Case Analysis of Health Information Services After reading and analyzing the case study by Elizabeth Layman, titled “Job Redesign for Expanded HIM Functions” I will talk about how the principals of goal setting are applied in this case, how the principals of job enrichment are applied in this case and what the outcomes of job enrichment are. Lastly I will be discussing the impact of job enrichment on motivation and communication in the HIS departments. There have been many changes in the Health Information Services (HIS) Departments, such as electronic health records and the health care delivery system. All of these changes have caused employees of that department to work harder. As a result of this it is causing early burn out with employees
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(1) Re-engineering- reevaluating the mission structure and policies. (2)Restructuring - rethinking the organizational structure. (3) Work Redesign - Managers rearranging work such as task structure work processes and procedures and physical layout. (4) Job Redesign- adding, modifying of getting rid of certain tasks in a job. There are a few indicators that tell HIS Departments that Realignment is necessary: Sector changes - cultural shifts, new technologies, new certifications or standards; Organizational Changes - companywide changes, patient population; Employee perceptions - low employee motivation, absenteeism, lock of professionalism, and …show more content…
Once it is deemed that change is necessary the appropriate goal setting techniques are applied. For example when they saw there employees were getting bored easily, making careless error and had low morale, they decided to introduce job enlargement, job enrichment and job rotation. Creating new tasks for a job can add motivation as well as adding tasks that require a higher skill set. Another changed they suggested was to increase control, meaning that workers get to schedule tasks or self inspect quality. There are many ways in which the HIS Department applied job enrichment principals. There are 5 Factors of job enrichment that make a job more enjoyable. Skill variety, meaning the more skills a person has to use at work the more they will enjoy it. Increasing task identity allowing one person to have the ability to complete a specific task from start to finish by themselves. Provide task significance, giving someone an important task that directly impacts the
CASE
(1) Re-engineering- reevaluating the mission structure and policies. (2)Restructuring - rethinking the organizational structure. (3) Work Redesign - Managers rearranging work such as task structure work processes and procedures and physical layout. (4) Job Redesign- adding, modifying of getting rid of certain tasks in a job. There are a few indicators that tell HIS Departments that Realignment is necessary: Sector changes - cultural shifts, new technologies, new certifications or standards; Organizational Changes - companywide changes, patient population; Employee perceptions - low employee motivation, absenteeism, lock of professionalism, and …show more content…
Once it is deemed that change is necessary the appropriate goal setting techniques are applied. For example when they saw there employees were getting bored easily, making careless error and had low morale, they decided to introduce job enlargement, job enrichment and job rotation. Creating new tasks for a job can add motivation as well as adding tasks that require a higher skill set. Another changed they suggested was to increase control, meaning that workers get to schedule tasks or self inspect quality. There are many ways in which the HIS Department applied job enrichment principals. There are 5 Factors of job enrichment that make a job more enjoyable. Skill variety, meaning the more skills a person has to use at work the more they will enjoy it. Increasing task identity allowing one person to have the ability to complete a specific task from start to finish by themselves. Provide task significance, giving someone an important task that directly impacts the
CASE