Respuesta :
Goal emphasis and work facilitation are job-centered dimensions of leadership behavior.
The most popular and conventional method overwhelmingly adopted by most organizations is job-centered. I’d guess 80 per cent or more of learning activities carried out in most organizations could be classified as job-centered.
This dimension emphasizes superior technical performance and skill mastery. The justification for expending money on building technical capacity is the tangible link between job skills training and job performance. So the primary motive is to develop the employees’ job skills to directly improve performance on-the-job. Of the three dimensions, the job-centered approach is the one most directly related to the specifics of one’s job performance.
Training programs, for example, that improve an employee capacity to operate a piece of machinery, to master some form of technology or a work-related system or process, are job-centered. These activities specifically relate to a job task an employee does. These training programs promise to be job-centered in their orientation. Successfully learning anything straight from a job-holder’s job specification promises to have a direct pay-off in their increased job performance. Quality learning programs that are job-specific increase the employee’s efficiency and effectiveness in their job role. The ultimate triumph of job-centered training is a more technically proficient employee. So it’s pretty obvious why most enterprises invest heavily in job-centered training programs.
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