Difference between revisions of "Task Attributes"

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[[Task Attributes]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Nature of Work]]''' [[lesson]] that introduces its participants to [[work characteristic]]s and related topics.
 
[[Task Attributes]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Nature of Work]]''' [[lesson]] that introduces its participants to [[work characteristic]]s and related topics.
  
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[[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Employment]] session of the [[CNM Cyber Orientation]]. The ''Orientation'' is the second stage of the [[WorldOpp Pipeline]].
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[[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Employment]] session of [[EmployableU Concepts]].
  
  
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The predecessor [[lectio]] is [[Job Dimensions]].
 
The predecessor [[lectio]] is [[Job Dimensions]].
  
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===Key terms===
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===Script===
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:'''[[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]].
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:[[Job task]]s are not created equal. So are [[work demand]]s and [[work resource|resource]]s to handle them.
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:*[[Task identity]]. The degree to which a job requires completion of a whole and identifiable piece of work.
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:*[[Task significance]]. The degree to which a job has a substantial impact on the lives or work of other people.
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:Some job assignments are more formalized, some are less. The degree of that formalization is known as [[task structure]]. [[Structured task]]s come with predetermined objectives, priorities, and procedures. [[Unstructured task]]s require [[employee]]s to take risks and make their own decisions.
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:*[[Task performance]]. The combination of [[effectiveness]] and [[efficiency]] at doing core job tasks.
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:'''[[Task structure]]'''. One of Fiedler's situational contingencies that describes the degree to which job assignments are formalized and structured.
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:[[Work demand]]s are responsibilities, pressures, obligations, and even uncertainties that individuals face in the workplace. High ''demands'' often impose high [[psychological stress]] on the worker and require stronger stress coping skills.
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:*[[Structured task]].
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:*[[Unstructured task]].
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:[[Time pressure]] is probably the most recognizable among these ''demands''. This pressure refers to meeting strict deadlines and, as the result, emergency [[work schedule]]s.
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:Competitive pressures are another example of the ''demands''. [[Level of competition]] refers to the extent to which the ''task'' require the worker to compete or to be aware of competition.
  
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:'''[[Task attribute]]'''. <div style="background-color:#efefef; padding: 5px; margin: 15px;">
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:Other [[task attribute]]s that are worthy to be mentioned include [[frequency of decision-making]], [[importance of being accurate]], [[importance of repeating same tasks]], and [[consequence of error]]. [[Workplace condition]]s are a separate source of [[work demand]]s.
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:*'''[[Consequence of error]]'''. How serious would the result usually be if the worker made a mistake that was not readily correctable?
 
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:*'''[[Degree of automation]]'''. How automated is the job?
 
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:*'''[[Freedom to make decisions]]'''. How much decision making freedom, without supervision, does the job offer?
 
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:*'''[[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?
 
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:*'''[[Impact on enterprise]]'''. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
 
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:*'''[[Importance of being exact]]''' (or accurate). How important is being very exact or highly accurate in performing this job?
 
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:*'''[[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?
 
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:*'''[[Level of competition]]'''. To what extent does this job require the worker to compete or to be aware of competitive pressures?
 
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:*'''[[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?
 
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:*'''[[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.)
 
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:*'''[[Work schedule]]'''. How regular are the work schedules for this job and what is the number of hours typically worked in one week?
 
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:*'''[[Work virtualization]]'''. The degree to which work is done remotely rather than at some specific physical location.</div>
 
  
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===Script===
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===Key terms===
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: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 [[apprentice]]s within 2-3 months in the ''programme''. It takes 2-3 years to be competitive for well-paying jobs.
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:[[Job task]], [[task structure]], [[structured task]], [[unstructured task]], [[task attribute]], [[consequence of error]],[[freedom to make decisions]], [[frequency of decision-making]], [[impact on enterprise]], [[importance of being accurate]], [[importance of repeating same tasks]], [[level of competition]], [[time pressure]], [[work schedule]]
  
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:Currently, there is a $100 bonus payable to anyone who refers a [[WorldOpp fellow]] upon his or her admission to the [[WorldOpp]] programme.
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===Closing===
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:Are you best at [[structured task]]s, [[unstructured task|unstructured one]]s, or both? --Yes/No/Let's move on for now
  
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: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 [[Careerprise partner|partner]],  [[Careerprise contractor|contractor]], or volunteer mentor for [[CNM Cyber Team]], as well as just do nothing.
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'''[[Workplace Conditions]]''' is the successor [[lectio]].
  
