Principles Of Goal Setting In Health And Social Care

JANALYSIS ON MOTIVATION AND THE PRINCIPLE OF GOAL SETTING IN THE HEALTH INFORMATION SYSTEM (HIS) DEPARTMENT

Overtime, business organizations all over the world have discovered that in order to maximize profit, reduce turn over and increase employee satisfaction in their work, a lot of attention must be paid to motivation. This is why adopting various motivation principles in both small and large organizations has become an important norm rather than a mere practice. The principle of goal setting is the most influential, and perhaps the most fundamental principle of motivation and this model has received more attention than any other due to its potentials and traceable results seen in organizations that adopt it. The principle is a practical

The HIS is saddled with the responsibility of keeping records of employees, patients and activities on behalf of the health sector. In her overview, she carefully identifies the challenges cum changes in the department and the health sector in general and how this model was applied. The principles of goal setting was effectively applied in the HIS Departments because the goals were SMART (i.e. Specific, Measurable, Achievable, Realistic and Timely); making it all the way effective. In studying the review, it is clear that the department set the goal of improving quality of service whereas reducing cost, this came at a time when the sector was moving from paper-based record keeping and other manual applications to electronic; this meets all criteria of a SMART goal, it is specific because what is wanted is clearly stated, it is measurable because required statistics were taken to determine effect especially in costs, it is achievable because employees’ perception was taking into consideration and there were indicators that the model will fix effectively into the changes and maximize performance, it was realistic because the model was thought through, the entire sector taken into consideration and the department equal to the task to handle the changes , and finally it was timely

Job enrichment involves the increase of tasks and responsibilities of staff (especially the high level ones), thereby giving them control over their work. It helps to increase variety, reduce boredom and stress from partaking in the same task for too long and help train the staff on different specialties. In the HIS, the principles of job enrichment was applied by reducing specialization, increased task identity, job rotation, allowing staff freedom to schedule tasks, increase autonomy, develop employees in variety of skills, reorganize work process and provide incentives for workers. To effectively determine the process made after the application of these principles, there are determinant ‘tools’ that are often put in use, they include; periodic review of work and progress reports, satisfaction survey, job diagnostic survey, performance reports and job description review. By taking these records and keep the logs will enable management determine the progress