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Goal setting theory easy
Case study for job redesign
Goal setting theory easy
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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:
Employee 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.
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
Job 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.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
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...
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).
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
...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).
Personal engagement based on psychological meaningfulness is when a sense of the value of their work and feel that they are receiving a return on an investment of self in the performance of their role (Saks & Gruman, 2014). When psychological meaningfulness is generated the person feels valued, useful and worthwhile about the work they’ve done. Usually influenced when work incentives for investments are involved (Kahn, 1990). A factor that correlates with psychological meaningfulness is job enrichment and role fit. This factor positively correlates because it integrates task characteristics, role characteristics and work interactions (Kahn, 1990). This illustrates when an employee job/task is more involving and challenging and making them feel independent of the work they’ve accomplished. A scenario that can represent psychological meaningfulness would be understaffed nurses working in the Intensive Care Unit (ICU) receiving a trauma patient on a busy day, the administration (Doctors) may show their appreciation to the staff by ordering lunch for their hard work and to show they value their staff and their effective productivity. As a result, the nurses will feel valued in the work they’ve done after overcoming a challenging
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
The "Job Enrichment" Job Enrichment. N.p., n.d. Web. The Web. The Web. 29 Apr. 2014. The 'Standard' of the 'Standard'.
He also incorporated the measure of individual-level happiness of employees which could include work engagement, job satisfaction, and organizational commitment. Fisher (2010) particularly looked into how happiness is influenced by both short-lived events and chronic conditions in the task, job, and organization in the workplace. Happiness is also influenced by stable attributes of individuals such as personality, as well as the fit between what the job and organization and also provide and the individual’s expectations, needs and preferences (Fisher, 2010). In order to implement Positive Psychology, an organization has to take into account that their employees have different personalities and that their expectations and needs differ from one another. Every person is going to react and respond differently due to their differences in personality, so organizations must take this factor into account when creating interventions to increase happiness levels in their employees. Employees can also find happiness in engagement to their role as well as how satisfied they feel with their job. An organization can increase their employees’ happiness levels by making sure their employees actually enjoy their job. If an individual finds enjoyment
Support employees to engage with others effectively: giving certain amount of opportunities, such as diversity skills training, team gatherings, activities outside the working environment.
Motivation can be one of the greatest and most important aspects inside a workplace, as it enables employees to find their incentive to work harder and achieve different types of goals. Motivation can be identified and accomplished by elaborating a job design that helps keep employees happy considering the different environmental factors of the integrative framework when applying organizational behavior. A formal definition states that job design “refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity” (Kinicki 168). Job designs help structure jobs and the different tasks needed to accomplish
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)