How principles of goal setting are applied
Goal setting is a powerful theory of motivation and there is evidence to show that setting goals is related to motivation and improved performance because goals give us direction. However, the simple fact that goals have been set does not mean that workers will be motivated because there is a right way and a wrong way of setting goals. Hence in order to be effective, goals must be SMART - specific, measurable, achievable, realistic and timely.
Clarity: A clear goal is that which can be measured and leaves no room for guesswork. Goals should be explicit relating to the final outcome.
Challenge: If a goal calls for one to think outside the box, workers are likely to be motivated …show more content…
This idea was mooted by American psychologist Frederick Hertzberg in the 1950s. Job enrichment is a type of re-designed method meant to change the effects of routine repetitive tasks which can result in boredom, lack of flexibility and worker dissatisfaction. The aim is to expand the scope of a job with several task variations, vertical in nature that needs self-sufficiency. Since the idea is to provide the individual with exposure to tasks normally reserved for higher level employees, merely adding the same tasks to an employee’s current role is not considered enrichment. Enrichment is a technique that gives workers control over how they perform their tasks. The principle is for the management to remove some controls but retain accountability, increase accountability for individual’s own task, make periodic reports to workers, introduce new and more complex tasks, assign employees specialized tasks; enabling them to become experts. The management should also create a supportive culture like peer support networks, provide recognition and appreciation, provide skill improvement like sponsored education/training. Within an organization, enrichment can be achieved by rotating jobs amongst the employees which will allow them to operate in different parts of the organizations, learn different skills and acquire different experiences. …show more content…
Other outcomes are fragmentation, overload, role conflict and ambiguity.
•Managers and directors of HIS Departments can use concepts from the hard factors of organizational structure and features of bureaucracies, the soft human factors of organizational behavior and motivation, and organizational context as they re-engineer, restructure, and redesign work and jobs in their departments. Dependent upon the perceived problem, managers and directors may take actions that strike a balance among the concepts.
•The impact of job enrichment on motivation and communication in the HIS Departments: Some of the elements are qqualitative overload, role ambiguity, inadequate supervision for new employees or employees lacking confidence, HR concerns about pay grade, risk management concerns about licensure and
Goal setting is a powerful theory of motivation and there is evidence to show that setting goals is related to motivation and improved performance because goals give us direction. However, the simple fact that goals have been set does not mean that workers will be motivated because there is a right way and a wrong way of setting goals. Hence in order to be effective, goals must be SMART - specific, measurable, achievable, realistic and timely.
Clarity: A clear goal is that which can be measured and leaves no room for guesswork. Goals should be explicit relating to the final outcome.
Challenge: If a goal calls for one to think outside the box, workers are likely to be motivated …show more content…
This idea was mooted by American psychologist Frederick Hertzberg in the 1950s. Job enrichment is a type of re-designed method meant to change the effects of routine repetitive tasks which can result in boredom, lack of flexibility and worker dissatisfaction. The aim is to expand the scope of a job with several task variations, vertical in nature that needs self-sufficiency. Since the idea is to provide the individual with exposure to tasks normally reserved for higher level employees, merely adding the same tasks to an employee’s current role is not considered enrichment. Enrichment is a technique that gives workers control over how they perform their tasks. The principle is for the management to remove some controls but retain accountability, increase accountability for individual’s own task, make periodic reports to workers, introduce new and more complex tasks, assign employees specialized tasks; enabling them to become experts. The management should also create a supportive culture like peer support networks, provide recognition and appreciation, provide skill improvement like sponsored education/training. Within an organization, enrichment can be achieved by rotating jobs amongst the employees which will allow them to operate in different parts of the organizations, learn different skills and acquire different experiences. …show more content…
Other outcomes are fragmentation, overload, role conflict and ambiguity.
•Managers and directors of HIS Departments can use concepts from the hard factors of organizational structure and features of bureaucracies, the soft human factors of organizational behavior and motivation, and organizational context as they re-engineer, restructure, and redesign work and jobs in their departments. Dependent upon the perceived problem, managers and directors may take actions that strike a balance among the concepts.
•The impact of job enrichment on motivation and communication in the HIS Departments: Some of the elements are qqualitative overload, role ambiguity, inadequate supervision for new employees or employees lacking confidence, HR concerns about pay grade, risk management concerns about licensure and