Understanding Work Value, Role Dimensions, and Management

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Target Value of Work

Target value of work is the verifiable and depersonalized value that work contributes to the achievement of the purposes set out in the organization.

Subjective Value of Work

Subjective value of work is the importance of a person's work in terms of the personal development it provides.

Role Dimensions

Basic Dimensions

Basic dimensions identify the necessary, but not sufficient, conditions required for a person to access working life.

  • Technological dimension: Reflects specific basic knowledge.
  • Personal dimension: Reflects observable values, beliefs, and behaviors.

Development Dimensions

Development dimensions identify the conditions where development occurs and is often required within the scope of work.

  • Operational dimension: Reflects the ability to do things.
  • Organizational dimension: Reflects the social interaction ability of the subject with other people.
  • Strategic dimension: Reflects the depth to which the individual understands the particular task at hand.

Management

Management involves a series of concatenated tasks to arrive on time with a specific product or service.

  • Aspects: It is possible to identify the job skills of its members, their attitudes toward work, and the rules and procedures that regulate their actions.
  • Score: Represents a benefit or detriment to the organization.
  • Measurement: It is measured by indicators.
  • Components of an indicator:
    • An instrument to measure something.
    • A goal or objective to achieve.
    • A graphical representation to show evolution over time.
    • Different types of analysis to contain definitions of the item or probable causes.
    • Ways to make concrete decisions based on the impact.
  • Features of indicators:
    • Reflect the needs of the area.
    • Be objective.
    • Guide the visualization of deviations as quickly as possible.
    • Be organizationally coherent with the form and function of the company.
    • Be economical.
    • Be understandable.

Control Board

A control board is a tool where visual and graphic indicators are calculated, controlled, and managed in order to make better decisions in advance. It contains four key indicators: effectiveness, efficiency, productivity, and quality.

Steps for Control Board Implementation

  1. Establish the mission and vision: Define the objectives of the organization or subsystem quantitatively and qualitatively in the long, medium, and short term.
  2. Define key business areas: Think not only about critical success factors but also about those variables whose failure would prevent the progress of the organization.
  3. Identify key indicators: Indicators are relationships between two measurements that represent figures of some event.
  4. Implement use: Determine who will be the user and the person or persons responsible for providing the information.

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