In 2011, Elizabeth Layman, PhD, released a case study named “Job Redesign for Expanded HIM Functions.” This case study presents the challenges, as well as solutions, facing the HIM industry transitioning to digital record mediums (Layman, 2011, p. 1).
Concerning this study, how are the principles of goal setting applied? The goal is to shift to electronic records and deal with the ongoing changes in the industry. In this study Layman makes the case for using various tools to help implement this advance in technology. The author of the study acknowledges that this change will take place over time and will not be instantaneous (Layman, 2011, p. 1). Layman provides guidance to this problem by analyzing several concerns and giving solutions for them (Layman, 2011, p. 5 – 7). …show more content…
Let us first define what job enrichment is. Job enrichment allows the worker more freedom in the way work is done (Carpenter, Taylor, Erdogan, 2009). This principle gives more impetus to the worker. A worker that is engaged in the work place will welcome the added responsibility and freedom. Because of this it allows them to feel more engaged with their work and company. The benefits are that employees will be more efficient at work, and are less likely to look for another position (Carpenter, Taylor, Erdogan, 2009).
The author of the study proposes a couple of actions for job enrichment. The first one that is introduced in the study is “develop employee” (Layman, 2011, p. 6). To have an employee further their knowledge is of great benefit to the company and the employee. The second one is “increase autonomy” (Layman, 2011, p. 6). Having autonomy means that the employee has
Concerning this study, how are the principles of goal setting applied? The goal is to shift to electronic records and deal with the ongoing changes in the industry. In this study Layman makes the case for using various tools to help implement this advance in technology. The author of the study acknowledges that this change will take place over time and will not be instantaneous (Layman, 2011, p. 1). Layman provides guidance to this problem by analyzing several concerns and giving solutions for them (Layman, 2011, p. 5 – 7). …show more content…
Let us first define what job enrichment is. Job enrichment allows the worker more freedom in the way work is done (Carpenter, Taylor, Erdogan, 2009). This principle gives more impetus to the worker. A worker that is engaged in the work place will welcome the added responsibility and freedom. Because of this it allows them to feel more engaged with their work and company. The benefits are that employees will be more efficient at work, and are less likely to look for another position (Carpenter, Taylor, Erdogan, 2009).
The author of the study proposes a couple of actions for job enrichment. The first one that is introduced in the study is “develop employee” (Layman, 2011, p. 6). To have an employee further their knowledge is of great benefit to the company and the employee. The second one is “increase autonomy” (Layman, 2011, p. 6). Having autonomy means that the employee has