Job Enrichment Assignment

Written Assignment

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The best motivation theories are ones that can be applied to practical problems in work settings. Such a theory is job enrichment/job design. This motivation concept is described on pages 336 – 337 of your textbook, Principles of Management.

After reviewing this section, read and analyze this case study by Elizabeth Layman (2011), "Job Redesign for Expanded HIM Functions." 2011 AHIMA Convention Proceedings. http://library.ahima.org/xpedio/groups/public/documents/ahima/bok1_049430.hcsp?dDocName=bok1_049430 Read and analyze the article. Answer the following questions:

• How are the principles of goal setting applied in this case?

• How are the principles of job enrichment applied in

“Working out 3 times a week” is a goal that requires only identifying a preferred place or form of exercise. “Making 5% more sales” may involve many more tasks to reach – marketing plans and collateral, incentive plans for salespeople, research, lead nurturing, etc.

How are the principles of job enrichment applied in this case?

Job enrichment can be described as a medium through which management can motivate self-driven employees by assigning them additional responsibility normally reserved for higher level employees. By doing this, employees feel like their work has meaning and is important to the company.

This principles is applied in this case;

Vertical job loading was applied, By job rotation, allows workers to do different varieties of tasks and by combining tasks, work activities are combined to give more challenging work assignments. The purpose of job enrichment is to make the position more satisfying to the employee. Overall goals for the company often include increasing employee job satisfaction, reducing turnover, and improving productivity of employees.

To rephrase this: we want to enrich our staff's positions so that they will be happier, more productive, and less likely to seek a job

“Leaders can examine their departments' alignment to achieve organizational goals at four different levels. In terms of scope, from most extensive to least extensive, these four levels are re-engineering, restructuring, work redesign, and job redesign. Re-engineering is the process of rethinking the business and systems of an organization or department. Therefore, in re-engineering, leaders scrutinize mission, structure, and policies. Restructuring is changing the organizational structure, such as reporting lines or the composition of functional units. The purpose of restructuring is to increase organizational efficiency and cost effectiveness. Work redesign is the rearrangement of the department's efforts to produce its major products and services. In work redesign, health information managers and directors rearrange work through task structure, work processes and procedures, and physical layout. In job redesign, the set of tasks of a job is changed through addition, modification, or deletion. Health information managers