DEFINING ROLES
Role definitions describe the part to be played by individuals in
fulfilling their job requirements. Roles therefore indicate the
behaviour required to carry out a particular task or the group of
tasks contained in a job – they will set out the context within
which individuals work as part of a team as well as the tasks
they are expected to carry out.
The traditional form for defining roles is the job description,
but, like organization charts, job descriptions can be too rigid
and stifle initiative. It is better to use a role definition format
along the following lines:
■ Job title.
■ Reporting relationships.
■ Main purpose of the role – a brief description of why the role
exists.
■ Main areas of responsibility – these are defined in terms of
the results expected; no attempt should be made to go into
any detail of how the work is done.
■ Context – how the job fits in with others, flexibility require-
ments, decision-making authority, any particular require-
ments or pressures.
A role definition emphasizes the dynamic aspects of a job in
terms of output, relationships and flexibility. It should focus on
performance and delivery, not on tasks and duties.
IMPLEMENTING STRUCTURES
At the implementation stage it is necessary to ensure that
everyone concerned:
■ knows how they will be affected by the change;
■ understands how their relationships with other people will
change;
■ accepts the reasons for the change and will not be reluctant to
participate in its implementation.
It is easy to tell people what they are expected to do; it is much
harder to get them to understand and accept how and why they
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