How are the Principles of Goal Setting Applied in This Case?
In order to answer this question we must first consider what a Goal is and what is Goal Setting. Merriam Webster (2014) defines a goal as “something that you are trying to do or achieve or “the end toward which effort is directed”. Goal Setting on the other hand is defined by Business Dictionary (2014) as “Motivational technique based on the concept that the practice of setting specific goals enhances performance, and that setting difficult goals results in higher performance than setting easier goals”.
The accepted rules of action or principles in goal setting is as follows:
Goals must be S.M.A.R.T specific, measurable, achievable, realistic, and timely.
A study of this case reveals that a major goal within the HIS Departments was the realignment through the rearrangement of the department's efforts to produce its major products and services. I will now examine the proposed goal of realignment to discover how the principles of goal setting were applied.
The Goal setting should be specific: Through the indicators of sector changes, organizational changes, and employees' perceptions management was able to warrant the specific goal of realignment.
The Goal should be Measurable: Managers and directors of HIS Departments routinely and periodically assessed work and jobs for alignment with current processes.
The Goal should be Achievable: The goal was achievable because the change could be implemented gradually and incrementally so that it was imperceptible to health information leaders. Management also have the responsibility to modify and restructure jobs for efficiency and effectiveness, thereby making the goal more achievable.
The Goal should be Realistic: The goal was realistic because it was recommended that managers and directors obtain the approval of their superiors and the support of the department of human resources before implementing the realignment process. The perspective of the entire project will maintain a sense of realism be budgetary constraints for salaries and changes in job grades including recruitment.
The Goal should be Timely: The use of flow charts to measure steps of procedures including time was recommended. Time and motion studies to find the most efficient methods in terms of time and effort also ensured that the goal was timely.
How are the principles of job enrichment applied in this case?
The term ‘Job enrichment’ in this case analysis was defined by Layman (2011a) as “addition of new tasks at higher levels of skill, responsibility, and accountability”. The purpose of job enrichment here was to offset the monotony of routine in bureaucratic or batch environments and to enhance individual tasks and responsibilities so that they essentially become more inspiring and rewarding for the HIS Department’s employees. A deeper examination of this case analysis revealed that the principles of job enrichment uncovered in this case was applied by...