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Description and analysis of charges: Important factor for successful job performance

Definitely that each person has very clear what their jobs and expected of him is a success factor in any type of organization, whatever its size or specialty.

As sometimes noted, these concepts clearly received in college, however, on behalf of moving from theory to practice, or on behalf of the speed at which we move or turn to the only constant is change, we are exposed to abuse this and finally get results below what we could get.

As always a little appealed to the memory and the quaintness of some characters from TV, we could look at what we saw of children. In these series each character clearly had a role to play. With the odd tinge, program after program, was expected contribution of each one and therefore we were also confident that the outcome would be successful, with the good triundo. Although obvious, we should review again in first place if our people are entirely clear what to do and that by which it will undoubtedly be evaluated. A few days ago told me a case of a director of companies in the past six months has changed frequently wizard. After a first analysis, the first thing we found is that the people chosen were good but the high degree of uncertainty as to their specific tasks and differentiation of the urgent and important was constant generated by the removal of their own volition or will of the director of each of these people.

Just as often happens with conflicts of hierarchy. In military life may be easier because the ranges are clear signs of who at any given time is up or down and the solutions provided. For example Admiral Nelson was the Commander Lee was the commander of the submarine itself. There was a lieutenant commander, sergeants, corporals, etc ... It was common in cases of stress the situation was resolved with "Is an order", regardless of the freedom they had to exchange views before or during a decision process. However, this is a point that tends to be neglected. Many times over, sometimes by default. Particularly

all have to be clear on what aspects of our performance, we evaluated "primarily." To what extent contributions to weigh or measure any parallel activities are considered. Obviously there are many managers and directors who appreciate more the "ductility" of its executive on the assumption that this is good in what originally was planned to undertake. This point in particular should lead to reflection and to seek demarcate their best to get the best that each one can give.

Mr. Spock for example, had in his nature a compente application logic very marked and therefore when the "emotional" had some difficulty to handle situations, therefore exposure It was a rather moderate or taken as a challenge. Instead, Captain Kirk was good improvisation, but always involucarba to specialists when something very specific, either communications or medicine.

It is worth remembering the strong link between personality and character of our people with the specifications charge. I emphasize this because we tend to think that someone is commercial is the most appropriate for example to negotiate, however this does not necessarily always happen. Whatever the specialty, there are many persons who do not wish to be exposed to improvisation or things out of a plan or just your daily routine. Others on the other hand, can not wait to "emerge something" to get out of what they are doing.

not defend ourselves by saying it is "obvious" what is expected of them. Nor that their tasks were explained by who was an employee or older. Cerciorémosnos and even ask for opinion or deliberate, we could face both positive surprises and negative regard. With this clearer than usual, we will build more stable relationships and will be a key factor for the success of our professional performance.