decrease, My boss wants us to complete the job working in groups of three people but after these months of low production, the orders star coming and three people are not enough to complete the job, we need more people come to help us but the boss says; all of you have to work harder, we are not going to hire more people, so please do your best.
In this essay, the author
- Describes the outcomes of changing the work over time, including nature of work, flow, scheduling, relationships among workers, technologies, policies and procedures, volume of tasks, and types
- Recommends reorganizing work processes so employees reap rewards of excellence or bear consequences of poor quality or services.
- Opines that working harder was not a good idea because it is one of the causes of stress, and it's impossible to get good results working under stress.
- Explains that job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work.
- Explains the impact of job enrichment on motivation and communication in the his departments. change affects the nature, volume and type of work.
557 wordsRead More - Pros And Cons Of Health Information Servicesanalytical essayJob enrichment is defined as a job redesign technique that allows workers more control over how they perform their own task. With everything being more technology based means that access can be granted to many of people. This will give them the responsibility of having the access to such a huge database. They also have a lot of new information that they must learn in order to do their job. They must learn this in order to perform well at their job. With ignorance comes failure and mistakes. The system also states the employee will have more clarity with the unity of command. There will also be limitations to employees based on their performance, expertise, and complexity of control. Eventually there will be the addition of new tasks that will hopefully inspire employees to pursue these new tasks by enhancing their performance. The outcomes of the job enrichment include: more motivation, job rotation, new positions, more intrigue, less errors, accountability, increased control, skill leveling, less overloading, and even faster decision
In this essay, the author
- Explains that the health information services system allows for health records to be electronic. this makes it easier to store information, transport in/out medical documents, access your records online, and send prescriptions electronically.
- Explains that the goal setting theory is the most influential theory of motivation. the him functions wanted to go from paper to an electronic environment, improve quality of service, reduce costs, and increase efficiency.
- Explains that job enrichment is defined as a job redesign technique that allows workers more control over how they perform their own task.
- Analyzes the impact of job enrichment on motivation and communication in the his department. managers can monitor their environment and use motivation or communication to make changes.
- Opines that a goal setting theory, along with job enrichment, will help prepare for change in the medical field.
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In this essay, the author
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- Opines that companies could improve job satisfaction by identifying when an employee is bored on the job, address it, and obtain feedback from the employee for ideas to make their job more interesting and challenging.
- Explains that motivational elements to organizational commitment can promote true job satisfaction for everyone and can involve one or more of the following: affective, continuance, and normative.
- Explains the factors that affect the antecedents, satisfaction, and commitment of an individual, such as genetic predisposition, environmental and personality variables.
- Explains how creative methods such as job rotation, job enlargement, and job enrichment can help a leader provide growth and challenge to individuals.
- Opines that it pays off to incorporate more time for recruitment to test, observe, interact, and talk in order to choose the best candidates for success.
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In this essay, the author
- Explains how the science of happiness in the workplace delivers strategic outcomes in change management, organizational, team and leadership development within a company.
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- Explains how froman (2010) answers the questions as to how workers and their organizations create a more positive and proactive workplace in order to bridge human and economic goals.
- Explains how kaplan et al. (2014) determined if self-guided workplace interventions, such as gratitude, has an impact on well-being and positive affect.
- Explains how segerstrom, taylor, kemeny, and fahey analyzed the effects of optimism on mood and immune changes among law students in their first semester of school.
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In this essay, the author
- Explains how theory y can boost employee motivational energy by focusing on employee motivation.
- Opines that when properly implemented, this would result in high levels of motivation as employees work to satisfy their higher level of personal needs through their jobs.
- Explains that action centered leadership is a part of an integrated approach to manage and lead and these principles can be applied through training.
- Explains that before they were struck to one particular style of leadership, just commanding or democratic leadership by ignoring the situations and individuals. now they had a lesson to consider the situation and the individuals they have to deal with and be flexible.
- Explains why managers and leaders should study emotional intelligence and assess how ei can help them fulfil their leadership roles.
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- Explains that the affect circumplex model organizes emotions on the basis of their pleasantness and activation. emotions on opposite sides of the circle have the opposite effect.
- Explains frederick herzberg's 2 factor hygiene and motivation theory at accel-team.com.
