Goal Setting Principles

Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.

According to an article in Harvard Business Review, job enrichment can deliver desired results provided that “(1) tasks have to be authentic—i.e., the more opportunity they give employees to contribute to business objectives, the more effective they are likely to be motivationally; (2) tasks have to be motivational—i.e., the more they draw upon the motivators, the more likely they are to produce an effective contribution to business objectives.” (Paul, Jr., Robertson, & Herzberg, 1969). The authors base their opinions on the results of 5 studies that looked at the effect of enrichment specifically on salespeople, laboratory technicians, design engineers, and factory supervisors. They do feel that the results are valid for other occupations, although I would like to see evidence that clerical workers would benefit in similar

In this case study there are several different topics that are covered in goal setting as well as the application of these goals. I have taken some main points that I will discuss about the primary ideas behind the goals set and used by HIS (Health Information Services).

With the SMART goal setting I have set my goal which I feel think the time of my lesson two hours I will be able to finish my lesson on Healthy Digestive System and Eating Habits with all the mini activities that I have plan. My goal is specific because I want to teach my student to know how to be healthy from this young age for their future. This is measurable because I can track my student progress thru the journal that I will be giving my student by the end of the class and I believe my students will progress them self to keep their body healthy. My goal is achievable because if my students are determined to stay healthy, they are able to stay healthy till the end without any problem. From my lesson, I feel my students will be able to measure

Finally, another study showed that where Kings theory shows the collaborative comparative between the model and the nursing process it argues that the theory doesn’t guide the assessment, diagnosis or intervention but rather uses the theory as a foundational for developing an assessment tool and further argues that the theory helps more long term recovering patients rather than short term recovering patience. (Carter, 1997). All the same having pointed out the different views on this theory it is still apparent that the Kings theory of Goal Attainment is still very useful to present in the nursing practise.

Multiple aspects of goal setting were applied, identification of what is to be achieved and the appropriate input to establish what end result was to be achieved, data to confirm the change and the goal was in fact a beneficial goal and change, implementation and alignment to the organisational structure and organisational needs, and identifying and structuring new roles to be aligned to the department goals, and finally gaining additional data to confirm and measure the goal was achieved and successful. The input from multiple levels in the organisation to identify and collect data to establish if change would be beneficial. The collection of a second stage of data to confirm the changes would work and be beneficial and finally the implementation of the changes and the collection of feedback data to confirm the change was successful and outcomes met. We can see the input

No matter what I am trying to learn I need to remember a few things.

The type of goal setting I would suggest is performance goal. Performance goal setting allows for an athlete to receive personal satisfaction while also contributing to the team. This is possible since a performance goal may be reached, and in turn the team outcome goal may be reached. For example, a basketball player may have a performance goal of completing 5 steals in a game. These steals may lead to assists meaning additional points on the scoreboard, contributing to the team's overall win. For this reason performance goal is the correct approach.

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.

The idea behind job enrichment is to increase the degree of responsibility a worker has over a job by means of empowering, encouraging, and allowing employees to monitor their own performance. This gives the employee enhanced feelings of responsibility and achievement which have been shown to increase overall satisfaction in their job as a result. Job enrichment, when properly applied, can motivate employees find challenge at work to satisfy their needs and create a positive work attitude; benefiting management’s role in division of labor and low employee turnover.

Clear target goals allow a teacher to provide students with quality assessments whether formative or summative. Additionally, clear target goals provide teachers with the information in which assessments need to assess. Furthermore, target goals provide a baseline line for teachers to analyze assessment results to ensure students are learning the content standards provided by the state curriculum standards.

The way jobs are designed has a significant bearing on how well a worker performs that job and how satisfied they are with what they are doing. Job design is an important decision that managers and supervisors must make when formulating the organizational design of their company or firm. One job design technique managers use is job enrichment. Job enrichment is defined as being “a job redesign technique that allows workers more control over how they perform their own tasks, giving them more responsibility” (Carpenter, M., Taylor, B., and Erdogan, B., 2009, p. 336). While job enrichment has its share of both advantages and disadvantages, it is one design technique that managers use when reorganizing the structure of the company. In

Job Enrichment should be distinguished from enlargement job enlargement attempts to make a job more varied by removing the dullness associated with performing repetitive operations. In job enrichment, the attempt is to build in to jobs a higher sense of challenge and achievement. The accumulation of achievement must lead to a felling of personal growth accompanied by a sense of responsibility.

Job enrichment basically means to expand the employees work by increasing the range and intricacy they are told to complete. According to Koontz, what job enrichment does is to inject into jobs, more challenge and accomplishments (Koontz, 2010). One of the positive outcome of job enrichment is employees are more motivated. This is because, with the company giving them the chance to grow and upgrade themselves through job enrichment, they feel more motivated knowing they are advancing. The task they are enforced with are made easy due to the increase of skills level for the employee. However there are also it's limitations. Most of the employees do not want the type of challenge or responsibility that it handed to them. After all, it is basic human tendency to want to walk away from a responsibility (Mbaofficial.com,

The following case analysis is derived from an article that examines the realignment of the Health Information Services (HIS) Departments when new technology or changes have 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 communication in the HIS department?