ANALYSIS OF JOB REDESIGN FOR EXPANDED HEALTH I
NFORMATION MANAGEMENT (HIM ) FUNCTIONS BASED ON
THE PRINCIPLES OF MOTIVATION THEORIES.
Introduction
The use of electronic health records and the constant change in the organization and activities of health care delivery affected the level of health service offered by the health information service department. It cause advert effect in the level of hard work offered thereby causing undue stress which in turn yield little or no result in terms of job satisfaction. The following approaches were applied in the process:
Principles of Goal Setting: The principles of goal setting is applied by stating the needs for hardworking with little or no stress. The major aspect of the analysis of redesign HIM …show more content…
Typically of these indicators are determined by employees’ performance or motivation. The level of engagement and sense of duties showcased indicated a serious need for realignment. Some performances like carelessness, low productivity and diminished qualities are indicators for change. Change in employees’ work attitude and perception is a clear is a clear demonstration of the motivation level of performance.
The factors examined: The three factors which affect alignment are hard, soft and context. Hard factor determines the organization structure and theory. While the soft effect motivation and organizational behavior, context examines the effectiveness of the soft and hard through comparison and contrast to apply the more appropriate one. The principles of organization structure include specialization, departmentalization, and unity of command and line of operation.
Structure of Job and Motivational Action: The structure of a job gives the true picture of the required task; nature of the job and characteristics of the job. It specifies demand and role of the job. Inherent satisfaction occurs between aspects of job commitment and job structure. In organizational context, most concern of the organization is typically operation on the organization size and resources. Culture patterns include believes and assumptions of the
NFORMATION MANAGEMENT (HIM ) FUNCTIONS BASED ON
THE PRINCIPLES OF MOTIVATION THEORIES.
Introduction
The use of electronic health records and the constant change in the organization and activities of health care delivery affected the level of health service offered by the health information service department. It cause advert effect in the level of hard work offered thereby causing undue stress which in turn yield little or no result in terms of job satisfaction. The following approaches were applied in the process:
Principles of Goal Setting: The principles of goal setting is applied by stating the needs for hardworking with little or no stress. The major aspect of the analysis of redesign HIM …show more content…
Typically of these indicators are determined by employees’ performance or motivation. The level of engagement and sense of duties showcased indicated a serious need for realignment. Some performances like carelessness, low productivity and diminished qualities are indicators for change. Change in employees’ work attitude and perception is a clear is a clear demonstration of the motivation level of performance.
The factors examined: The three factors which affect alignment are hard, soft and context. Hard factor determines the organization structure and theory. While the soft effect motivation and organizational behavior, context examines the effectiveness of the soft and hard through comparison and contrast to apply the more appropriate one. The principles of organization structure include specialization, departmentalization, and unity of command and line of operation.
Structure of Job and Motivational Action: The structure of a job gives the true picture of the required task; nature of the job and characteristics of the job. It specifies demand and role of the job. Inherent satisfaction occurs between aspects of job commitment and job structure. In organizational context, most concern of the organization is typically operation on the organization size and resources. Culture patterns include believes and assumptions of the