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Human job requirement in a structured environment provided by Thomas International
The results of the HJA under consideration suggest that the competences required by the jobholder should include the ability to:
• Focus and push both self and others to achieve targets. Budgets and goals despite any opposition or antagonism encountered.
• Be resolute in focusing on results and, if these are threatened, be prepared to resolve problems or conflicts, dealing with people, despite their feelings or the situation.
• Assert authority in order to meet agreed timescales and deadlines.
• Take decisions in a timely and appropriate manner, whilst at the same time ensuring that others follow similar principles.
• Work within a technical or specialist area of expertise in order to continuously improve the quality of the service and/or product provided.
• Introduce monitoring systems that identify whether individuals or the organisation are achieving their objectives, as well as any variances in terms of goals and timescales.
Ensure that corrective action plans are formulated and implemented.
• Develop competence and expertise.
• Remain self-controlled and be prepared to listen to the views and ideas of others.
• Draw conclusions by probing problems and issues and contemplate the consequences of any action that is likely to be taken, testing the reliability of the information available.
The HJA implies that the job requires a person who is forceful, assertive, results orientated and has the ability to work in a steady, thorough, well organised, logical and systematic manner. The job content is likely to include work which is challenging and requires investigation and research in order to resolve technical or specialist problems. There are indications that the incumbent of this position may be called upon to work in areas where knowledge and expertise are important factors. The incumbent should have the persistence to see a job through to conclusion and work within clearly defined parameters. The person occupying the job should be authoritative, inquisitive, self-reliant, methodical, deliberate and precise in approach. The ability to question, concentrate and work within set precedents may also be important aspects within this job.
The HJA graph shows high Compliance, Dominance, and Steadiness factors and a low Influence factor (see Figure 4.26 for a graphical presentation of the job structure).
Human job requirement in an unstructured environment provided by Thomas International
The results of the HJA under consideration suggest that the competences required by the jobholder should include the ability to:
• Develop and comply with the systems, procedures, rules, objectives and timescales set by the organisation and adopt a disciplined approach when undertaking tasks.
• Work within a technical or specialist area of expertise in order to continuously improve the quality of the service and! or product provided.
• Remain rational when dealing with others, work within organisational requirements, be systematic and factual when dealing with colleagues, and handle conflict adopting a logical and unemotional approach until a solution becomes achievable.
• Provide the best possible solution to problem solving or decision making by conscientiously testing, examining facts, trying different alternatives and careful strategic planning.
• Assert authority in order to meet agreed timescales and deadlines. Overcome any problems which may hinder the achievement of same.
• Focus and push both self and others to achieve targets, budgets and goals despite any opposition or antagonism encountered.
• Be a self-starter who demonstrates energy in the work situation, seeking to get things done and at the same time addressing a wide variety of tasks.
• Adopt a serious and questioning manner in order to assess situations and reach conclusions, thus basing the processes on facts and information gleaned from others.
The HJA indicates that the job holder needs to be a person who is both creative and resultsorientated.
Concern for the consequences of action and alertness to quality and standards may well be key aspects in this job. The position could involve a variety of activities in which emphasis is placed upon achieving results through a, logical and factual manner. Standard operating procedures, challenging assignments and the adherence to rules and procedure are integral to the function. Ideally the person who is best suited to the role will be systematic, precise, careful, shrewd, probing, objective, reserved, serious, self-starting, inquisitive, mobile, active, alert and with a desire to get things done quickly and accurately. Quality, organisation, self-control and an analytical approach are also likely to be important factors to the success of this job. The HJA graph shows high Compliance and Dominance factors and low Steadiness and Influence factors.
See Figure 4.27 for a graphical presentation of the job structure for e-learning practitioners in an unstructured environment).
Reflection on the expert consensus group discussion
The following reflection on the expert consensus group discussion is my personal observations of the situation. Discourse during proceedings clarifies most of the issues that were raised. In reading the individual statements one by one it became clear that the interpretation of the statements and the semantic nuances were responsible for most of the choice differences on job importance. In essence the group agreed on the core characteristics of the job and during the group discussion it was apparent the participants did not have difficulty in changing their answers once there was consensus on the meaning of the statements. One of the participants felt that the method were not scientifically reliable, but after discussion it was agreed that this exercise is aimed at a theoretical job benchmark, although the refinement process (described in section 4.4.2.4) would contribute to a more valid benchmark. Because of the vast differences in the individual interpretation of the statements, the only way to establish a benchmark was to have an expert consensus group discussion and, after the group had reached consensus on the actual meaning of the statements, try to arrive at a compromise. This led to a lively discussion. Statements that presented difficulties and the consequent difference in opinion are summarised in Table 4.35.
CHAPTER 1: FRAMEWORK FOR THIS STUDY
1.1 INTRODUCTION
1.2 HISTORICAL BACKGROUND AND MOTIVATION FOR THE STUDY
1.3 RATIONALE FOR THE STUDY
1.4 STUDY TITLE ISSUES DEFINED
1.5 THE PURPOSE OF THIS STUDY
1.6 THE RESEARCH QUESTIONS
1.7 THE RESEARCH APPROACH
1.8 CONTEXT
1.9 THE SCOPE OF THE STUDY
1.10 ETHICAL CONSIDERATIONS
1.11 THE RESEARCH DESIGN
1.12 THE RESEARCH ACTIVITIES
1.13 STRUCTURE OF THESIS
CHAPTER 2: LITERATURE STUDY
2.1 INTRODUCTION
2.2 LITERATURE REVIEW APPROACH
2.3 LITERATURE REVIEW PURPOSE AND ACTIVITIES
2.4 LITERATURE REVIEW PROCESS
2.5 MAIN FOCUS AREAS RELEVANT FOR THIS STUDY
2.6 DISCUSSION OF MAIN FOCUS AREAS
2.7 THEORETICAL INTEGRATION OF THE STUDY
2.8 CONCEPTUAL FRAMEWORK
2.9 SUMMARY
CHAPTER 3: RESEARCH APPROACH AND METHODOLOGY
3.1 INTRODUCTION
3.2 THE RESEARCH QUESTION
3.3 RESEARCH PROCESS
3.4 RESEARCH DESIGN
3.5 RESEARCH STRATEGY/METHODOLOGY: CASE STUDY
3.6 RESEARCH METHODS: MIXED METHOD APPROACH
3.7 SOURCES OF EVIDENCE
3.8 DATA COLLECTION INSTRUMENTS
3.9 MODE OF DATA ANALYSIS
3.10 QUALITY CRITERIA
3.11 ETHICAL CONSIDERATIONS
3.12 SUMMARY
CHAPTER 4: RESEARCH FINDINGS
4.1 INTRODUCTION
4.2 THE RESEARCH GOALS AND QUESTIONS
4.3 RESEARCH QUESTION 1
4.4 RESEARCH QUESTION 2
4.5 RESEARCH QUESTION 3
4.6 SUMMARY
CHAPTER 5: REFLECTIONS AND RECOMMENDATIONS
5.1 INTRODUCTION
5.2 SUMMARY OF THE STUDY
5.3 FINDINGS AND RESULTS COLLECTED FROM THE RESEARCH
5.4 DISCUSSION
5.5.1 RECOMMENDATIONS FOR POLICY AND PRACTICE
5.5.2 RECOMMENDATIONS FOR FURTHER RESEARCH
5.6 FINAL WORD
REFERENCES
