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The Impact Of Job Enrichment On Motivation And Communication

The ever changing and evolving medical field creates a need for a business culture that is ready and prepared to adapt and maximize efficiencies to keep up with the industry. The shift to electronic charts and the boom of mobile devices and email have created tasks and roles that were not taken into account in previous managerial designs. Tasks and responsibilities need to be managed in a way to keep employees engaged and motivated so they can complete all that is necessary. As the case study suggested, working harder is not a long term strategy, working smarter must eventually be the long term goal to survive (Layman, 2011). In this report the principles of goal setting, principles of job enrichment, outcomes of job enrichment and the impact of job enrichment on motivation and communication, will all be discussed as they pertain to the case study written by Layman titled, Job Redesign for Expanded HIM functions. The principles of goal setting are applied in this case in four stages, re-engineering, restructuring, work redesign and job redesign. Re-engineering focuses on systems and helping them to move and function as smoothly as possible. Restructuring refers to the organizational structure. The main goal is to increase efficiency, so the departments can work smarter and not harder. The work redesign is the change of products and services in order to meet the new needs of the ever changing market. Job redesign is modifying or eliminating certain tasks to fit the needs ofShow MoreRelatedThe Impact Of Job Enrichment On Motivation And Communication889 Words   |  4 Pageshave to be implemented. My case analysis will involve answering four questions. How are the principles of goal setting applied in the case? How are the principles of job enrichment applied in this case? What were the outcomes of job enrichment in the HIS Departments? What was the impact of job enrichment on motivation and co mmunication in the HIS department? The first thing we will examine if the principle of goal setting and how it is applied is this case. Goals give an organization a visionRead MoreCurrent Practice With Organizational Goals And Changes Within Today s Health Information Services Departments Essay920 Words   |  4 Pagesmust 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. The entire article calls for a process of goalRead MoreThe Principles Of Job Enrichment1059 Words   |  5 Pagesarticle by Elizabeth Layman on Job redesign in Health Information Services (HIS) Departments. A few aspects which shall be explored are the principles of job enrichment applied in this case, the principles of goal setting applied in this case, the outcomes of job enrichment in the HIS Departments and the impact of job enrichment on motivation and communication in the HIS Departments. Before commencing it is necessary to define some of the terms used in the introduction. Job design â€Å"is the specificationRead MoreAnalysis Of Elizabeth Grammar On Job Redesign1064 Words   |  5 PagesRunning head: JOB ENRICHMENT 1 Analysis of Case Study by Elizabeth Layman on Job Redesign University of the People JOB ENRICHMENT 2 Introduction Job design is a tool meant to work as motivator for employees. It is meant to increase job satisfaction and commitment. By the same token, it is meant to decrease turnover and absenteeism (Carpenter, M., Taylor, B., Erdogan, B., 2009). Elizabeth Layman offers a broader perspective on how job redesign changed the working environment in the Health InformationRead MoreHealth Information Systems : Job Redesign Essay908 Words   |  4 PagesInformation Systems) job redesign. The study urged managers to evaluate and redesign, if needed, the jobs of health care professionals. Layman points out that these jobs have gradually changed over time. Extra tasks have been added on to the duties of current employees and many are now over-worked. For example, the conversion of paper to electronic health records created 29 new roles for employees (Layman, 2011). Not surprisingly, excessive workloads are having a negative impact on HIS DepartmentsRead MoreImproving The Organizational Structure O f A Job Redesign816 Words   |  4 Pagescontrary, working smarter is an alternative to work overload by implementing a job redesign or also known as job enrichment. The following questions are answered below. How are the principles of goal setting applied in this case? For the HIS Department, the goal is job redesign, in order to comply with the high demand of converting paper charts to electronic records. The goals are to re-engineer, restructure, work redesign and job redesign the entire organization. Re-engineering is when leaders examinesRead MoreThe Principles Of Job Enrichment914 Words   |  4 Pagesthere is much information to be gained on their use of Goal Setting and Job Design within the Expanded HIM Functions of the health care delivery system. Within this analysis I will be going over how the principles of goal setting were applied to this case, how the principles of job enrichment applied to this case, the outcomes of job enrichment, and finally the impact that the job enrichment had on motivation and communication within the HIM Departments. With answering the first question that wasRead MoreThe Principles Of Goal Setting1127 Words   |  5 Pagesimplemented five specific goals. . These goals simplify the culture of goal setting in this organization. One reason behind the success of HIS Department is the regular adaptation to change in work ethics. In other words, HIS Department engages in job redesign to meet the needs of clients and employees. Besides the goal setting culture in HIS Department, other factor affects work; these factors include department-specific or industry wide, and technology. However, in HIS Department, setting and implementingRead MoreThe Health Information Services And Employees958 Words   |  4 Pagesemployees’ job description and can lead them to feel that they are performing tasks that diverge from their work design. They can also lead to an â€Å"alteration of work and jobs to the point of distortions, fragmentation, and overload.† (Layman, 2011). Managers and leaders can study on 4 different levels their departments’ alignment to achieve organizational goals. These levels are re-engineering, restructuring, work redesign, and job redesign (Layman, 2011). Job enrichment falls into the job redesignRead MoreThe Principles Of Goal Setting Applied989 Words   |  4 Pagesprocess and work dynamics of jobs and responsibilities. These include the hard side of organizational theory dynamics—including specialization, departmentalization, unity of command, and span of control, soft side of organizational behavior and employee motivation (Layman, 2011)—including nature and type of job tasks, jobs’ characteristics and demands, and their contextual factors (Layman, 2011) which help organizations to effectively align its strategic values with the job and work redesign models.

