Studying the “Job Redesign for Expanded HIM Functions” written by Elizabeth Layman, PhD, RHIA, CCS, FAHIMA, East Carolina University, calls attention to overall goal setting as part of the examination and implementation of job enrichment leading to an outline on how focusing on a variety of changes can impact the efficiency of departments as well as employees in Health Information services.
Layman points out leaders can examine their departments keeping in mind organizational goals and look at 4 key levels which include re-engineering, re-structuring, work redesign and job redesign for realignment within the HIS industry. Without actually using the mnemonic SMART goal setting, she describes it by giving details of each of these four key areas …show more content…
As such, employees are able to help managers understand if the directions they’ve set are realistic and keeping within the time frames of company goals, customer expectations and employee satisfaction avoiding boredom and repetition within job tasks.
All of the above examples are within the parameters of the SMART goal setting theory directly related to realignment and the work smarter, not harder approach to job enrichment which will, by implementation of the realignment changes, increase productivity and employee job satisfaction and retention.
Within the report, Layman includes a step-by-step procedure to assist in the measurement of goals as well as pointing out what type of data can be used for further advancement of the work smarter, not harder approach to productivity.
Using the mnemonic DESIGN, Layman says managers can integrate and implement the various roles and responsibilities of job redesign and work redesign which include:
1. Detect Data – collecting, monitoring and analyzing data to determine the effect changes have made on the overall company, organization or …show more content…
Some of the negatives of current job satisfaction needed to be identified and addressed. Layman was able to put together a concise, yet comprehensive synthesis analysis of pros and cons related to job redesign.
One of these on the list was job enrichment. To combat boredom, careless errors, lateness, absenteeism, low morale and low accountability, Layman suggests HIM adopt a job enrichment program to introduce variety, and develop employees giving them control over their schedules while also conducting self-inspect control.
She is however, also quick to point out some of the downfalls which could occur as a result of these changes assisting managers with the ability to gage for themselves the pros and cons of each suggestion.
Although the paper does not clearly indicate if any of these changes have been successful, it does point out the positives for HIS departments which would be an increase in communication, job satisfaction and productivity by implementing these
Layman points out leaders can examine their departments keeping in mind organizational goals and look at 4 key levels which include re-engineering, re-structuring, work redesign and job redesign for realignment within the HIS industry. Without actually using the mnemonic SMART goal setting, she describes it by giving details of each of these four key areas …show more content…
As such, employees are able to help managers understand if the directions they’ve set are realistic and keeping within the time frames of company goals, customer expectations and employee satisfaction avoiding boredom and repetition within job tasks.
All of the above examples are within the parameters of the SMART goal setting theory directly related to realignment and the work smarter, not harder approach to job enrichment which will, by implementation of the realignment changes, increase productivity and employee job satisfaction and retention.
Within the report, Layman includes a step-by-step procedure to assist in the measurement of goals as well as pointing out what type of data can be used for further advancement of the work smarter, not harder approach to productivity.
Using the mnemonic DESIGN, Layman says managers can integrate and implement the various roles and responsibilities of job redesign and work redesign which include:
1. Detect Data – collecting, monitoring and analyzing data to determine the effect changes have made on the overall company, organization or …show more content…
Some of the negatives of current job satisfaction needed to be identified and addressed. Layman was able to put together a concise, yet comprehensive synthesis analysis of pros and cons related to job redesign.
One of these on the list was job enrichment. To combat boredom, careless errors, lateness, absenteeism, low morale and low accountability, Layman suggests HIM adopt a job enrichment program to introduce variety, and develop employees giving them control over their schedules while also conducting self-inspect control.
She is however, also quick to point out some of the downfalls which could occur as a result of these changes assisting managers with the ability to gage for themselves the pros and cons of each suggestion.
Although the paper does not clearly indicate if any of these changes have been successful, it does point out the positives for HIS departments which would be an increase in communication, job satisfaction and productivity by implementing these