Job Enrichment And Job Design Case Study

Upon review of the case study given, many conclusions can be made about job enrichment and job design. Motivation is key when attempting to inspire employees to achieve better, and higher quality work. It is very interesting to look at the case study in terms of what was learned in the textbook and see how the different theories of needs applied directly to the workplace. Managers have to acquire a vast arsenal of information on different personality types, how to inspire the many people under them, while at the same time keeping rewards for top achievers equal, and have to know the proper way to give feedback to the not so motivated types. Keeping things fair and consistent is key in the managerial field. The principles of goal setting

This has been a proven way to ensure employees are happy, and in general they will call of less and take more pride in their jobs. They are also free to streamline their job to a way they feel gets the work done much faster and more efficiently (Carpenter, Taylor, Erdogan 2009). This is truly a win for the company and management, because this leads to less micromanaging on the manager’s part, freeing them up to do other tasks. In this AHIMA case, job enrichment is applied by allowing those that have attained high skill levels on their current job, to acquire new responsibilities and have a different type of accountability than those with less skill sets. According to the analysis this will make the employees feel as if their jobs are less repetitive and keep everyone motivated to perform at a higher level (Layman 2011). Monotony is something that is avoidable in the workplace with this type of job enrichment technique and it is very advisable to use it, as long as it does not cause more of a stress on the employee as noted in the case study. There is a very fine line between a comfortable amount of work and complete work overload. This is something that management has to plan extensively as to not hurt the morale of the employees as opposed to uplifting an empowering them. The work distribution

Communication between employees and management is much higher due to the fact the employees feel that they are trusted to do their job in a manner that is suitable to them. This will encourage them to share information with the leader because of them being more satisfied in their situation. The performance reports also open the lines of communication by allowing the employee and manager discuss any particular issues that may have impeded their progress, as well as looking at where the employee may be excelling and allow them to move into a high position. Logging and tracking daily progress will also allow the employee as well as management to see how much work is getting done, without having to directly report to the manager (Layman 2011). This will help the employee re-think what they should focus on at certain hours of the day that appear to have a lag in production. Job enrichment has motivated employees to take control of their work in a manner that suites them and makes them want to do better. Knowing that they have more freedom, but at the same time having to log what they are doing will help keep them on the right