Case Study : Job Redesign For Expanded Him Functions

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

Job satisfaction: ensuring that employees are supported and feel confident in undertaking their duties; providing task variety and achievable targets to promote fulfilment

Moreover, Andera should offer some challenging, but achievable tasks, which to provide a sense of satisfaction for the staffs who successfully handle these unexpected tasks finally. Secondly, Andrea should consider that the tasks provide a certain degree of independence and discretion to staffs performing the work. When the staffs have chances to use their initiative and judgment in carrying out the work, they would tend to experience more responsibility for their outcomes and more satisfying with their work. Thirdly, Andrea should redesign the tasks in a way that the task itself can provide clear information to the staffs about how well they are performing. So the staffs can have chances to figure out whether they perform well and what they can improve to perform better. All in all, by redesigning the job tasks in a way that providing more variety, identity, significance, autonomy, and feedback, staff’s job satisfaction levels tend to increase, which help the task area’s combination go as smoothly as

According to Layman in section Employee’s perceptions, ‘Employee’s perceptions of the work environment and their jobs are another set of indicators that may signal realignment.’ (Layman 2011) Is this the goal for HIS departments? To realignment employees? In this same section, ‘Absorbing 29 new roles will almost certainly require some level of work and re-design. The scope of the project may be any or all re-engineering, restructuring, work design, or job design.’ (Layman

Companies expect their employees to do good work efficiently. When issues arise from within the work environment, it prevents productivity and work satisfaction amongst employees. At the organization I am a part of it is considered a helping profession and people either do work in the office or out in the field by providing services. However, when you need to get something done, people do not seem to accomplish tasks at work because of the lack of support or the distractions that occur. There are three main issues that occur in my job, surrounding the lack of efficient communication, guidance and expectations of managers, and scheduling conflicts. Through analyzing these issues a specific job may be created to help solve these problems that affect this work environment.

By using job enrichment, I would be able to increase job satisfaction on multiple levels and help increase all levels of the core job dimensions. An enriched job organizes tasks to allow employees to finish a complete project, increasing the employee’s freedom and independence to make decisions, which in turn increases their responsibility, and provides direct feedback so employees can correct their own performance. Enriching a job touches all aspects of the core job dimensions and can lead to increased job satisfaction, reduced turnover, and

The case study attempts to identify and provide solutions regarding the need for the redesign of work and job processes in order to adapt to the increased use of electronic health records and changes in the health care delivery system. Elizabeth Lyman set four specific goals, which are: re-engineering, restructuring, work redesign and job redesign. She explains each one of these goals and how they can be implemented in order to be achievable. It’s realistic because the problems that may arise

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.”

Job redesign - deals with changing the tasks to go well with the needed results. All these levels of goal settings leads to efficiency work. The higher admiration office makes changes

After reading the case study, Job Redesign for Expanded HIM Functions, I have decided to analyze a little bit from it. I will be studying the different principles and how they are applied to the case. I will also speak a little bit about the outcomes and even the impact that it had in various departments.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

To include rotating these employees’s in varying positions to minimize employee burnout and stagnation. The responsibility increases would also add to the employee’s feelings of empowerment and job satisfaction. Another important factor I would add would be increased and regular communications throughout the organization. These implemented factors would substantially increase employee loyalty and commitment directly supporting the organizations competitive goals.

Job Enlargement - Broadening the scope of an employee's job adds variety and choices to satisfy ego needs.

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

Although specialisation does require training, but once that worker has mastered a particular skill, their able to complete assignments without much supervision or oversight, on the other hand specialisation tasks are generally repetitive and may lead to job dissatisfaction if a worker doesn’t feel motivated or challenged by their job duties (Williams & McWilliams, 2010). The purpose of this essay is to study the advantages and disadvantages of companies inserting job specialisation into their job design and application of the Job Characteristics model or JCM to diminish boredom and low job satisfaction of workers that caused by specialised job.