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Examining jobs by functions and outcomes
This is a tough concept for most employers and supervisors.
We have all been trained to describe our jobs by their functions
and responsibilities, with outcomes playing a back seat to
these elaborate descriptions. Most companies have put a huge
effort into accurately defining jobs by their functions as
a result of the American's with Disabilities Act.But what
if an employee told you that:
- They could conduct job interviews despite the fact that
they were totally deaf?
- They could compile daily spreadsheets although they were
completely blind?
- They can load 60 pound paper rolls into a printer that
is three feet off of the floor although they have a 40 pound
lifting restriction?
These examples are drastic, but point to the fact that employers
have to think very creatively and utilize the creative input
of their employees when determining how the goals of the job
can be accomplished.
What is the number one goal for any supervisor? Meet production
goals in a timely fashion while maintaining a positive work
force. If your company has been encouraging a value proposition
for all employees, then supervisor and employee should be
encouraged to sit down and strategize what can be done to
maintain that employee and utilize their skills. There is
no magic to job accommodations, just a lot of creative thinking.
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