Goal setting is a mental technique that helps one to identify what you want to achieve in the future and working towards achieving it. It can be a means of implementing change and performance in an organisation. For goals to be effective it has to be SMART that is specific, measurable, achievable, realistic and timely.
After reviewing “Job Redesign for Expanded HIM Functions”, I realised that they have set goals; at the employee’s level work rebound or mirrored the entire department’s goal. All employees’ job is a set task; duties, chore and individual responsibilities and employees are encouraged to work harder and smarter so as to be able to achieve their set goals. In addition, the leaders or managers and directors of Health Information …show more content…
Wherefore, the pervasive development that is re-engineering which has to do with mission, policies and structure and restructuring which includes feedback is left for the top leaders to decide so as to boost the organisation competencies and performances while the redesign work and job is carried out mainly by the manager and directors by re-organising job task through “task structure, work process and procedures, physical layout, modifying, addition and deleting”.
Job enrichment is the job design technique used to motivate self-driven employee by entrusting them with greater responsibilities which might make them to feel worthwhile. The major goal for doing this is to lessen monotonous jobs, motivate and grant employees opportunity for improvement, succeed and retain them in the organisation. The principle of job enrichment is being applied in this case due to indicator of organisational changes which consist of the enterprise-wide and Health Information Services initiatives. These changes can arises at the organisational level that is, it can crop up …show more content…
The three sets of factors that make realignment effective have been mentioned above, therefore managers and directors of HIS Department can use these concepts to solve the common problems despite it effect. The table below shows the identified problems, outcomes and impact of job enrichment on motivation and communication in the HIS Departments.
POSSIBLE PROBLEMS OUTCOMES IF JOB ENRICHMENT IS APPLIED IMPACT
a. Boredom, careless errors, tardiness, absenteeism, low morale, mediocrity, skill levelling and delay in decision making Introduction of variety which can be used to tackle specialisation, increase task identity, increase control, Develop employee, reduce and equalize supervisory load. Fragmentation, quantitative and qualitative overload, role ambiguity and conflict, questionable acceptance in highly centralized organization, HR concerns about pay grade, risk management concerns about licensure and credentialing
b. Logjams, gridlock, production delays due to illness or vacations. Increase capacity and coverage Qualitative overload, role ambiguity, potential violations of unity of
After reviewing “Job Redesign for Expanded HIM Functions”, I realised that they have set goals; at the employee’s level work rebound or mirrored the entire department’s goal. All employees’ job is a set task; duties, chore and individual responsibilities and employees are encouraged to work harder and smarter so as to be able to achieve their set goals. In addition, the leaders or managers and directors of Health Information …show more content…
Wherefore, the pervasive development that is re-engineering which has to do with mission, policies and structure and restructuring which includes feedback is left for the top leaders to decide so as to boost the organisation competencies and performances while the redesign work and job is carried out mainly by the manager and directors by re-organising job task through “task structure, work process and procedures, physical layout, modifying, addition and deleting”.
Job enrichment is the job design technique used to motivate self-driven employee by entrusting them with greater responsibilities which might make them to feel worthwhile. The major goal for doing this is to lessen monotonous jobs, motivate and grant employees opportunity for improvement, succeed and retain them in the organisation. The principle of job enrichment is being applied in this case due to indicator of organisational changes which consist of the enterprise-wide and Health Information Services initiatives. These changes can arises at the organisational level that is, it can crop up …show more content…
The three sets of factors that make realignment effective have been mentioned above, therefore managers and directors of HIS Department can use these concepts to solve the common problems despite it effect. The table below shows the identified problems, outcomes and impact of job enrichment on motivation and communication in the HIS Departments.
POSSIBLE PROBLEMS OUTCOMES IF JOB ENRICHMENT IS APPLIED IMPACT
a. Boredom, careless errors, tardiness, absenteeism, low morale, mediocrity, skill levelling and delay in decision making Introduction of variety which can be used to tackle specialisation, increase task identity, increase control, Develop employee, reduce and equalize supervisory load. Fragmentation, quantitative and qualitative overload, role ambiguity and conflict, questionable acceptance in highly centralized organization, HR concerns about pay grade, risk management concerns about licensure and credentialing
b. Logjams, gridlock, production delays due to illness or vacations. Increase capacity and coverage Qualitative overload, role ambiguity, potential violations of unity of