Hi all,
I am working on a project on role analysis and need some input and material on the Role Analysis Technique. I have searched the internet for information on the role analysis technique but have been unable to find the relevant material and the process graph. Please help.
Regards,
Prasad
From India, Pen
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1I am working on a project on role analysis and need some input and material on the Role Analysis Technique. I have searched the internet for information on the role analysis technique but have been unable to find the relevant material and the process graph. Please help.
Regards,
Prasad
From India, Pen
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Hi Prasad,
Visit the link below for some details on Role Analysis:
https://dspace.mit.edu/bitstream/1721.1/2477/1/SWP-3584-31683525.pdf
If you aren't able to open the PDF format, try viewing the HTML version.
Hope this helps. I shall get back to you if I find any more information.
All the best for your project.
Best wishes,
Vandana
From India, Calcutta
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Visit the link below for some details on Role Analysis:
https://dspace.mit.edu/bitstream/1721.1/2477/1/SWP-3584-31683525.pdf
If you aren't able to open the PDF format, try viewing the HTML version.
Hope this helps. I shall get back to you if I find any more information.
All the best for your project.
Best wishes,
Vandana
From India, Calcutta
Acknowledge(0)Amend(0)
Role Analysis is one of the important techniques of OD interventions.
Sometimes working together, we have conflicts over what role we are supposed to be performing on a particular team. This intervention is usually used to help team members understand and clarify one another's roles. It has been applied in a number of situations, from clarifying the roles of members of newly formed teams to helping improve the working relationships of teams that have been together for some time.
The process typically goes something like this:
ROLE ANALYSIS
The person in a role takes their best shot at listing on an easel the duties and responsibilities of that role. The rest of the team modifies or adds to the list until they have reached a consensus.
ROLE EXPECTATIONS OF OTHER TEAM MEMBERS
The person next lists their expectations of what the other team members are supposed to be doing to help him/her to perform the role. They discuss this list, adding and modifying until they reach a consensus.
TEAM MEMBERS' EXPECTATIONS OF THE PERSON'S ROLE
Now the members of the team take a turn at listing what they expect of the person as it impacts their own performances. Again, they discuss this list and reach a consensus.
ROLE PROFILE
The person takes the lists and writes up a summary of what has been agreed upon. This summary is called the role profile. The same procedure should be carried out for every member of the team.
From India, Bangalore
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Sometimes working together, we have conflicts over what role we are supposed to be performing on a particular team. This intervention is usually used to help team members understand and clarify one another's roles. It has been applied in a number of situations, from clarifying the roles of members of newly formed teams to helping improve the working relationships of teams that have been together for some time.
The process typically goes something like this:
ROLE ANALYSIS
The person in a role takes their best shot at listing on an easel the duties and responsibilities of that role. The rest of the team modifies or adds to the list until they have reached a consensus.
ROLE EXPECTATIONS OF OTHER TEAM MEMBERS
The person next lists their expectations of what the other team members are supposed to be doing to help him/her to perform the role. They discuss this list, adding and modifying until they reach a consensus.
TEAM MEMBERS' EXPECTATIONS OF THE PERSON'S ROLE
Now the members of the team take a turn at listing what they expect of the person as it impacts their own performances. Again, they discuss this list and reach a consensus.
ROLE PROFILE
The person takes the lists and writes up a summary of what has been agreed upon. This summary is called the role profile. The same procedure should be carried out for every member of the team.
From India, Bangalore
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Hi all, can anyone help me out in preparing a questionnaire for my project on the effectiveness on role analysis?? which are the areas to be covered? plz help me regards viny
From India, Kochi
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From India, Kochi
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Hey Vandana, The link you have given reports some certificate error. Can you attach the document instead?
From India, Hyderabad
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From India, Hyderabad
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Role Analysis Technique (RAT or RAP)
Role analysis technique or role analysis process intervention is designed to clarify role expectations and obligations of team members to improve team effectiveness. This technique of clarifying the roles of the top management was developed by Ishwar Dayal and John M. Thomas. This technique is particularly applicable for new teams, but it may also be helpful in established teams where role ambiguity or confusion exists.
In a new organization, the following steps are followed to conduct a role analysis:
1. An analysis of the focal role initiated by the focal role individual, wherein the role being defined is called the focal role. The role, its place in the organization, the rationale for its existence, and its place in achieving the overall organization objective along with specific duties are examined. The specific duties and behaviors are listed on a board and are discussed by the entire team. Behaviors are added and deleted until the group is satisfied.
2. Examine the focal role bearer lists his expectations of the other roles in the group that most affect his performance, and these expectations are discussed, modified, added to and agreed upon by the entire group.
3. Explicating others' expectations and desired behaviors of the focal role. The members of the group decide what they want from and expect from the bearer of the focal role. These expectations are discussed, modified, added to and agreed upon by the entire group and the role incumbent.
4. The focal role person assumes responsibility for making a written summary of the role as it has been defined; this summary is called Role Profile.
The written role profile is briefly reviewed at the following meeting before another focal role is analyzed. The accepted role profile constitutes the role activities for the focal role person.
From India, Ghaziabad
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Role analysis technique or role analysis process intervention is designed to clarify role expectations and obligations of team members to improve team effectiveness. This technique of clarifying the roles of the top management was developed by Ishwar Dayal and John M. Thomas. This technique is particularly applicable for new teams, but it may also be helpful in established teams where role ambiguity or confusion exists.
In a new organization, the following steps are followed to conduct a role analysis:
1. An analysis of the focal role initiated by the focal role individual, wherein the role being defined is called the focal role. The role, its place in the organization, the rationale for its existence, and its place in achieving the overall organization objective along with specific duties are examined. The specific duties and behaviors are listed on a board and are discussed by the entire team. Behaviors are added and deleted until the group is satisfied.
2. Examine the focal role bearer lists his expectations of the other roles in the group that most affect his performance, and these expectations are discussed, modified, added to and agreed upon by the entire group.
3. Explicating others' expectations and desired behaviors of the focal role. The members of the group decide what they want from and expect from the bearer of the focal role. These expectations are discussed, modified, added to and agreed upon by the entire group and the role incumbent.
4. The focal role person assumes responsibility for making a written summary of the role as it has been defined; this summary is called Role Profile.
The written role profile is briefly reviewed at the following meeting before another focal role is analyzed. The accepted role profile constitutes the role activities for the focal role person.
From India, Ghaziabad
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