What Is Job Redesign

The A-Team was forced to disband because from the very first tasking, there was conflict between the group members. The group never actually came together to complete their first tasking of defining roles. The arguments between the group members got so bad that one of their team members walked out for the group and threatened to quit the program.

An organizational analysis is an important tool to become familiar with how medical businesses and organizations are able to meet standards of care, provide services for the community and provide employment to health care providers. There are many different aspects to evaluate in an organizational analysis. This paper will describe these many aspects and apply the categories to the University Medical Center (UMC) as the organization being analyzed.

To organize and prioritize the current and future projects in the pipeline in a way that fits into the PMB budget of $5B, and ensures projects that increase sales, growth, and stockholder value are of top priority, whereas projects that are not beneficial are either put on hold or discarded.

2) Do we need to make changes in the job description, which was used earlier for the job?

Niles describes the redesign job process as a tool used to motivate and encourage workers to prevent work burnout (2013). This approach

According to Layman in section Employee’s perceptions, ‘Employee’s perceptions of the work environment and their jobs are another set of indicators that may signal realignment.’ (Layman 2011) Is this the goal for HIS departments? To realignment employees? In this same section, ‘Absorbing 29 new roles will almost certainly require some level of work and re-design. The scope of the project may be any or all re-engineering, restructuring, work design, or job design.’ (Layman

An Analysis of Elizabeth Layman (2011), "Job Redesign for Expanded HIM Functions." 2011 AHIMA Convention Proceedings.

Planning the change – Ensure that all research has been completed; examine the organisational structure, job descriptions, and performance and compensation systems to ensure they are in line with the vision.

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.

One thing the organization could do to raise the gender consciousness would be to do an ongoing series of sensitivity training for all staff. Along with this training would be annual assessment seminars that will teach people the different types of discrimination and harassment and the steps they need to take when such a situation is posed upon them. In the Cancer center where I am employed, women make up nearly 70% of the managerial and supervisory staff in all departments. At the executive level they only make up

Health care organizations that choose to convert to an electronic medical record system (EMR) have several advantages; most important it increases patient safety, efficiency, cost-effectiveness and security. Accepting such a transition also presents with its share of challenges like preparing for the required significant time obligation and resources that will make the transition a successful one. Leadership and management must create an atmosphere that will get the buy-in of all stakeholders. Providing information about the process and what methods will be best to make the conversion to an EMR system is an important aspect of the implementation

Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.

An organization’s capability to learn and convey that learning into action quickly, is the supreme competitive advantage. The learning organization is the structure that eases the realization of such competitive advantage, it empowers employees, it deepens and enhances the customer experience and cooperation with main business partners and eventually improves business performance. Organizational learning is considered as the suitable process to develop knowledge resources and capabilities/core competencies (human capital, social capital and organizational capital) that engender ongoing values; which in turn yield persistence superior performance; which lead to sustainable competitive advantage within the context of the strategic management.

Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia).

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).