Motivation, job satisfaction and commitment to the organization are major influences for employees. I have
noticed that employees are happier and better contributors if, they are being productive and feel part of the
How are the principles of goal setting applied in this case?
As a proactive approach, the HIM management has implemented several changes to improve work
motivations and reach their goals.
Sector changes have the pulse on work loads and daily routines. They understand if they are experiencing
low moral, careless errors, boredom or tardiness, they need to address the issue with perhaps a change
towards job rotation. Job rotation keeps employees at the same level but, "changes the view" I have had
this opportunity to job rotate as a experiment. The City has three similar job roles, it was decided to help
other departments, we would cover one another 's Commission meetings. In theory it was a good idea,
however, we quickly realized that it was far better to remain in our current positions and cover our own
Commissions. "The grass is greener on the other side of the fence" did not apply here! We spent so much
time learning the in 's and out 's of the other employees job that each of us were so far behind in our current
positions, we were all at a loss. The company then focused on increases for specialization, that worked far
better. It is important to learn about other departments, but not at the expense of stress and excessive
Because of a ever changing demographic, businesses like HIM need to stay flexible to the needs of their
... middle of paper ...
...to redesign, devise solutions and contingency plans, and obtain clearance for issues related to human resources.
"G"et feedback from superiors, human resource staff, and employees. If positive, implement realignment.
"N"ote effect of redesign and notice contributors to success and celebrate both with public recognition
What was the impact of job enrichment on motivation and communication in the HIS Departments?
When a company actively works towards a common goal, with proper implementation, and a workforce
that knows the company has their best interest at mind reassures personal that they are needed. The lack
of delays from decision making, are removed and balance is restored. Communication is clear with a re-
focus and people are excited to share new ideas. Lastly, the employee perceptions have been addressed
and the company is redirected and realigned.
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