- Explains that adonis, j., building better performance through intrinsic motivation. callcentrehelper.com.
- Explains aworemi, abdul-azeez, and durowoju's empirical study of the motivational factors of employees in nigeria.
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- Explains goleman, d. (2000). leadership that gets results. harvard business review.
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- Explains netmba.com's theory x and theory y.
- Explains spector, p. (1997). job satisfaction: application, assessment, cause and consequences. thousand oaks, calif.
- Explains the x and y theory of human motivation and management by douglas mcgregor in his book, the human side of enterprise.
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- Opines that it is not right to select one style of leadership and implement it. adair's and mcgregor theory x and y have all the necessary components which they should focus on.
- Explains that the positive effects of the above mentioned leadership style ensures that as a manager i should plan, initiate, control, support, inform, and evaluate.
- Explains how to apply the principles of ei to the workplace. before knowing about emotional intelligence, it is necessary to understand what is emotion.
- Explains the link between emotions, attitude, and behaviour, based on the figure 4. our perception of the external world passes through the emotional centre and the rational centre.
- Opines that people need emotional intelligence to build relationships and engage with each other.
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- Analyzes brinda dasgupta's article five ways to motivate millennial employees. each topic provides a method that will motivate the millennials in the work place.
- Compares karsten strauss' 7 ways to keep your employees happy (and working really hard) with miss dasgupta.
- Opines that the monetary system holds strong. it seems to have its hold on all of us.
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In this essay, the author
- Explains that resilient workers maintain their good cheer despite all the small frustrations accompanying them through their working day.
- Explains that resilient workers cannot be overwhelmed by minor difficulties at work, neither pressure exercised upon them can slow down their performance. resilient people can be counted on by the managers if something meaningful is at stake.
- Explains that resilient work is flexible, meaning they can immediately abandon old practices that are no longer working in the new environment. they would rather seek new solutions to the problems than wait until a solution is being imposed.
- Explains that resilient workers can bounce back from defeat or disaster and come up with something noteworthy. winston churchill once said that success is not final.
- Explains that a company went through major transformations to identify whether resilience training increases resilience performance.
- Explains that resilience is an ability to quickly adapt to changes without being stressed. resilient workers are a need for modern day organizations as they ensure the company performs well during organizational changes.
- Explains that modern day organizations have to constantly change to meet the demands of customers. resilient organizations maintain profitability even when going through major transformation.
- Defines resilience as the ability to recover from or easily adjust to misfortune or change. resilience refers to a person’s capacity to handle difficulties, demands, and high pressure without becoming stressed.
- Explains that resilient workers are fast, friendly, flexible, and focused individuals. they are a source of competitive advantage in the marketplace.
- Evaluates the effectiveness of the resilient training programs, stating that the effort required substantial time and money and the return was not adequate.
1228 wordsRead More - Solange De Santis - Job designopinion essayWhat job re-design opportunities are available to foster a healthier and more productive workplace? In order to answer this question we adopt job and work design theory that will analyze her role and provide tangible solutions. The following three ¡®Job Design Approaches¡¯ will be explored: 1) Job rotation 2) Job enrichment 3) Teamworking.
In this essay, the author
- Analyzes how solange de santis suffered from boredom, strain, psychological distress, job dissatisfaction, distrust, and a lack of job security during her eighteen months at gm.
- Elaborates on three small psychological changes to make working conditions for de santis much better, improving her job safety and productivity.
- Explains that de santis is an autoworker on the van assembly line at the general motors plant.
- Explains that job rotation can reduce de santis' boredom, relieve her from repetitive movements, and increase motivation by diversifying her experience. it also helps to improve morale, increase ownership and enable her to reach her potential.
- Recommends that general motors change the organizational culture to give a high degree of flexibility to the employee and increase the scope of her work based on the similarity of their content.
- Explains that it will take two months to implement job rotation to achieve the desired outcomes. de santis is surprised at the lack of trust, respect, and dignity with gm management.
- Explains that the job enrichment model solves some of the problems outlined above. it refers to the vertical expansion of jobs and increasing the degree to which employees control the planning, execution and evolution of their work.
- Describes the benefits of job enrichment and explains how it maximizes the interest and challenge of the work.
- Explains that job enrichment is good solution to help de santis improve her job and give her a better workplace. the most important change is to establish the employees own workstation.
