Job Design And Job Enrichment

In a business, there are a majority of structures that are organised in a business for their employees. An example of a business that has structured their employees is Asda, which was structured their business in a hierarchical structure.

* Increased Stress - As employees are stretched to meet job requirements, their stress levels rise and they become incapable of maximizing their performance.

I analized and described how the principles of goal setting were applied to the case study conducted by Elizabeth Layman, PhD., regarding Job Redesign for Expanded HIM Functions and what was the impact and outcome of job enrichment in this case.

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

for the oversight of delegating processes and expected outcomes. Without structure there is a potential for chaos to ensue, communication to be inhibited, thereby preventing goals from getting accomplished. Organizational structure is an important tool managers use to increase efficiency within the departments (Sullivan, 2013) and is an important line of communication for employees at the department level as well as throughout the organization. Every

(2013) proposed that eustress at work enhances peak performance of the employees, suggesting ways to generate the good stress at work in order to achieve better employees performance.

In order to ensure job-related stressors do not negatively effect employees managers should take steps to reduce and control elements that might contribute to high stress levels. Keep expectations consistent, clear and concise to reduce role conflict and ambiguity. Take measures to make certain employees to not become overloaded in their duties. Like wise, reassign jobs when workers become under loaded. Maintain self-efficiency to keep stressors of advancement or performance levels. (p. 254)

SMART Goal setting clearly applied here. In order for the employees and their leaders to produce the desired result of lessening stress by lessening work overloads through systematic methods.

The organization structure is a framework of roles, responsibilities, authority and communication relationships that are deliberately designed to accomplish an organization’s tasks and achieve its objectives. A lack of organizational structure means that developmental projects and administrative responsibilities are often neglected.

Indicators for Realignment American Health Information Management at HIS departments’ signals of progress and transformation accomplishment by setting goals. Among them, revision in work description, growth, and planning, as well as the collaboration among colleagues, together with the use of automation, and changes in workloads and rules, along with planning assignments these goals and planned changes, are meant for AHIMA HIS departments to improve the workplace. •How are the principles of job enrichment used in this case? The company planned a job redesign by creating a new organizational structure to allow job enrichment, focusing activities on specific duties, boost competence, capacity, and performance, transparency

Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. Organizational structure also determines how information flows from level to level within the company (investopedia.com, 2017). If one level or department does not undertake its function accurately the entire business suffers, because all the departments interrelated to each other. There are generally four types of organizational structure:

Manager’s of an organization has to use structure to help the company run efficiently. “The five types of organizational structures are functional, divisional, matrix, team-based, and virtual network” (Draft, 2013, p.316). Functional structure in an organization that is developed by grouping departments by the skills, level of knowledge, activities done daily, and the resource used. “This structure places specific departments from the bottom to the top” (Draft, 2013, p.318). For example, specific departments such as: human resources, accounting, engineering, and manufacturing are placed at the top, while there are mostly seen at the bottom in other organizations. While common functions such as; people, facilities, and other resources are combined together as a single department instead of being divided into multiple departments.

Employee empowerment is the latest buzzword in business and a variety of Tata companies are working overtime to place their people in the driver's seat

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.

The study being presented is a Group Project by MS students of Management Sciences. The aim of the project is to study relationship between Job Enrichment and the Growth Satisfaction. The study is based on the Job Characteristic theory and the main characteristics used as independent variables of the Job Enrichment are; Task Significance, Task Identity and the Skill Variety, whereas, Task Meaningfulness has been used as the Intervening Variable. As the study under discussion involves prediction of relationship among various Job characteristics, the simple as well as multiple regression modeling techniques using SPSS were employed for the testing of various Hypothesis. Non availability of expertise on SOBLE testing and