Job Enrichment And An Organization

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

Herzberg and his companions’ intention was to increase employees’ satisfaction at workplace in relation to work assigned to them and also to motivate employees regarding their assigned work. Job enrichment was presented by the American psychologist Frederick Herzberg in 1950s. The basic reason of this idea was to motivate employees by providing those opportunities of utilizing their abilities so that productivity and performance of the employees increase and positively impact the organizational environment and smoothing the way for achieving organizational goals. Job enrichment increases job depth, the degree to which employees can plan and control the work involved in their jobs (Eraut 2004; Kayes, Kayes et al. 2005).

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

Elizabeth demonstrates the principles of job enrichment by including employees in the HIS field in the job redesign process. This is seen through Elizabeth’s recommendations on the following: Doing Satisfaction Surveys, Job Diagnostic Survey, Job Procedure Review. She also suggests the addition of new tasks at higher levels of skill, responsibility, and accountability. This will challenge employees more and give them a greater sense of accomplishment when they are able to complete tasks that are traditionally held for people who are in superior employment positions.

The outcome of job enrichment in the context of HIS is that the 29 new requirements that needed to be managed, is that with the redesign and in this case, job enrichment, the staff had felt that enrichment meant a greater workload which was the primary reason behind staff stress.

Goal setting is about linking tasks to performance and it is used to establish and present counsel to employees on how much efforts are demanded and what work need to be done. In the HIS case work reflects the goals of the department. At the lowest point, which is the employee level, a job is set as task, duties, assignments and duties for a stratum of employees. The overall work would be constituted by the total aggregation of all department jobs. The role of the leaders will be to examine departments alignment in order to achieve organizational goals. Four different levels being engineering, restructuring, work redesign and job redesign are used to align organizational goals. Health information

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.

Goal setting is one of the feasible techniques for improving employee productivity without spending additional resources by an organization. Goal setting is a plan of action that influences the direction and level of necessary effort as well as the frequency of certain activities. This is so since any intention by an employee affects the level of performance eventually attained as well as the amount of effort applied and some behaviours to complete the task at hand (Buller & Bell, 2009). The process by which employees develop strategies to complete certain objectives are greatly influenced by goal setting.

Some of the methods proposed such as authority and power of employees over their work, job specialization would encourage workers to learn and innovate at work, and increase the motivating potential of work. Clear instructions and step by step process clearly disseminated from directors to employees would allow workers to perform tasks more accurately and are more likely to find

The second question we were asked this week is: “how are the principles of job enrichment applied in this case?” Again, let’s define what job enrichment is; it is: “a job redesign technique that allows workers more control over how they perform their own tasks, giving them more responsibility.” The way this is applied in this case is that by giving each worker a more autonomy over how they approach their task there will be less sloppiness as well as monotony on the job…Theoretically speaking at any rate; because just as there is the potential for those positives, there is also the possibility or the reverse happening…As well as other

We review the case study completed by Elizabeth Layman (2011) and review how principles of goal setting are applied, how the principles of job enrichment are applied, and what were some of the outcomes of job enrichment in the HIS Departments covered in this case? Additionally we explore the impact of job enrichment on motivation and communication in the HIS Departments as covered by this case?

As job enrichment is all about “allow[ing] workers more control over how they perform their own tasks” (Layman, Elizabeth J, 2011), it is easy to see how the author of the article has demonstrated this in the table below. The table breaks down the author’s suggestions in respect of how

Over the past decades we’ve been hearing a lot about work-family balance. On average people these days spend every third day working at home in evenings and weekends. Certainly, the composition of today’s workforce continues to change. There are more females coming to workplaces, more dual-career couples and single -parent employees, and more workers involved in caring for significant others. This increasing diversity requires re-examination of how the work and life domains intersect. Juggling the demands of and satisfaction from the work and life domains can be challenging. The borders between our work and life domains are becoming more blur. Also, the modernization and advancement in technology have resulted in more opportunities to engage in work anytime, anywhere.

For the sector changes, in this case, a job enrichment is applied with the management and leaders of the organization assess the effects of these sector-wide events and workloads of their individual employees. Then, apply the concept factors synthesis of hard, soft, and organizational context approach of job enrichment.

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.