- Explains that management of gm agreed to give de santis authority to establish her own workstation. this redesigned workspace can make her work much more efficient and productive.
- Opines that management should invite the employee to participate in meetings related to working procedure to pass on feedback and ideas to the management team. feedback will help evaluate her performance and lead to increased productivity.
- Opines that management should give her reasonable training such as safety, technical and communication skills training. this knowledge will help her optimize her work procedure and schedule.
- Explains that job enrichment needs half a year to achieve the desired outcomes. teamworking positively affects an organization's productivity and the quality of their products.
- Explains that teamworking makes the group responsible for production decisions and encourages employees to share power with management, which reduces the overall need for management and increases productivity.
- Opines that management needs to provide a supportive culture with an emphasis on teamwork, creating more team based activities and providing the team with decision-making authority. union officials need to agree to have an role with management in supporting this teamworking development.
- Opines that gm management should provide de santis and other employees with the appropriate skills and discretion to handle changes in work and work-related problems.
- Argues that management could allow the team to control certain equipment, materials, and other resources. the important role of team lead should be rotated every two weeks.
- Explains that management ensures that team members get meaningful feedback on group performance, leading to increased efficiency and productivity.
- Explains that the goal of re-designing de santis' job is to make her healthier, happier, and more productive.
- Opines that the three approaches to job re-design have been effective or not, there must be effective measurement of the outcomes as they occur.
1993 wordsRead More - Employee Engagement Essayexplanatory essayEmployee engagement is shaped by many internal and external variables. Basic needs such as fair pay and safe working conditions were primary considerations in the late 1800s. Early theorists focused primarily on the individual and theories and research centered on individual motivation and outcomes. Significant work was spent on reshaping tasks to improve productivity and output. As safe working conditions and fair pay became commonplace, different variables such as job enrichment and personal growth became important for individual workers.
In this essay, the author
- Explains that employee engagement is shaped by many internal and external variables, such as fair pay, safe working conditions, job enrichment, personal growth, and the overall working environment.
- Explains how the popularity of the book first, break all the rules helped establish the concept of employee engagement.
- Explains that the top ten drivers of engagement include an organization's reputations for social responsibility and involve employees in developing, designing and implementing workplace changes.
- Explains the various definitions of csr and how it is an effective intervention to build an engaged workforce.
- Explains that stakeholder theory assumes that managers bear a fiduciary relationship to all stakeholders.
1993 wordsRead More - Health Management Case Studyexplanatory essayJob enrichment is a job redesign technique that allows workers more control over how they perform their own tasks, giving them more responsibility (Principles of Management, March 2013, p. 336). Adding responsibility to employee’s positions will empower them to perceive their position requires and advancement in pay.
In this essay, the author
- Explains that elizabeth layman's case study is a comprehensive compilation of the implementation of electronic health records in relation to the health information services departments.
- Explains that the study proved to be a labor some task and that working harder was not working smarter. goal setting was applied to achieve organizational goals at the four different levels.
- Explains that reengineering is a process of systematizing the business of an organization.
- Explains that restructuring involves changing the organizational structure, who and how reporting is done from level to level, to increase organizational efficiency and cost effectiveness.
- Explains that managers and directors restructure work through task structure, work processes and procedures, and physical layout. in job redesign, the set of tasks is changed through addition, modification, or deletion.
- Explains that in job redesign, the set of tasks is changed through addition, modification, or deletion. information managers and directors may create change at a few or all of these levels, based upon indicators for realignment.
- Explains that some of these changes would be incremental, while others by analysis might be higher. depending on technologies, schedules, or even nature of work, they can be paced or sporadic.
- Explains that job enrichment is a job redesign technique that allows workers more control over how they perform their own tasks, giving them more responsibility.
- Explains how the principles of job enrichment are applied in this case by adding tasks on higher levels of skill, with added responsibility and accountability.
- Explains that these factors are in response to everyday problems. they include proposed solutions to upcoming problems, potential actions to the problems and risks to balance and complete the implementation.
- Explains the benefits of job enrichment in the his departments.
- Analyzes the impact of job enrichment on motivation and communication in the his departments. the increase in feedback shows that adjustments to tasks have rewards for the employees.
813 wordsRead More