Job Enrichment Case Study

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Job Enrichment Lianda Tel BUS1101 University of the People Job Enrichment Based on the case study of the Health Information Services (HIS), we look into what re-engineering, restructuring, work redesign, and job redesign can do for a fast changing industry. In the re-engineering faze the higher management and leaders of the company will completely rethink how the business systems are set up. They will look at things such as mission and vision and company policies. In restructuring they look at the chain of command and maybe changing the corporate structure or culture. In work redesign, you can think of physically redesigning where people sit in the office space to work processes and procedures. Finally, in job redesign they look…show more content…
This gives them more responsibility and independence in their job. It has a whole lot of positive outcomes because the employee will feel more empowered, which will lead to less absences and better productivity. Of course, each improvement can have its downfalls. Not everybody is suited for this independence. Some are new to a job and need better supervision and others expect more payment due to the added responsibilities. (Carpenter, Taylor & Erdogan, 2009) In the case of the HIS departments possibilities to change their corporate culture or structure to complement upcoming changes, Job enrichment is advised to be used frequently. Because of the changing software to help the clients or patients, the responsibilities of an employee might change. For instance, if before you had to fill something out by hand and send it to the patient, this would involve multiple steps. If in the new system, you just had to fill it out online, and the patient could access the information through the same site, this would take out certain steps and leave more room (and time) for other tasks. It could be that the system would need to be updated more frequently, so the employee would have to divide their time by themselves to get all the work done instead of having shorter deadlines for menial tasks. With changing technology come different responsibilities that managers might not need to follow that…show more content…
Mentioned in the previous paragraphs, were the negative side effects of job enrichment. These problems could be “Fragmentation, qualitative overload, role ambiguity, role conflict, questionable acceptance in highly centralized organization, HR concerns about pay grade, risk management concerns about licensure and credentialing.” (Layman, 2011) It is imaginable that these effects will only show in later stages of the implemented changes. The first weeks after job enrichment is implemented, employees might be excited about the change. However, a few months into the process, the employees might start to experience the qualitative overload and HR might start having those concerns about pay

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