Redesign

information professionals are to work harder and smarter. Later on it was discovered that working smarter is better than working harder. Goal setting and actualization is a paramounting, that is why leaders look into re-engineering, work redesign, restructuring and job redesign as part of the things that can enhance goal achievement in this department The goal should be clear to both workers and managers so they will know what they are trying to achieve and how to achieve them. That is why in re-engineering

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

are the principles of goal setting applied in this case? The overall goal in “Job Redesign for Expanded Function” is to discuss a transition from the use of paper-based health records to an electronic health record (Layman, 2011). By making this shift, the work environment is becoming more efficient, organized and being more environmentally friendly. In order to do this, there needs to be a work and job redesign, which can be a time consuming task (Layman, 2011). The paper goes on to discuss the

Kerrie was tasked to reduce operating cost for her division, corporate lending business unit, by year end. Her decision to redesign account management function and expand the use of technology presents internal and external issues with her team and the business unit (Bethel University, 2014-A). Her team of senior manager has internal issues that had to be resolved; personalities, protectionism, and the reluctance of leadership (Bethel University, 2014-A). They believed that Kerrie’s task was an

context theory in a concise way format that includes the job redesign, indicators signal for work needed, some tools to generate solution problem and factors that weighs the redesign. The overall goal setting is to maximize the time consuming health information to managers and directors to a step by step process to achieve the overall effort to work and produce a good results to the goal of the organization with the four levels

This paper focuses on the redesign for expanding the Health Information Services. To redesign the health information service, the article shows the four principles of goal setting levels. Which are: Re-engineering - deals with building the system of a business in a new way, which involves changing the mission and rules of the organization. Restructuring - is changing the main body and the direction of the company. Work redesign - is the third level of goal setting focus. This deals with changing

setting applied in this case? Goal setting is as reflected in "Principals of Management" by Flatworld Knowledge, on of the most influential and practical methods that can be used in motivational methods of redesign and restructuring.\ HIS Departments, (Health Information Services) “Job Redesign for Expanded HIM Functions” 2011 involved the analysis of the departmental and overall functions in place and what needed to be redesigned, to cater for the expanding functions the department was being faced

The Health Information Management ( HIM ) goals were specific, measurable, achievable, realistic, and timely. The case study about Job Redesign for Expanded HIM Functions used some of the principles of goal setting to manage its functions. The Health Information Management used Clarity, commitment, challenge, feedback and task complexity principles when setting its goals. The Health Information Service ( HIS ) made sure that the goals are achievable through using four different levels. The first

fragmentation, and overload.” (Layman, 2011). Managers and leaders can study on 4 different levels their departments’ alignment to achieve organizational goals. These levels are re-engineering, restructuring, work redesign, and job redesign (Layman, 2011). Job enrichment falls into the job redesign level. Before dwelling on job enrichment, let us start by speaking about goal setting. • How are the principles of goal setting applied in this case? For goals to be effective, they need to be SMART. In other

Kerrie Peterson is the general manager in the corporate lending department of the company Access. In a recent meeting with chief executive officer Tom Wilkes and other general managers, Kerrie agreed to a cost reduction goal of fifteen percent of her operating budget (Lester & Parnell, 2006). One of the first things that Kerrie decides to do is have a meeting with her senior management team- the team consisted of five people. Each person differed in their age, experience level, and what changes they