But not only did these bands help the patients, they paved the way for a new generation of gadgets that have become tools to improve health care delivery and outcomes. As you can see technology provides us to many of our enhancements in our medical field. The benefits of technology on our health care is that it contributes to our new health innovations, offers us information technology, and better patient care. Technology is... ... middle of paper ... ...inding medicines to treat the ill, has now changed with automated systems with an increase in our productivity. Not only has this helped us accomplish tasks faster in actuality is allowing new occupations to be offered.
With the dramatically changing healthcare due to technological developments and innovations, we need alternative strategies that could make the organization stand out among the others as well as be able to cope up with the change. Differentiation is defined in simple words as a strategy used “to make the product or service different”, which is attainable in various ways. One such way to be viewed as different and valued by the tech savvy consumers is by portraying “high-tech” image (Ginter et al., 2013). This is a great strategy that could not only allure more consumers, but also increase the patient satisfaction rate at our own organization. Additionally, with the help of technological advancement, research as well as quality control has become much more
Sales representative’s bonuses are no longer calculated on the amount of sales but on their overall knowledge of the disease-states and therapeutic modes of action. Mandatory training and education is now at the forefront of each sales representative’s curricula. This is helping companies to sculpt out specialized sales teams as opposed to larger ones, which are more agile and adapt to the changing needs of the industry. In addition, these specialized sales teams must become more knowledgeable than previously, due to the boom in the commercialization of more complex biomolecules. Another positive change that I have seen is compensating sales representatives using a fixed, yearly salary as opposed to commission-based.
In the article entitled, “Job Redesign for Expanded HIM Functions, the author, Elizabeth Layman covers some very interesting points regarding goal setting within a company and the means by which these goals can be accomplished. In this particular case study, the area of Health Information Services (HIS) is covered. In the health care industry, especially in the Health Information Services (HIS) field, changes are continually taking place. Changes, especially with electronic health records, are now being incorporated into the medical industry in hopes of better serving patients as well as stream lining the work within the healthcare workplace. This is designed to promote more efficiency, as well as privacy for the patients.
I believe manufacturing organizations would benefit the most from the use of job enrichment strategies to increase motivation and performance. Manufacturing jobs can be comprised of low level tasks that are repetitive, monotonous and unfulfilling due to the lack of challenge. The individuals performing these jobs can also find dissatisfaction in the lack of ability to choose when and how to perform their tasks. The manufacturing industry tends to be hierarchical in structure in order to produce repeatable product with the greatest efficiency. The industry is defined by processes and procedures which often equates to a lack of autonomy for the individual.
Employees tend to compare their person... ... middle of paper ... ...e, and ensure rewards are relevant and valued. A balance between different rewards should be implemented to satisfy the diverse needs of employees. Management should motivate associates to perform at their optimal level to achieve company objectives. Job status rewards impose benefits, however, they can cause potential issues. Rewards given based on job status and individual performance can develop a status mindset, discourage creativity, and not support a bureaucratic hierarchy.
CONCEPTS, THEORIES ON JOB SATISFACTION Several theories concerning causes of job satisfaction have been proposed in the Organizational Behavioural studies. These theories can be classified into one of three categories: 1. Situational theories, which hypothesize that job satisfaction results from the nature of one's job or other aspects of the environment. 2. Dispositional approaches which assume that job satisfaction is rooted in the personological makeup of the individual.
According to Jim Sirbasku the Organizational restructuring strategies help you get the most from people by developing a plan for corporate restructuring, layoffs and mergers. For organizations to develop, they often must experience significant changes in their overall strategies, practices and operational procedures. As companies evolve so must their employees to align with their organization. Organizations are active systems and they cannot work if any of their systems will not work efficiently and smoothly. Above all understanding the relationship between organizational restructuring and its employees is the key to humanizing your organization’s capability to move through change effectively.
• To understand the Impact of job enrichment and job enlargement on employee motivation in detail by interacting with the management, Regional sales manager and field sales manager and to see how far the various measures are implemented and bring out the drawbacks if any and recommended measures for the betterment of the system. • To critically evaluate the JOB ENRICHMENT and JOB ENLARGEMENT impact on employee motivation as well as on absenteeism and turnover. • To study the most extensive changes those are critical for high motivation and performance. • To measure the performance which effected by the job enrichment. 3.2 Research Methodology Job Enrichment refers vertical expansion of jobs.
To maximize productivity and motivate employees enough to boost their performance, goals need to be SMART (-specific, measurable, achievable by being action-oriented, realistic/relevant and time-based). The principles of goal setting are applied in various ways as health information managers and directors reengineer, restructure, redesign work and redesign jobs using concepts from the hard factors of organizational structures and bureaucracies and the soft human factors of organizational behavior/motivation/organizational context. In Health Information Services (HIS) departments, work changes (gradually or incrementally) over time. For example, the department transitions from a paper-based to an electronic system for maintaining records. To support electronic health records, at the organizational level, new roles arise in jobs related to project/financial and clinical terminology systems.