Task Attributes
Task Attributes (hereinafter, the Lectio) is the second lesson part of the Nature of Work 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 Job Dimensions.
Key terms
- Task (or job task). The lowest level of enterprise effort. In Agile methodology, a task is a single unit of work broken down from a user story. In project management, a task is a generic term for work that is not included in the work breakdown structure, but potentially could be a further decomposition of work by the individuals responsible for that work. A task is usually completed by just one person and is a part of an activity.
- Task identity. The degree to which a job requires completion of a whole and identifiable piece of work.
- Task significance. The degree to which a job has a substantial impact on the lives or work of other people.
- Task performance. The combination of effectiveness and efficiency at doing core job tasks.
- Task structure. One of Fiedler's situational contingencies that describes the degree to which job assignments are formalized and structured.
- Task attribute.
- 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
- Task (or job task). The lowest level of enterprise effort. In Agile methodology, a task is a single unit of work broken down from a user story. In project management, a task is a generic term for work that is not included in the work breakdown structure, but potentially could be a further decomposition of work by the individuals responsible for that work. A task is usually completed by just one person and is a part of an activity.
- Task identity. The degree to which a job requires completion of a whole and identifiable piece of work.
- Task significance. The degree to which a job has a substantial impact on the lives or work of other people.
- Task performance. The combination of effectiveness and efficiency at doing core job tasks.
- Task structure. One of Fiedler's situational contingencies that describes the degree to which job assignments are formalized and structured.
- Structured task.
- Unstructured task.
- Task attribute.
- 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.
Task significance
-Impact on enterprise. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
-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?
Autonomy
-Freedom to make decisions. How much decision making freedom, without supervision, does the job offer?
-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.
Feedback
-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?
-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?
-Degree of automation. How automated is the job?
-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.)
-Consequence of error. How serious would the result usually be if the worker made a mistake that was not readily correctable?
Work-Seller Competences is the successor lectio.
