Realignment Case Study

The principle of goal setting based on achieving organizational goals through finding an alternative way to work (working smarter). The work changes in HIS departments through creating a mechanism that allows coders to work from home is a department-specific event.
Managers and directors of HIS Departments should routinely and periodically assess work and jobs in alignment with current processes. These indicators fall into three types: sector changes, organizational changes, and employees' perceptions.
Sector Changes it continually changes cultural shifts, new technologies, new or revised regulations, and new or revised accreditation or certification standards.
One technological change at the sector level is the transition from a paper-based

The scope of the project may be any or all of re-engineering, restructuring, work redesign, or job redesign, dependent on the extent of the misalignment.
2. How are the principles of job enrichment applied in this case?
Realignment departments through work and job redesign are the main principles. This is done at different levels, which are ( re-engineering, restructuring).
Managers and directors of HIS Departments can use concepts that strike a balance between the hard, soft, and context factors to response to many problems:
1. Boredom, careless errors, tardiness, absenteeism, low moral are done by Job enlargement, job enrichment, job rotation to introduce variety (decrease specialization) also by increasing task identity, increasing control, increasing responsibility, and increasing feedback.
3. Boredom, mediocrity, skill leveling are done through job enrichment by developing employee.
4. Low morale, low accountability are done through job enrichment by increasing autonomy.
5. Delays in decision making is done by reducing supervisory load.
3. What were the outcomes of job enrichment in the HIS Departments?
The outcomes are done by using the tools to identify, analyze ,and solving the problems.