Each Job Situation Has Three Components:Any job situation is made up of three major components: [If you are the owner of a company, or in other position of power, this article alone will help you manage your staff better.]
First Component -The person – This describes the person on the job. It could be the employee or the manager. The one that occupies the position. Second Component - The Situation - This refers to the total environment surrounding our employee. Not just how nice the office or the cubicle looks, but this is more about the environment of job. For example, is it a new or existing position? Is it complex, relaxed, customer driven, deadline driven, is it well documentated? And so on.. Third Component - Others – Who else is involved? Who are the immediate and remote peers, which bosses are involved? Who interacts with this position? The success or failure of the department depends on understanding and operating this concept. I shall illustrate a real life example where "issues" affected the job situation, hence affected the employee and her manager: My boss came to me to discuss a problem employee in another unit under his control. His boss was adamant about firing this problems employee. My boss and I have a pretty good relationship and he shared with me what the issues were and what his marching orders were (fire her). My boss’s gut told him otherwise but he wasn’t sure how to save the situation, and frankly, he didn’t have time to deal with this mess. We were in the midst of major acquisition. I decided to put this theory (Person/Situation/Others) into action. I told him that the situation sucked big time and there is a lot of mending that need to be taken place. “Move her into my department” I said. Let’s give her one more chance, maybe her last chance without actually saying this. “If she doesn’t work in my department, you have no choice but to let her go.” What did I do? 1. I removed this employee from that bad situation which was getting worse every day. The environment was intolerable where she was. 2. I got her involved with others in my department. 3. I involved her in new tasks and new jobs for her to be busy with. 4. I alleviated part of her own personal issues and stress by changing her work week to flex hours. Success! It worked. Just by massaging and fine-tuning one or many of the job components you, the manager, are able to have happy and productive employees. She’s been with me for the two years; performed extremely well, and even made peace with her former boss. ------ Here are more pages on selecting employees:
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