Health Information Systems : Job Redesign Essay

“Goal setting implies a discontent with one’s present condition and desire to attain an object or outcome” (E.A Locke & G.P. Latham, 2006). In other words, when one knows he wants something else from life, he builds a map of his journey. In a study conducted by Harvard Business School on what constitutes a failure or a success for a group of similar background and education, they found that only 3% are successful, and 30% are moderately successful, the remainder are watching the world go by. The difference between these two first groups is that the 3% one had specific goals, whereas the 30% group had a general idea of the direction they need to reach but didn’t formalize it. ‘Setting goals gives you long term vision and short-term motivation’ (Mind Tools, 2009). When setting goals, one will often hear that goals need to be (1) Specific, (2) Measurable, (3) Achievable, (4) Realistic and (5) Time bound. The SMART objective of goals ensures proper monitoring and outcome. Short-term goals are the smaller steps to reach the long-term goal and can be seen as the first level of to-do list.

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).

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.

| |information on a patient. This information |of the patient which the patient has |

The case study on the Job Redesign for Expanded HIM Functions by Elizabeth Layman was very dense . It was about the implementation of electronic health records and the changes in the health care delivery system and how those changes have altered the work environment of Health Information Services Departments. This study went on to give solutions to those problems , how to implement those changes and the impacts those implementations will have on the employees , individually and on every level. The study described the Four levels of alignment to achieve these departmental and organizational goals. These levels include Re-engineering - which is the process of rethinking the business and systems of the organisation . At this level , upper

Research priorities for nursing informatics include the development of a standard nursing language and the development of databases for clinical information.

Edwin Locke and Gary Latham will be the first ones to openly admit there are active limitations with the goal setting theory. It is not uncommon for individual goals to conflict with organizational goals. Moreover, research has proven complex goals have sparked motivation in teams to implement strategies with substantially high amounts of risk (Knight, Durham, & Locke, 2001). Sometimes people will believe higher risk strategies produce the greatest returns, yet high-risk goals consistently result in failure as well (Knight et. al, 2001). Additionally, when individuals simultaneously create two goals there is a greater chance they exert too much energy and focus on achieving just one of those goals. This can lead to one of the goals not receiving enough attention, which can potentially result in the person failing to reach the end result in either goal. In short, these are three common limitations of goal setting that typically draw concerns from other researchers and theorists. However, it is important people are aware of the limitations that do not receive as much attention, such as team goal setting, unethical behavior in high performance goals, and subconscious goals.

In a workplace, goals are always necessary for growth in the company or services provided. An important thing

Knowing how to effectively set goals is the key ingredient here. Effective goal setting allows you to transform your life, if you choose to. If you take a look around where you are, you will see what goal setting has done for man.

HIS is a department in health care delivery system. Before now it is believed that health information professionals are to work harder and smarter. Later on it was discovered that working smarter is better than working harder.

The process of goal setting enables employees to identify the relative importance of specific activities, and develop strategies for attaining the goals set. If the set goals are specific, measurable, attainable, realistic and time bound, the entire process of goal setting can have a positive effect on employee production (Bovend, Eerdt, Botell, & Wade, 2009). Researchers have found that goal setting increase performance in educational setting ((Bovend’Eerdt et al., 2009) and in sports setting (Bueno,

Health information professionals work in an extremely tumultuous industry. Their responsibilities and workload are constantly being redefined due to the many external pressures, new programs and regulations required of the Health Information Services (HIS) Departments. Many more of these changes are on the horizon for HIS Departments, and organizational restructuring and redefinition of job titles in the coming years is unavoidable. While restructuring, management must take care so as not to burn out employees with too many tasks, responsibilities or simply overworking them.

Goals allow you to gage the progress of your business. It prevents anyone from getting overwhelmed. It shows them how much they have accomplished rather than how much there is left to do. This leads to a more positive work environment and increased employee happiness.

There are three ways of job redesigning: 1) Job rotation 2) Job enlargement and 3) Job enrichment’ (Herzberg, 1966).

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.