Job Redesign For Expanded HM Functions Case Study

Analysis of “Job Redesign for Expanded HIM Functions” The management of HIS (Human Information Services) Departments is undergoing huge changes due mainly to the transition from a paper-based environment to an electronic environment. The influx of positions and functions due to this change is creating the need for realignment of departmental goals through re-engineering, restructuring, work redesign, and job redesign. The analysis of this case focuses on the principles of goal setting, the principles of job enrichment, the outcomes of job enrichment in HIS Departments, and the impact of job enrichment on motivation and communication within HIS Departments. How are the principles of goal setting applied in this case? According to the Goal …show more content…
The principles of job enrichment include giving workers more responsibility and control over their tasks, so they can be more efficient and increase their performance (Carpenter, 2011). As Layman lists the structures of a job (types of tasks the job encompasses, nature of the job, characteristics, demands of the job and role), she is listing the areas that can be enhanced to increase job enrichment. In the case of redesigning jobs for the expanding HIS Departments, job enrichment pertains to keeping employees motivated without overextending their work load. Hackman and Oldman’s define the core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) as the cause of key psychological states that lead to motivation, performance, satisfaction, absenteeism and turnover (Carpenter, 2009). The principles of job enrichment, in the case of HIM functions, relies on employees having the opportunity to use skill variety (multiple, high-level skills), have task identity (ability to appreciate a finished product of their work), have task significance (believe their job is significant), be autonomous (free to perform tasks as they feel necessary), and receive feedback (to determine their …show more content…
Job enrichment allows for HIS Departments to introduce variety into a job (decreasing specialization) which solves the problems of employee boredom, careless errors, tardiness, absenteeism, and low morale. When tackling the issue of boredom, mediocrity and skill leveling, job enrichment also allows for the development of an employee. To increase autonomy, due to low morale and low accountability, job enrichment is a solution as well. When there are issues of delays in decision making within the HIS Departments, job enrichment for subordinates can be essential to reducing the supervisory work