A Rhetorical Approach to Interpersonal Communication File Free Essays

In the theory of a rhetorical approach, three primary ways are identified in order to achieve the goals of interpersonal rhetoric. They are rhetorical reflector, rhetorically sensitive person and Nobel self. In this paper, the applicability of these three ways will be discussed since their applicability is different in Hong Kong culture. We will write a custom essay sample on A Rhetorical Approach to Interpersonal Communication File or any similar topic only for you Order Now First, the way that works best in Hong Kong culture is the Nobel self, who is unwilling to change for others. This theory works best because of the way that parents taking care of their children. The average number of children in each family in Hong Kong has decreased compared to the families in the past, which have nearly doubled the average numbers of children in each family, so parents can pay more attention on each child. Also, parents tend to build up a positive parental relationship with their children by satisfying most of the wants of the children and putting their children at the first priority. Since the children are used to be the center of their parents, they become self-centered, that is they put their own feelings in the first priority, as a result, their abilities to change for others are reduced. The example to show that Nobel self works best in Hong Kong is a group of teenagers in Hong Kong who the society described them as â€Å"a group of people having the illusion of being a princess or a prince. † These teenagers believe that they should be treated as princesses or princes that they don’t have to do anything or to bear any responsibility. The main cause of this group is stated above. These teenagers are unwilling to change for others especially their relational partners because they think that everyone will change for them just like their families do. This type of teenagers shows that the Nobel self work best in Hong Kong. The part of the theories that does not work in Hong Kong is the rhetorical reflector, who is willing to change to please their partners. In Hong Kong, people are trained to possess a critical thinking skill, which means they should have their own judgment towards an issue, instead of influencing by others, for example, in the relationship of boss and employees, if the boss ask his employee to do illegal work, the employee will judge the situation using his value of right or wrong to decide doing it or not. He will not sacrifice themselves by changing their value and doing the work in order to lease the boss. This critical thinking skill enables the people in Hong Kong to think independently, so that their values and thoughts will be influenced by others. They are not willing to change to please their partners, but if there are strong evidences or supporting materials, they will change. Therefore, the rhetorical reflector theory does not work in Hong Kong. Finally, rhetorically sensit ive person works in modified way in Hong Kong. The theory is applicable in the situation that there is a difference in power, such as the teacher and student relationship, which the teacher is having a higher power. The student who has lower power will be rhetorical sensitive, for example, the student believes that he has done nothing wrong for being late to school, but when explaining to the teacher, he will change his discourse by not stating his judgment towards the issue. Instead, he will give excuses to blame it on other things. The hidden value of the excuses is that the student has done nothing wrong in this issue. However, if there is no difference in the power in the relationship, such as siblings, the student will not change his discourse. He will express his value directly to his siblings. This approach is the application of Nobel self. Since the student know that they have equal power in the relationship, that means they have equal control over the definition of the relationship, so the first priority, which is his own feeling, will come first. He is unwilling to change for others once there is no difference in power in the relationship. Hong Kong culture is a complex, so the applicability of the three primary ways in the rhetorical approach is different in Hong Kong culture even though they are developed from the same theory. How to cite A Rhetorical Approach to Interpersonal Communication File, Papers