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Home arrow Management arrow Performance Management for Agile Organizations: Overthrowing The Eight Management Myths That Hold Businesses Back


The Top 10 Key Points ...

  • 1. From a business perspective, specialization is a common practice of differentiating from competition. Finding a niche market and dominating it with focused knowledge, products, or services has been a highly effective business strategy for over a century.
  • 2. The present-day people management practice referred toasajob specification originated from Taylor’s job specialization characteristic of scientific management. A job specification entails breaking down a job into its simplest component parts and assigning them to an employee to perform the tasks in a consistent manner.
  • 3. A job specialization is ineffective in environments that are rapidly changing or unpredictable. In these volatile work-settings, employees need to adjust their approach according to the demands of the situation.
  • 4. In a segmented and process-driven workplace, questioning the status quo is not as valued as following it.
  • 5. One way of stimulating agile behavior is flexibly deploying employee skill-sets within a business.
  • 6. Flexible deployment means the ability to transfer and apply skills and competencies across a wider range of tasks than those in an employee’s job specification.
  • 7. Beginning any form of flexible work arrangement is undoubtedly based on the goals of management. Flexible forms of employment shouldn’t be used principally as a cost-cutting strategy.
  • 8. One of the most effective ways to systemize a multi-skilling program is via a skills matrix.
  • 9. Wherever possible, an attempt should be made to ensure that more than one—and possibly several— employees can perform each organizational role or task to a minimum required standard.
  • 10. Applying a skills matrix throughout an organization shifts the emphasis from specialization to flexible deployment.


  • 1. Smick, K. (2015). What does the future look like for independent optometry? for-independent-optometry
  • 2. “Taylorism” is named after Frederick Taylor, considered to be the main architect of scientific management.
  • 3. Baker, T. (2009). The 8 values ofhighlyproductive companies: Creating wealth from a new employment relationship. Brisbane: Australian Academic Press.
  • 4. Zheltoukhova, K. (2014). HR: Getting smart about agile working. CIPD research paper.
  • 5. Baker, T. (2009). The Eight values ofhighlyproductive companies: Creating wealth from a new employment relationship. Brisbane: Australian Academic Press.
  • 6. Baker, T. (2014). Attracting and retaining talent: Becoming an employer of choice. London: Palgrave Macmillan.
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