Job Redesign For Expanded HM Functions Summary

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.

To help Andrea to consider ways of combining areas for the staffers, job characteristics theory plays a role since it provides an explanation of what characteristics of work itself help to create a sense of staff satisfaction. Firstly, to develop staffs a sense of meaningfulness with their job, Andrea should ensure that the new versions of task require several different skills and talents. Because if the work tasks are too simple and repetitive, staffs would think what they do is pointless. In addition, the redesigned task should provide staffs with chances to finish a whole, identifiable work from beginning to end with a visible outcome. So they can point to the Blaze and really find something in the magazine that made by themselves. They can feel a distinct sense of beginning and closure as well as ensure that their efforts are not in

Every profession embraces change. Whether it is small, like a simple word addition to the important Patient Information document, or large, like a staff shift, the medical field is constantly changing. To fully understand the scope of what it means to change, I have been challenged to ask “Why?” The answers have helped me grow at Eastside Medical Center.

Chapter 12 of our textbook is titled “Motivating Employees,” and it encompasses much of what was in Drive. An extrinsic reward is defined as the “payoff, such as money, a person receives from others for performing a particular task.” Extrinsic rewards are what drive the old economy and still influence management techniques within organizations today. These rewards have many benefits but are becoming more and more obsolete in the twenty-first century workforce. The textbook defines intrinsic rewards as the “satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself.” Offering only extrinsic rewards is what Pink refers to as “carrots and sticks.” These rewards work well for routine tasks. However, these rewards often stifle creativity (as seen in the candlestick experiment). Modern jobs are increasingly relying on creativity and innovation. Managers can use this knowledge by acknowledging the importance of intrinsic rewards when dealing with employees engaged in more complex

Broaden the roles of health professionals to meet the status quo was important. In the section, Indicators for Realignment, Layman mention ‘in HIS Departments, work changes over time. Changes in work include its nature of work, flow and relationships.’ (Layman 2011) With these changes, this would affect the motivation of the employees and the of course the performance outcome.

This article notes that as tasks are continually being added and changes within today’s health information services departments (HIS), health information management must compare current practice with organizational goals to determine if work flows must be changed (Layman, E., 2016). As most new tasks start out not as new jobs, but rather enrichment or enlargement of other jobs, managers must look for indicators that these additions are not causing negative consequences (Layman, E., 2016). While job enrichment can be cause for many positive outcomes, negative results can signal a need for redesign of the work process.

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.

2. Challenges - the challenges facing the health information services and how change can be alike-particular section at the level of industry Changes can be gradual. This will help to develop the skills of the staff.

In the case study written by Elizabeth Layman “Job redesign for expanded HIS Functions” She explains the constantly changing environment of the Health Care Delivery System. I plan to discuss the principles set for goal setting, job enrichment, job enrichment in HIS and the impact of job enrichment on motivation and communication in the HIS department featured in her case study. Applied Principles of Goal Setting In this case study goal setting is very important HIS is going to go through a number of changes at a very frequent basis so looking at each component of the organization and departmentalizing goals by department is a good place to start “Leaders can examine their departments' alignment to achieve organizational goals at four different levels.

More than ever before, the health care work environment requires comfortable services and high technology information system. The health care manager should aware of and understand the impact of health information technology to ensure that workers are productive, sensitive data is protected, and patients remains safe. To manage effectively and efficiently, the health care manager must have the competencies and skills to evaluate the experience and adoption of new technologies to health care workers in the organization.

I have been working in the health care administration field for over 4 years. Initially, my intention was to only be in this field for a short amount of time. However, I soon realized that I had entered what would turn into my career. I learned the importance of Health Information Management during my previous job as a Business Manager for a small outpatient pediatric rehabilitation clinic. I was responsible for processing the small clinics medical billing, and when the company began to expand I led the company’s electronic medical record implementation. This transition from paper records to an electronic medical record program emphasized the impact that Health Information Management is transforming and will continue to transform the healthcare

Although the collection of data is specifically called for, Dr. Layman’s “DESIGN” approach mentions only “determine the objective measures of achievement” as a reference to the use of goal setting as part of the step-by-step approach given for implementation of change. Her strategy does suggest that employees at various levels, together with HR staff are enlisted to work on the redesign but lists both positive and negative potential outcomes of job enrichment implementations, with specific attention given to the need to strike a balance between the monotony of routine tasks and the stress created by an increased workload and greater employee

Change can be difficult to accept in healthcare. Over the last 20 years there have been major changes in the industry; for example, electronic medical records and bar code medication administration. Sone staff may be resistance to change and may make the decision to not participate in the tasks that are change. There are ways to lessen that resistance. For example, ensuring that there is clear communication with all parties involved. When people are included in that planning from the first step they have a sense of ownership of the change (Chamberlain College of Nursing, 2015). Additionally, educating people about the what, why, and how of the change can lessen resistance. When people are fully educated and prepared for implementation they

While she mentions company goals in a few instances there was nothing really that directly addressed the principles of goal setting, unless you read in between the lines and apply them this way. One of the very purposes of this paper was to outline how HIM can detect, identify, analyze, and solve problems in the work environment which infers that they are trying to reach some form of a goal.

Change is inevitable especially in the healthcare field however it is human nature to resist change. This makes the job of a manager difficult. However once he knows what is expected of him he can create a plan to effectively and smoothly implement change and handle resistance. Through creating a plan that follows four simple steps he will find this process can be pleasurable for both management and employees.