Risk Responsibility

When assigning responsibilities to a person it is essential to identify if he is a responsible person. There are various questions that can be asked to determine if an individual is responsible. The following list of questions should be asked in this process:

How well can you handle a petty responsibility? Is it right to make excuses? Do you make mistakes in your work? Whom do you think is responsible for failures in the workplace? Is it right to complain about your supervisor? Do you think your colleagues are jealous of your work?

What is the threshold of work that you can handle? Are you able to multitask? The above questions are aimed at identifying whether an individual can easily accept responsibility, and have responsible skills. Before assigning work to a person, he should be able to respond to these questions in a manner that would show self discipline and accepting responsibility whole heartedly (Carter, 2004).

I would require an effective and comprehensive feedback before assigning the person a risky responsibility. On the fore, the individual response on petty responsibility should indicate that he can do it well just like a hard task. Excuses should not be a trait of a responsible person. Irresponsible persons usually make excuses, and shifting blame to other factors. Next, responsible persons should also admit their mistakes (Carter, 2004).

One would not be responsible if he or she does not accept their mistakes in the workplace. Furthermore, they should not shift blame to others in disassociating with failures at work. They should have less and genuine complaints, and stop playing a victim in the workplace. In addition, one should accept what he can handle.

A response that depicts an individual as one who is willing to take more responsibility that he can handle shows that he is not responsible. Finally, the person should be able to multitask. There are times when the individual will be required to deal with more than one issue. In this case, he should be able to handle the tasks without difficulties.

References:

Carter, L. (2004). Bsst Practices in Leadeship Development and Organization Change: How the Best Companies Ensure Mean Change and Sustainable Leadership. New York: John Wiley & Sons.

Professor Question:::::

Zeenat,

Would the questions differ depending on the project type?