Job Redesign in HIS
Job Redesign in HIS
University of the People.
Abstract
This paper looks at the crucial change the health information services department took when it had to switch from a paper based medical system to a new electronic format.
Job Redesign in HIS.
How are the principles of goal setting applied in this case?
Goal setting theory is one of the most influential and practical theories of motivation (principles of business management, 2009). It is divided into five categories that make up the acronym S.M.A.R.T. Lets identify each one and show how it is used in this instance.
The “S” stands for specific. The goal for the HIS was to integrate from a paper based medical recording system to an electronic version that put …show more content…
You see examples of job enrichment mentioned and demonstrated in the case study. The change and creation of 29 new positions in HIS departments allows more control to coders who wish to work from home. It is also acknowledged that wholesale changes to processes were needed and the staff needed to implement them already existed, although they needed to be shifted to different department. New positions of privacy officer and RAC coordinator are a few examples of the job enrichment that took …show more content…
This recommendation also included a satisfaction survey for all parties involved in the realignment. Other ways we can measure the outcomes include random work samplings such as observation of employees and also providing as needed feedback. This allows employers to make adjustment in real time fashion to benefit the departments and reinforce the realignment. As the realignments take place these outcomes can be measured in a structured way.
What was the impact of job enrichment on motivation and communication in the HIS? Managers and directors know that change is constant in the HIS departments. “Change may be imperceptible or seemingly small; however, over time, even small changes can create misalignments and distortions in departmental operations” (Layman, 2011). A step-by-step approach is given about how to judge the outcomes of the job enrichments in the realignments. An acronym is created aptly name D.E.S.I.G.N.
It states that it consider the following steps; Detect, Enlist, Secure, Identify, Get feedback and Note effect. This process allows the management to judge the final outcome of the job enrichment
Job Redesign in HIS
University of the People.
Abstract
This paper looks at the crucial change the health information services department took when it had to switch from a paper based medical system to a new electronic format.
Job Redesign in HIS.
How are the principles of goal setting applied in this case?
Goal setting theory is one of the most influential and practical theories of motivation (principles of business management, 2009). It is divided into five categories that make up the acronym S.M.A.R.T. Lets identify each one and show how it is used in this instance.
The “S” stands for specific. The goal for the HIS was to integrate from a paper based medical recording system to an electronic version that put …show more content…
You see examples of job enrichment mentioned and demonstrated in the case study. The change and creation of 29 new positions in HIS departments allows more control to coders who wish to work from home. It is also acknowledged that wholesale changes to processes were needed and the staff needed to implement them already existed, although they needed to be shifted to different department. New positions of privacy officer and RAC coordinator are a few examples of the job enrichment that took …show more content…
This recommendation also included a satisfaction survey for all parties involved in the realignment. Other ways we can measure the outcomes include random work samplings such as observation of employees and also providing as needed feedback. This allows employers to make adjustment in real time fashion to benefit the departments and reinforce the realignment. As the realignments take place these outcomes can be measured in a structured way.
What was the impact of job enrichment on motivation and communication in the HIS? Managers and directors know that change is constant in the HIS departments. “Change may be imperceptible or seemingly small; however, over time, even small changes can create misalignments and distortions in departmental operations” (Layman, 2011). A step-by-step approach is given about how to judge the outcomes of the job enrichments in the realignments. An acronym is created aptly name D.E.S.I.G.N.
It states that it consider the following steps; Detect, Enlist, Secure, Identify, Get feedback and Note effect. This process allows the management to judge the final outcome of the job enrichment