The Impact Of Job Enrichment On Motivation And Communication

In order to be productive all members of staff should be aware of the goals of the firm. Knowing the goals allows the manager to make effective decisions. The goals of the firm can be viewed as the motives of the entrepreneur’s who own and run the firm. There a number of goals that a firm can pursue in its day-to-day

To help Andrea to consider ways of combining areas for the staffers, job characteristics theory plays a role since it provides an explanation of what characteristics of work itself help to create a sense of staff satisfaction. Firstly, to develop staffs a sense of meaningfulness with their job, Andrea should ensure that the new versions of task require several different skills and talents. Because if the work tasks are too simple and repetitive, staffs would think what they do is pointless. In addition, the redesigned task should provide staffs with chances to finish a whole, identifiable work from beginning to end with a visible outcome. So they can point to the Blaze and really find something in the magazine that made by themselves. They can feel a distinct sense of beginning and closure as well as ensure that their efforts are not in

In reading and analyzing the case study on “Job Redesign for Expanded Health Information Management (HIM) Functions” by Elizabeth Layman I was baffled to see that someone could take some rather fascinating and useful information and obscure it into such an annoyingly mind numbing text so as to eradicate almost all of its intrinsic value to everyone except for the most vigilant and persistent reader with a resilient constitution against sleep and boredom. Having arduously trudged through it, I was able to glean a few things in relativity to goal setting and job enrichment.

The outcome of common motivational actions for “Job enrichment-addition of new tasks at higher levels of skill, responsibility, and accountability” (Elizabeth Layman, 2011) was meant to counteract monotony of the job, however employees reported work overload and increased

As mentioned above some of the outcomes of using job enrichment in the HIS departments were as Layman has described, “Risks to balance: Fragmentation, quantitative overload, qualitative overload, role ambiguity, role conflict, questionable acceptance in highly centralized organization, HR concerns about pay grade, risk management concerns about licensure and credentialing.”

Goal setting is a mandatory step to ensure the success of any business plan. According to Study.com a business goal is defined

The first section in this chapter discusses the value of perceiving the organizational goals and effectiveness of an organization. The first thing to understand is that every organization imaginable exists for some reason, and those organizations function to achieve some type of goal. These goals are essential to an organization because it helps convey what that organization stands for and the purpose of that organization.

23. Indicate how goal setting theory could be used to explain the results from failed organizational attempts to increase performance through performance based objective plans/targets?

For the sector changes, in this case, a job enrichment is applied with the management and leaders of the organization assess the effects of these sector-wide events and workloads of their individual employees. Then, apply the concept factors synthesis of hard, soft, and organizational context approach of job enrichment.

A successful person chooses goals to achieve something that is of great value and importance to them. This in turn motivates the person to achieve the goal because when the desired outcome is very important to a person, that person will be determined to persevere. Goal setting also improves a person 's organizational and time management skills because goal setting requires prioritization and that leads to the successful and sequential completion of necessary tasks. Once a person defines and prioritizes goals a plan should be drawn out detailing how this goal will be achieved. Goals and the time-line for their completion should be clearly defined, it is also important that a person 's

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

Beneficial to employees and management: Job enrichment benefits employees and management in terms of increased motivation, better performance, job involvement, job satisfaction and reduced employee absenteeism.

Employees will feels stress and decrease in the performance when handle a lots of job tasks which seem unlikely to finish. Job enlargement also lead to decrease in social interaction and increase in work load therefore decrease motivation, job satisfaction and commitment of the employees (Donaldson, 1975). For instance, it will influence decision making process and dangers the entire flying process if pilots feel stressed and fatigue when facing too much of job

Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work.

Job enlargement could have the ability to improve employee satisfaction, reduce costs and potentially increase productivity. It can accomplish this by expanding the responsibilities assigned to one individual. However, while it seems to have many pros it could also have some setbacks that an organization should be prepared to handle. Because there are more duties required for the same job, an employee may experience a level of exhaustion over time. When strategically planning on how job enlargement will benefit various positions within the company, employees’ overall physical and mental well-being should be monitored in order to sustain a optimal level of performance and motivation.