Analyze of the Job Redesign for Expanded HIM Functions How are the Principles of Goals setting applied in this case? The theory of setting goals is considered a powerful system to motivate the employees. This theory talks about the connection between setting goals and the improvements in worker’s performances. The success of this method consists of setting goals that are SMART which means that they have to be specific, measurable, achievable, realistic and timely. The Health Information Services, use the acronym "DESIGN" to guide supervisors and the executives step by step to help the department work meet the production goals. The step by step approach consists in six fundamental points to rearrange and combine new roles in the job. It 's …show more content…
Due to constant and multiple changes including socio-economic, cultural events, innovation in technologies, and new regulations, etc. HIS department has had to prepare to respond to any changes and adapt to new situations. The primary purpose of job enrichment is to keep workers motivated to maintain high performance in their work. This technique adds more responsibilities with more advanced levels to break the monotony or routine of their jobs. The implementation of the technique job enrichment, allows the Health Information Services maximize the effectiveness and efficiency or their workforce. What Was the Impact of Job enrichment on motivation and communication in the HIS Departments? The impacts that bring the implementation of job enrichment, ranging from increased proficiency, productivity, and cost-effectiveness of each employee, at the same time each employee can become skilled in different sort of work. This implementation leads to an atmosphere of equality and equity. Reference:
The organization is creating an effective system that would enhance employees’ growth and help them meet the needs of the workforce. To achieve better healthcare, the organization is developing innovative ways of recruiting skilled personnel. In a bid to build value for its employees, Banner Health System is presenting them with opportunities that build their expertise. Employees have an opportunity to transfer between different Banner facilities and still manage to retain their seniority and benefits. The organization is leveraging employee skills and creativity via the President’s Grant Program. The program offers funding to employees who have innovative ideas that are beneficial to the heath system. The focus of the program includes improving teamwork, leadership development, continuous, learning as well as innovation in all locations. As the organization grows, it looks forward to offer employees discounts on health coverage and other insurance
...and/or development at a satisfactory pay grade. If both the latter and the former are not fulfilled, job enrichment does not lead to motivation. Job enrichment gives more control to the employee, thereby, making an organization less centralized. This means that communication can be more bilateral as it opens up employee reporting channels. An employee who has more control over the nature of their work also will have the opportunity to communicate horizontally by giving input (ideas and suggestions) about their job design to improve efficiency.
"An increasingly important element of a positive work environment is the fostering of employee engagement. Engaged employees are not just satisfied with their work or loyal to the organization, but are energized about their contributions to the workplace and willing to go above and beyond their job description to contribute to the organization’s mission. A key component of engagement is that employees feel that the organization cares about and values their contributions."
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).
“Success is not a brilliant strategy; it’s about a brilliant execution (Womack, C.D. 2003,10 page 48).” Goal setting can lead to success through motivation. Establishing what are called, SMART Goals is one way to set up motivation through goals. SMART stands for; specific, measurable, attainable, relevant and
To be specifically, the general quality of life including job security, safety, and work-life balance is regarded as a foundation since these factors secure an employee’s life. For example, providing a certain number of working hours, occupational insurance, and healthcare programmes. In the work aspect, it contains giving empowerment and autonomy, satisfying the sense of accomplishment through meaningful work tasks. Employees need freedom and authority to make necessary decisions about the jobs instead of managers’ controlling everything. In terms of the people who employees work with, it is an important factor for pushing engagement. An effective internal communication is based on people, which result in a better relationship and collaboration among the whole organisation. The job opportunities for employees seem like targets for achieving; these chances motivate them to work harder. In addition, the sound programme of learning and development for employees is a way to accomplish their goals as well as an opportunity to enrich their careers and lives. Similarly, total reward like corporate reputation and recognition enhances the pride of employee and loyalty; moreover, financial and mental benefits, such as pay and prize, provide the basic incentives to trigger employee
It believes that tough goals have a direct correlation with better performance and is thus a source of motivation. It further lays stress on the fact that the attitudes of a manager are main catalysts which fuel an employee’s motivation and enhance his performance. This is based on a taxing and relevant goal set by the organization and routed through managers to the employees. This also helps employees chart out the progress of their goals and performance which complements with organizational support and employee’s satisfaction (Griffin,
...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).
Moreland, J. (2013). Improving Job Fit Can Improve Employee Engagement and Productivity. Employment Relations Today, 40 (1), 57-62.
The basic premises of the goal-setting theory is the relationship between how difficult and specific a goal is and people’s performance. We live in a goal-oriented society as people usually adhere to specific targets with a plan of action for guidance. Lack of accomplishment of goals leads to job dissatisfaction. Locke’s Goal-Setting Theory from 1968 has been a powerful way of motivating people and is often utilized in whole organizations to increase focus and productivity. The more specific and difficult goals are designed the more likely staff can achieve these goals as opposed to being too vague or easy goals. An organization should consider the five following principles of goal setting: clarity, goal difficulty, goal acceptance, goal specificity and feedback. Organizations that set clear and challenging goals and are open to honest feedback have a greater chance of achieving goals. According to Locke and Latham (2002), goal setting can be useful in predicting job satisfaction. Job satisfaction is an important attribute for employee productivity and commitment to the
According to Herzberg, the principles of job enrichment are as follows: Removing some controls while retaining accountability; Increasing the accountability of individuals for own work, Giving a person a complete, natural unit of work; Granting additional authority to employees in their activity; Making periodic reports directly available to the workers themselves rather than to supervisors; Introducing new and more difficult tasks not previously handled; and Assigning individuals specific or specialized tasks. (Herzberg, 1968)
The role of assisting quality employer-employee interaction at many levels efficiently and using a different way of communicating in reference to optimistic involvement in increasing employee morale. There are certain benefits that should offer the employees a voice their apprehensions and to explain their viewpoint concerning characteristics of their workplace environment. Manager should create an atmosphere of engagement and gratitude. Non-monetary incentives such as skill training and operational development programs that enhance their professional growth is beneficial to the organization. Offering advancement opportunities to an individual is valuable in motivating employees to perform. However, in order for motivational factors of employee training and development benefits to be improved, organizations need to solicit an outside source with relevant ability and expertise (Lavanya et al.,
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)
Employee engagement creates deeper promise from employees so fewer resign, sick leave reduces, casualty rates decrease, conflicts and grievances decline, outputivity increases for the employer.