Goal Setting Principles In The Workplace

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

In 1990, Locke and Dr. Gary Latham published “A Theory of Goal Setting and Task Performance” in which they identified five principles that were important in setting goals that will motivate others. These principles are: clarity, challenge, commitment, feedback, and task complexity. In HIS Departments, work changes over time. Changes in work include its nature of work, its flow and scheduling, relationships among workers, technologies, policies and procedures, volumes of tasks, and types of tasks. Over time, these changes caused by events and their pace modify a department's work and jobs. For periodic assessment, managers and directors may use indicators of changes in work to

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. (Layman, 2011)

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

Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work. ... Increase the employee's feelings of recognition and achievement. Provide opportunities for employee advancement. Employees' perceptions of the work environment and their jobs are another set of indicators that may signal the need for realignment. Typical of these indicators are declines in employees' performance or motivation. Examples related to performance include careless errors, minimal or low productivity, and diminished quality. The pace of changes affects on the work of HIS Departments. For example, some changes are incremental. A prime example is the slow and gradual increase in the volume of e-mail. An example of a sudden change was the implementation of the Recovery Audit program under Section 302 of the Tax Relief and Health

To HIS Departments came the new tasks of receiving, reviewing, coordinating, and tracking responses and appeals to queries and denials of Recovery Audit Contractors (RACs). (Layman, 2011)

What were the outcomes of job enrichment in the HIS Departments?

An effective realignment balances three sets of factors. These factors include the "hard" factors of organizational structure and theory and the "soft" human factors of organizational behavior and motivation. Occasionally, these two sets of factors are contradictory – they move in opposing directions. Managers and directors of HIS Departments can use concepts from the hard factors of organizational structure and features of bureaucracies, the soft human factors of organizational behavior and motivation, and organizational context as they re-engineer, restructure, and redesign work and jobs in their departments. (Layman, 2011)

What was the impact of job enrichment on motivation and communication in the HIS Departments?

Job enrichment is broadening the scope of employees' work and giving them higher responsibilities, in an attempt to allow them use the full range of their abilities and thereby keep them motivated. Job Enrichment is a