Maximizing Productivity of Employees in the Health Information Services

704 Words 3 Pages
To maximize productivity and motivate employees enough to boost their performance, goals need to be SMART (-specific, measurable, achievable by being action-oriented, realistic/relevant and time-based). The principles of goal setting are applied in various ways as health information managers and directors reengineer, restructure, redesign work and redesign jobs using concepts from the hard factors of organizational structures and bureaucracies and the soft human factors of organizational behavior/motivation/organizational context.
In Health Information Services (HIS) departments, work changes (gradually or incrementally) over time. For example, the department transitions from a paper-based to an electronic system for maintaining records.
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Job enrichment involves adding new tasks at higher levels of skill, responsibility and accountability. The principles of job enrichment are applied through job redesign techniques that can overcome job dissatisfaction/employee alienation and offset the monotony of routine tasks.
First, job enrichment involves introducing variety and decreasing specialization in work and jobs in departments. This ensures that workers do not get bored, tardy from repetitive/mechanistic tasks and make careless errors. Despecialization also reduces absenteeism and boosts low employee morale. To tackle mediocrity, employee skills and abilities are “developed” so that their skills are distinct rather than levelled or equalized.
Job enrichment is also applied by increasing autonomy of employees- the outcome of which is that, employees are more accountable to their actions. To reduce delays in decision making, job enrichment is used to reduce supervisory overload for subordinates. As a result, employees feel motivated to perform better and do not get stressed out.
All in all, the impact of job enrichment on motivation and communication in the HIS departments is that workers have higher levels of job satisfaction and are absent less often. With respect to communication, in work groups, tasks are redistributed so that employees are more

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