The Principles Of Job Enrichment

The career path I have chosen to pursue is being a health care administrator. There are many different career opportunities available in this field. Throughout this assignment I will be outlining the roles and responsibilities as an administrator or manager in healthcare, explaining the education requirements and certifications available, describing the needed skill sets and personality traits to be successful in such a role, my career goals and how Kaplan University career services can help me in achieving my goals and where I intend to see myself professionally in the next 5 years. This chosen career path will require a lot of hard work, diligence, effort and time to become successful in this field.

While browsing over the theories borrowed by other disciplines, I found it easy to pick out the theories that lined up with my personal use of the Goal Attainment Theory. As a nurse practitioner, Lewin’s Change Theory and Roger’s Person-Centered Theory would align with my current view of nurse practitioner’s in practice. These two theories would provide the means the help the patient, while keeping the focus on the patient. Lewin’s Change Theory provides the avenue for change by issuing concrete directions for change, while providing a measurable goal (Wojciechowski, Pearsall, Murphy, & French, 2016). Roger’s Person-Centered Theory presents the individual as someone who has considerable abilities, has the capacity to draw strength from

The superior act of living an effective life lies in the pursuit of excellent vision, to move from where we are to where we ought to be, either as a person or as an organization. A health care leader must motivate the organizational team, find how to work with the associates to effectively dedicate their time and energy to achieve the identified goals and objectives through the established vision. The team members need to buy into the vision, where they are currently doing what the leader envisions, the leader must encourage them, keep them on track and set standards for the team by setting goals and objective, flowing from the vision. This will enable the leader to move the health care organization to the expected performance level within the set time period. The leader must ensure that individual responsibilities of the associates are identified, motivated and resources provided to achieve the identified goals. To pursue the vision, I will lead the development of the health care organization’s strategic alignment of clear goals and objectives, to preserve the core mission and encourage progress toward the envisioned future state. Also, I will encourage and provide the direction for the organization without hindering the development of the goals that we expect to accomplish.

To impact healthcare in patient delivery, employees must focus on staying happy with their jobs to have more positivity about the outcomes. Examples include: longevity of employment, increased employee satisfaction, better safety and healthcare, greater patient satisfaction, shorter lengths of stay. Therefore; employees who are satisfied with their career and job setting will show more positive outcomes towards patient care.

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

Follow the Patton-Fuller Hospital Human Resource goals to examine the changing role of human resource department in response to changes in the health care industry.

To properly plan and develop personal and professional development for the future, it is necessary to reflect on personal preferences, goals, past experiences, future goals, and motivation. The purpose of this paper is to provide a self-assessment through self-reflection and professional development planning in my health care career. I isolate my top three interests in organizational settings, discuss the importance of leadership, reflect on my motivations, cognition and organizational behavior, strategic planning and marketing, explore unfamiliar healthcare professions, review the importance of quality improvement and teamwork, uncover health disparities, and finally, reflect on health ethics. This will help me thoroughly

Continuing in the section of Indicators for Realignment, Layman indicated, ‘changes are incremental, such as the increase of the volume of email. Responding to the emails during the day may not be the issue, but the responsiveness is a key in “service-orientation” of health care enterprises.’ (Layman 2011) With this affect this would lead into job enrichment because of the change of duties and the increase in set - emails. This is a prime example of job enrichment.

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.

Over the past few years, healthcare managers have become increasingly imperative to distinctive departments and units, where they have taken on a wide variety of roles, functions and responsibilities. On top of assuming all these roles, with the healthcare industry constantly fluctuating, healthcare managers have to be flexible and adaptable in order to maintain and improve the performance of their staff members. Depending on the environmental context, healthcare managers are given diverse and specific responsibilities that best serve their particular department. However regardless of a clinical or non-clinical position, all healthcare managers place great emphasis on directing their attention to decision-making tasks, improving communication,

There were specific short-term goals that were outlined for the Resource Group employees for the FY15. The goals, objectives, and process are supporting the organization 's mission statement. This can be highly complex due to the structure and processes within the Resource group so operational performance goal is grouped by department. Within the department, the goals are column headings and information is by category, goal location, goal, values, and scope. All goals are categorized into one of the five categories: Values, CRP, Financial Metrics, Operational Performance and Individual. The goal location provides direction as to where the goal will be entered into the Performance Insights system. The goal provides standard goals for each position to be inputted into the Performance Insights. Values list the Ascension Health values the goal supports. The scope characterizes the scope of each goal for the system and the area, health ministry, or hospital. The organization is going to earn a reputation and recognition through the mission, vision, and values. The customer will be attracted towards the products and the services of the corporation. The patients will also augment and this provides recognition to the company in terms of increased productivity and profitability. The shareholders, suppliers, and the customers are going to be fascinated towards the company 's growth. This as a whole proves profitable for the organization and makes it work with full efficiency and

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

Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their

Positive or negative, change can be challenging to manage because employees need to be on board and be obliged to make necessary changes as well as adjust his or her work habits. When implementing change, a manager may run into numerous obstacles from resistance from the staff to morale issues. This is primarily caused by a lack of understanding by the employees and a fear of how the change will affect him or her directly. Implementing change within an organization can be extremely difficult without a manager who understands d his or her role and responsibilities. This could be the deciding factor of whether or not the

By doing this assignment, it help me confirm my academic goal of graduating with a bachelor's degree in health management and to find a career at a hospital or rehabilitation center. It help me identify the Job Zone and the amount of education and experience needed to achieve that goal. Furthermore, it helped identify my interest and what type of work I would be interested in doing. It gave me insight on what role I am particularly inclined to play and how it can correspond with the different zones needed for different careers. This information has given me a clearer understanding of who I am and where I want my career to go. It has also gave me insight to what I do need to complete, and the expectations required to achieve my goals.