Essay Job Redesign For Expanded Him Functions By Elizabeth

Essay Job Redesign For Expanded Him Functions By Elizabeth

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Job Redesign, The Analysis
In the case study, Job Redesign for Expanded HIM Functions by Elizabeth
Layman, PhD, she suggests the options to assist leaders and members of an organization
to work wisely when work and jobs are redesigned. And in order to help both managers
and employees of an organization, she provides pointers to job redesign, some aspects to
consider, and to implement solutions. It also implies job enrichment, which provides the
employee more tasks to do, but at the same time responsibility and authority needed to
complete these tasks. The job redesign is a tool a manager can use to reorganize certain
aspects of the duty so that the employee does not become dull. Layman’s contributions
are directed to minimize the impact of time so that it is best used in applying in these
proposals.
In order to achieve organizational goals; four different levels were created. At
first, re-engineering which means to re-think any “business and systems” (Ahima.org,
2015) of the organization. In re-engineering, the leaders would examine the
organization’s mission, structure, and policies. The second is restructuring. The main
function of restructuring is to change the organizational hierarchy. For instance, a
realignment of “the reporting lines” (Ahima.org, 2015) and “the composition of
functional units.” (Ahima.org, 2015) are reflected. These first two levels are considered
the most wide-ranging and are executed by only upper management. The reason why this
is done is because the organization itself needs to increase efficiency and effectiveness
cost wise. Third comes work redesign, which is done at the department level, and it
consists of the reshuffle of the department’s activity directed towards its “products and
services.” (Ahima...


... middle of paper ...


...in purpose is to defeat certain factor such as “monotony of routine tasks”.
(Ahima.org, 2015) It is implied that these actions, such job enrichment often
motivate employees, who may find it stressful because of the extra duties assigned.
As the action describes, it “enrichment” (Ahima.org, 2015) adds more rather than
take away what is already on their plate. Once again, depending up on the events and
changes that leaders can execute in an organization and as new task are assigned and
restructuring is executed, jobs can be distorted and employees can be leave.
In conclusion, job enrichment, if not systematically and accurately planned,
can provide addition duties and also power and authority to act up on it, but it can
also generate stress due to the workload. It is up to the leaders give it a well-though
assessment before deployment of any actions in any organization.

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