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:Whomever you choose to be within the [[CNM Cyber Workforce]], the ''Orientation'' will provide you with detailed instructions how to make that real.
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==Questions==
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'''[[Work-Seller Competences]]''' is the successor [[lectio]].
 
  
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==Quiz==
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===Placement entrance exam===
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:"Error" questions:
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:#In one's job, consequence of error refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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:#In one's job, consequence of error refers (or does not refer) to how automated the job is.
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:#In one's job, consequence of error refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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:#In one's job, consequence of error refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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:#In one's job, consequence of error refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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:#In one's job, consequence of error refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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:#In one's job, consequence of error refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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:#Consequence of error (or does not assume) the worker determining his or her tasks, priorities, and goals.
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:#In one's job, consequence of error refers (or does not refer) to the frequency of meeting strict deadlines.
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:#Consequence of error refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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:#Employees should (not) avoid mistakes at all costs.
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:#Consequence of error is (not) a structural job characteristic.
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:"Pressure" questions:
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:#In one's job, time pressure refers (or does not refer) to the frequency of meeting strict deadlines.
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:#Time pressure is (not) a structural job characteristic.

Latest revision as of 21:30, 29 October 2023

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.

WorldOpp Pipeline

This lesson belongs to the Introduction to Employment session of EmployableU Concepts.


Content

The predecessor lectio is Job Dimensions.

Script

Job tasks are not created equal. So are work demands and resources to handle them.
Some job assignments are more formalized, some are less. The degree of that formalization is known as task structure. Structured tasks come with predetermined objectives, priorities, and procedures. Unstructured tasks require employees to take risks and make their own decisions.
Work demands are responsibilities, pressures, obligations, and even uncertainties that individuals face in the workplace. High demands often impose high psychological stress on the worker and require stronger stress coping skills.
Time pressure is probably the most recognizable among these demands. This pressure refers to meeting strict deadlines and, as the result, emergency work schedules.
Competitive pressures are another example of the demands. Level of competition refers to the extent to which the task require the worker to compete or to be aware of competition.
Other task attributes that are worthy to be mentioned include frequency of decision-making, importance of being accurate, importance of repeating same tasks, and consequence of error. Workplace conditions are a separate source of work demands.

Key terms

Job task, task structure, structured task, unstructured task, task attribute, consequence of error,freedom to make decisions, frequency of decision-making, impact on enterprise, importance of being accurate, importance of repeating same tasks, level of competition, time pressure, work schedule

Closing

Are you best at structured tasks, unstructured ones, or both? --Yes/No/Let's move on for now

Workplace Conditions is the successor lectio.

Questions

Placement entrance exam

"Error" questions:
  1. In one's job, consequence of error refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
  2. In one's job, consequence of error refers (or does not refer) to how automated the job is.
  3. In one's job, consequence of error refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
  4. In one's job, consequence of error refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
  5. In one's job, consequence of error refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
  6. In one's job, consequence of error refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
  7. In one's job, consequence of error refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
  8. Consequence of error (or does not assume) the worker determining his or her tasks, priorities, and goals.
  9. In one's job, consequence of error refers (or does not refer) to the frequency of meeting strict deadlines.
  10. Consequence of error refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
  11. Employees should (not) avoid mistakes at all costs.
  12. Consequence of error is (not) a structural job characteristic.
"Pressure" questions:
  1. In one's job, time pressure refers (or does not refer) to the frequency of meeting strict deadlines.
  2. Time pressure is (not) a structural job characteristic.
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