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A TEST OF MUTUALITY
Ask yourself the following questions:
- How emotionally safe do I feel (or does the other person feel)?
- Does mutual respect exist?
- Do I act from an attitude of equality rather than superiority or inferiority?
- Can I give and receive honest and accurate data?
- Can I be authentic as opposed to being political or playing games?
- Do I feel goodwill rather than resentment?
- Am I concerned about "us" and not just "me?"
When we have mutuality, we experience others as allies rather than as adversaries. We respect each other and want to cooperate. We see that our common interest is bigger than what divides us. We don't want to play games, manipulate, or control others. Masks and pretenses are discarded, and we know that we can work together.
Mutuality is not something that we build in a single encounter. It results from our attitude and behavior on a daily basis.
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
- Are You Ready For Job Analysis?
- Major Questions to Ask
- What is the purpose of the Job Analysis?
- How will the results be used?
- What technique will be employed?
- What data will be collected?
- What resources are available?
- Who will perform the Analysis?
- Purpose of the Job Analysis
- Why is the organization performing the job analysis?
- Is it for:
- Job Descriptions & Classifications
- Selection Procedures
- Worker Mobility
- Training & Development
- Compensation
- Performance Management
- How will the results be used?
- A job analysis is not complete until it is applied to some context
- Who will do this and how will it be applied?
- What Technique Will Be Employed?
- What job analysis technique will be employed and why?
- Job Analysis Interviews
- Observation
- Critical Incident Technique
- Position Analysis Questionnaire
- What data will be collected?
- What type of data will be collected?
- Observations
- Interviews
- Performance Data
- Is this data readily available to the organization?
- What resources are available?
- Is the necessary documentation available to the organization?
- Is the necessary skills required to perform the analysis present within the organization?
- Who will perform the analysis?
- Has someone been identified and released to perform the analysis?
- Is training required?
- Are external providers required?
Before undertaking a job analysis, it is important to understand the advantages and disadvantages of each method and also ascertain whether your organization is ready for job analysis.
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
- Purpose Served
- How can the data be used?
- Versatility
- Can the same method be used to capture information on a variety of jobs?
- Standardization
- Can the data be readily compared with data collected from other techniques?
- Criteria for Assessing Job Analysis
- User Acceptability
- Do users accept this method as a reliable method of collecting information?
- Training Required
- Is the method easy to use or will training be required? If so, how much and at what cost?
- Sample Size
- What sample size will be required to obtain an adequate analysis of the job?
- Criteria for Assessing Job Analysis
- Off-the-shelf
- Can the method be applied off-the-shelf or does it need to be customized?
- Reliability
- Will the technique generate reliable data?
- Time to Complete
- How long will it take to analyze a job?
- Cost
- How much will it cost to employ the technique?
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
