Difference between revisions of "Task Attributes"
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===Key terms=== | ===Key terms=== | ||
| − | : | + | :'''[[Task structure]]'''. A set of structural job characteristics with which the worker interacts.<div style="background-color:#efefef; padding: 5px; margin: 15px;"> |
| − | :*</div> | + | :*'''[[Consequence of error]]'''. How serious would the result usually be if the worker made a mistake that was not readily correctable? |
| + | :*'''[[Degree of automation]]'''. How automated is the job? | ||
| + | :*'''[[Freedom to make decisions]]'''. How much decision making freedom, without supervision, does the job offer? | ||
| + | :*'''[[Frequency of decision-making]]'''. How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? | ||
| + | :*'''[[Impact on enterprise]]'''. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? | ||
| + | :*'''[[Importance of being exact]]''' (or accurate). How important is being very exact or highly accurate in performing this job? | ||
| + | :*'''[[Importance of repeating same tasks]]'''. How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? | ||
| + | :*'''[[Level of competition]]'''. To what extent does this job require the worker to compete or to be aware of competitive pressures? | ||
| + | :*'''[[Structured versus unstructured work]]'''. To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? | ||
| + | :*'''[[Time pressure]]'''. How often does this job require the worker to meet strict deadlines? How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.) | ||
| + | :*'''[[Work schedule]]'''. How regular are the work schedules for this job and what is the number of hours typically worked in one week? | ||
| + | :*'''[[Work virtualization]]'''. The degree to which work is done remotely rather than at some specific physical location.</div> | ||
===Script=== | ===Script=== | ||
Revision as of 22:12, 30 April 2020
Task Structures (hereinafter, the Lectio) is the second lesson part of the Work Characteristics lesson that introduces its participants to work characteristics and related topics.
This lesson belongs to the Introduction to Employment session of the CNM Cyber Orientation. The Orientation is the second stage of the WorldOpp Pipeline.
Contents
Content
The predecessor lectio is Core Job Dimensions.
Key terms
- Task structure. A set of structural job characteristics with which the worker interacts.
- Consequence of error. How serious would the result usually be if the worker made a mistake that was not readily correctable?
- Degree of automation. How automated is the job?
- Freedom to make decisions. How much decision making freedom, without supervision, does the job offer?
- Frequency of decision-making. How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
- Impact on enterprise. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
- Importance of being exact (or accurate). How important is being very exact or highly accurate in performing this job?
- Importance of repeating same tasks. How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?
- Level of competition. To what extent does this job require the worker to compete or to be aware of competitive pressures?
- Structured versus unstructured work. To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
- Time pressure. How often does this job require the worker to meet strict deadlines? How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)
- Work schedule. How regular are the work schedules for this job and what is the number of hours typically worked in one week?
- Work virtualization. The degree to which work is done remotely rather than at some specific physical location.
Script
- The fellows land their jobs through the WorldOpp Pipeline programme. If they start from ground zero, dedicate at least 20 hours a week, they land initial jobs as apprentices within 2-3 months in the programme. It takes 2-3 years to be competitive for well-paying jobs.
- Currently, there is a $100 bonus payable to anyone who refers a WorldOpp fellow upon his or her admission to the WorldOpp programme.
- If you are not interested in enrolling in the CNM Cyber Placement upon your completion of the Orientation, you are welcome to utilize CNM Cyber for their career enhancement, become a partner, contractor, or volunteer mentor for CNM Cyber Team, as well as just do nothing.
- Whomever you choose to be within the CNM Cyber Workforce, the Orientation will provide you with detailed instructions how to make that real.
Work-Seller Competences is the successor lectio.
