Elizabeth Layman's Goal Setting Theory

In my analysis of Elizabeth Layman’s “Job Redesign for Expanded HIM Functions”, I will show how the principles of goal setting were applied by way of “The Goal Setting Theory”. I will show how the principles of job enrichment were applied in this case and what their outcomes were on motivation and communication in the HIS departments as well. The most tried and true “motivation theory” is the “Goal Setting Theory”. It is a theory of motivation that says setting goals is related to better work performance and overall improvements. It puts a plan into action because a plan is prepared. Setting goals is directly related to performance improvements. Setting goals (within an organization) is paramount for success because it sets a fire under people to think outside the proverbial box, offer a challenge, give direction and it energizes them.
The principles of Goal Setting were applied the SMART way in Layman’s paper. SMART is an acronym that stands for “specific, measurable, …show more content…
A manager would use the foundational principles of organizational behavior and motivation to restructure and redesign work assignments by way of skill variety, task identity, task significance, autonomy and feedback. They are to balance out the job protocols with the employee’s personal needs. If an employee is bored, they may offer job rotation and/or variety. If low morale is found, the manager may increase autonomy and offer some job enrichment. If a lack of energy or team spirit was found, then a job where an increase in social interaction would be given. An employee would have social, esteem, physiological, safety and self-actualization needs that only the involved manager would best know about. Tasks retrofitted this way give employees more self-sufficiency and