The Principles Of Job Enrichment

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

This essay reviews an analysis written by Elizabeth Layman on Health Information Services (HIS). This company is redesigning their program to affect their departments. In this paper we will analyze the factors such as the goal setting, job enrichment, outcomes of job enrichment and the impact of job enrichment. We will dive into the impact of the systematic changes.

Implementation of electronic health records and constant change in the health care delivery system has altered the nature of work in Health Information Services (HIS) Departments. Health information professionals are exhorted to work harder and to work smarter (Cassidya 2011,10; Cassidya 2011, 10).

This article notes that as tasks are continually being added and changes within today’s health information services departments (HIS), health information management must compare current practice with organizational goals to determine if work flows must be changed (Layman, E., 2016). As most new tasks start out not as new jobs, but rather enrichment or enlargement of other jobs, managers must look for indicators that these additions are not causing negative consequences (Layman, E., 2016). While job enrichment can be cause for many positive outcomes, negative results can signal a need for redesign of the work process.

In the Health Information Services, rapid changes have swept the industry through electronic health records and changing health care delivery systems. Due to these changes, such employees have seen their jobs change drastically and this has become a major issue for the industry. Redesigning jobs can be effective or counter-productive. If they overload and stress people then they can see productivity plummet. However, if people become to specialized with monotonous duties, they can also see productivity plummet. In this analysis by Elizabeth Layman, she looks at all the potential factors and outputs and leaves with an approach to forming new roles that may effectively help the business address these concerns.

Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their

It is widely known that goal setting is a vital part of achieving success and improving overall performance. Our modern understanding of goal setting came from Dr Edwin Locke’s research in the late 1960’s. In his 1968 article, “Toward a Theory of Task Motivation and Incentives”, he showed that employees are motivated and their performance improves when they are set clear, achievable goals, and receive appropriate feedback. He found specific, challenging goals lead to the highest performance, as long as the goals are not too challenging.

In the case study on “Job Redesign for Expanded HIM Functions” Elizabeth Laymen outlines how the ever rapidly changing healthcare field has changed the demand for the professionals in the Healthcare Information Services Departments to increase both their physical and mental output within their daily routines. This type of increased demand is not reasonable on a daily basis and puts professionals under excessive stress. As a result Elizabeth Layden wrote this article with steps and recommendations for job redesign to support and assist leaders in the field on implementing effective change in their working environments for both themselves and employees.

Goal setting is about linking tasks to performance and it is used to establish and present counsel to employees on how much efforts are demanded and what work need to be done. In the HIS case work reflects the goals of the department. At the lowest point, which is the employee level, a job is set as task, duties, assignments and duties for a stratum of employees. The overall work would be constituted by the total aggregation of all department jobs. The role of the leaders will be to examine departments alignment in order to achieve organizational goals. Four different levels being engineering, restructuring, work redesign and job redesign are used to align organizational goals. Health information

Over the past decades we’ve been hearing a lot about work-family balance. On average people these days spend every third day working at home in evenings and weekends. Certainly, the composition of today’s workforce continues to change. There are more females coming to workplaces, more dual-career couples and single -parent employees, and more workers involved in caring for significant others. This increasing diversity requires re-examination of how the work and life domains intersect. Juggling the demands of and satisfaction from the work and life domains can be challenging. The borders between our work and life domains are becoming more blur. Also, the modernization and advancement in technology have resulted in more opportunities to engage in work anytime, anywhere.

To motivate employees, goals must take into consideration the degree to which each of the following exists: clarity, challenge, commitment, feedback and task complexity. If all five of these elements are present, goal theory says that we will be motivated to produce to a maximum. The specificity of the goal acts as an internal stimulus, the more difficult the goal, the higher the level of performance. Difficult goals energise us because we have to work harder and persist to attain them.

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,