Incest 0000i-xiv FM 1 - William L. White

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t h e i n c e st u o u s wo r k p lac e
14.3 A Schema for Strategy Implementation
I recommend the following seven-step process for implementing
microsystem strategies to reduce role-stress conditions:
1. Identify and define stressors as clearly and completely as is
possible.
2. Develop a strategy with employee participation to address the
major stressors, and identify what data will indicate whether
the strategy has been successful.
3. Implement the strategy on a small scale and on a time-limited
basis.
4. Check data to evaluate the strategy.
5. Identify unanticipated repercussions of the strategy on other
parts of the organization. (Did reducing stressors in one role
or unit escalate stressors in another role or unit?)
6. Based on outcome, either fully implement the strategy or
develop and test alternative strategies.
7. Build in a mechanism to continue to evaluate and refine
the strategy.
The following sections will outline intervention strategies to address the
thirteen role stressors discussed in chapter 10.
14.4 Strategies to Address Role-Person Mismatch
Role-person mismatch was defined earlier as the misplacement of a
worker in an unsuitable role given his or her levels of knowledge and
skills, level of stress tolerance, or style of stress management. Strategies
to reduce role-person mismatch problems include the following.
The Recruitment, Screening, Selection, and Role-Placement Process.
Most role-person mismatch problems occur due to flaws in the process
of selecting new members to add to the organizational family. A review
of the process must include a recognition of the forces that contribute to
errors in employee selection and role placement. The following observations
refer to this process:
• Increases in the workloads of team members that often accompany
the loss of one or more team members create pressure to
make speedy, but not necessarily effective, hiring decisions. An