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Developing an Own Set of Responsibilities and Performance

Added on - 27 Jan 2020

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Employability Skills
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................2TASK 2..........................................................................................................................................5TASK 3..........................................................................................................................................9TASK 4..........................................................................................................................................12CONCLUSION..............................................................................................................................15REFERENCES..............................................................................................................................16
IntroductionGreat leaders and thinkers of the past have all emphasized the need for discipline and objectiverationality, along with skills. These qualities work together cohesively and help an individual fulfillhis goals; for which one needs training, which imparts discipline and commitment. Employabilityskills are the driving force that motivates and steer an individual to put in his best efforts in theworkplace. These skills teach employees to co-ordinate with their leaders in the organization, havea healthy working rapport with the colleagues, the ability to solve problems and to make criticaldecisions. Employabilityskillsare rightfully called the building blocks of an individual’s careerwhich also forms the foundation a successful professional engagement. Several programs havebeen initiated to impart effective training before venturing into a professional career and also duringones service in the organization.
TASK 1P1.1Developing an own set of responsibilities and performance objectivesAn important way of assessing the effective performance of an organization is through the goalsand objectives of each employee and determines the success of each of those objectives. Severalexperts have elaborate two essential models that would help individuals set their ownresponsibilities and performance objectives and to carry out self-evaluation. These are people-centric approach and the organization-centric approach.People-centric modelis one of the most widely used methods of setting responsibilities andobjectives. The people-centric model follows a chain of command that flows from the top of thecompany’s organizational structure, from the CEO. Following the commands from the topexecutives, the employees shouldering different responsibilities align their goals and directivesfrom based on the same. But experts point out that using the people-centric model at times can betime consuming and ineffective because of its over-reliance on the commands coming from thetop echelons of the organization(Rayton and Swart, 2003).The Organization-centricmodel is designed from the point of view of the company. Thecompany objectives and goals are decided upon in the first stage. Once this is done, theobjectives and goals of the organization are broken down into smaller goals and allotted into theorganizational hierarchy. This approach creates a suitable alignment between the organizationalgoals and the goals of the employees. In this model of objectives setting, every any individualacross the organization contribute to the success of the organization. Experts have pointed outthat the organization-centric approach brings in a greater transparency in the organizational4|P a g e
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