Role analysis technique22nd March 2021
The role analysis technique intervention is designed to clarify role expectations and obligations of team members to improve team effectiveness. In an organisation, individuals fill different specialised roles in which they manifest certain behaviours. This division of labour and function facilitates organisational performance. Often, however, the role incumbent may not have a clear idea of the behaviour expected of him by others and, equally often, what others can do to help the incumbent fulfill the role is not understood. Iswar Dayal and John M. Thomas developed a technique for clarifying the roles of top management of a new organisation in India. This technique is particularly applicable for new teams.
The steps involved in this technique are as explained below:
(i) Analysis of Focal Role:
The focal role individual initiates the analysis of focal role in the first step. The important points to be discussed are the role, its place in the organisation the purpose of its existence, its place in achieving the overall organisational goals, specific duties of the office etc. The specific duties and behaviours related to that role are listed on a chalk board and discussed by the whole team. Till the role incumbent and the entire team, satisfactorily define the role completely, additions and deletions will be made from the roles and behaviours.
(ii) Focal Role Incumbent’s Expectations of Others
In the second step, the focal role incumbent’s expectations of the others are examined. The incumbent makes a list of his or her expectations of the other roles in the group that affect the incumbent’s role performance. The entire group then discusses these expectations, modifies these, makes any additions or deletions and finally agree’ upon the list.
(iii) Others Expectations and Desired Behaviour of the Focal Role:
In the third step, the members of the group describe what they want from and expect from the incumbent in the focal role. Again, these expectations are discussed, modified and agreed upon by the group and the focal role person.
(iv) Preparation of the Role Profile:
After the conclusion of the third step, the focal person will assume the responsibility of making a written summary of the role as it has been defined. This summary is called the role profile and is based on the results of the discussion in the above steps. Role profile provides a comprehensive understanding of each individual’s role in the team.
(v) Review of the Role Profile:
The written role profile prepared hi the previous step is briefly reviewed in the following meeting of the team. Till one role profile is reviewed, no other focal role is to be analyzed. After the review, the accepted role profile constitutes the role activities for the focal role person.
Role analysis technique is a very effective method of team building. Role analysis and definition by the entire group not only clarifies who is to do what but also ensures commitment to the role once it has been clarified. In reality, we have often heard people complaining “Why those other people are not doing what they are supposed to do?” Whereas in reality all the incumbents are performing as they think they are supposed to. RAT examines the mutual demands, expectations and obligations of interdependent team members, which have never been examined earlier.