Written Assignment
Unit 7:
My analysis from the article taken from the link below. http://library.ahima.org/xpedio/groups/public/documents/ahima/bok1_049430.hcsp?dDocName=bok1_049430 My answers to the following questions:
• How are the principles of goal setting applied in this case?
• How are the principles of job enrichment applied in this case?
• What were their outcomes, of job enrichment in the HIS Departments?
• What was the impact of job enrichment on motivation and communication in the HIS Departments?
Principles of goal setting was applied at different times using not the same method but for other aspects of the business required different kinds of work, to categorise their goal settings principles. I am very intrigued by the number …show more content…
All departments’ within an organization should have proper work minutes of every single employee in their department and regular reports of performance to help leaders examine their goal process more efficiently. Another process of their goal. Managers and Directors within the organization came up with a simple (abc) approach to fit in job roles and much more, in rearranging and assimilating these new roles to meet goals within their departments’. For example, Leaders “Detect, monitor, and collect data related to indicators of change that have the potential to affect the sector, organization, or department”.
The principles of job enrichment were a great read, where they allowed workers to form their own new task at a top level. And in doing so, workers are more responsible and this method benefits the company. This was a very smart way to also hold workers accountable, which was in the best interest of the organization. Employees were very sensitive to this new method because this makes their job more stressful instead of creating a stress less atmosphere for them. Thus, the resolution of these movements may not go down well in today’s work …show more content…
There were both a negative and positive impact as a result of implementing job enrichment. There were not a lot of motivation given to their employees, which would have helped them with their relived their stress levels. The company’s high turnover really affected their employees. Companies always benefit at the expense of their employees, which shouldn’t be the case. Based on the survey called, Job Diagnostic Survey, which was done publicly by Hackman and Oldham in the times of 1975, 1959, 1968 encourages a redesign structure, to help improve employee’s satisfaction and assess the properties of redesign in
Unit 7:
My analysis from the article taken from the link below. http://library.ahima.org/xpedio/groups/public/documents/ahima/bok1_049430.hcsp?dDocName=bok1_049430 My answers to the following questions:
• How are the principles of goal setting applied in this case?
• How are the principles of job enrichment applied in this case?
• What were their outcomes, of job enrichment in the HIS Departments?
• What was the impact of job enrichment on motivation and communication in the HIS Departments?
Principles of goal setting was applied at different times using not the same method but for other aspects of the business required different kinds of work, to categorise their goal settings principles. I am very intrigued by the number …show more content…
All departments’ within an organization should have proper work minutes of every single employee in their department and regular reports of performance to help leaders examine their goal process more efficiently. Another process of their goal. Managers and Directors within the organization came up with a simple (abc) approach to fit in job roles and much more, in rearranging and assimilating these new roles to meet goals within their departments’. For example, Leaders “Detect, monitor, and collect data related to indicators of change that have the potential to affect the sector, organization, or department”.
The principles of job enrichment were a great read, where they allowed workers to form their own new task at a top level. And in doing so, workers are more responsible and this method benefits the company. This was a very smart way to also hold workers accountable, which was in the best interest of the organization. Employees were very sensitive to this new method because this makes their job more stressful instead of creating a stress less atmosphere for them. Thus, the resolution of these movements may not go down well in today’s work …show more content…
There were both a negative and positive impact as a result of implementing job enrichment. There were not a lot of motivation given to their employees, which would have helped them with their relived their stress levels. The company’s high turnover really affected their employees. Companies always benefit at the expense of their employees, which shouldn’t be the case. Based on the survey called, Job Diagnostic Survey, which was done publicly by Hackman and Oldham in the times of 1975, 1959, 1968 encourages a redesign structure, to help improve employee’s satisfaction and assess the properties of redesign in