What is the difference between expectations and responsibilities

Responsibility refers to a state of having some authority or obligation to undertake a task satisfactorily which has been assigned by someone who is superior or elder, so as to attain the desired results. It is required to be undertaken as a part of a job or role.

Responsibility often comes with the authority to give directions and take relevant actions when required. It reflects the trust of the person delegating the authority on the person to whom it is delegated, that the task will be completed accordingly. The points given below are substantial so far as the difference between duty and responsibility is concerned:.

Duty brings responsibility, i. It requires allegiance on the part of the concerned individual, for the discharge of duties and responsibilities successfully.

Your email address will not be published. Save my name, email, and website in this browser for the next time I comment. Key Differences Between Duty and Responsibility The points given below are substantial so far as the difference between duty and responsibility is concerned: Duty refers to the legal or moral obligation, or commitment towards certain work, which you are expected to perform, in general, or special circumstances.

Duties show a hidden binding force that impels a person to do a certain act, which is regarded as the right thing to do in a particular situation. What are role expectations in sociology? What are the acceptable societal values? What is the difference between expectations and responsibilities? Read also Is power dissipated positive or negative? What is a LAC review? Is OK a real word? How can I send myself a voicemail? Why is AJ Styles so popular?

What are the types of disposition? How can I talk faster and think? When was slavery abolished in the France? What heart rejection feels like? How can I participate in Femina Miss India ? You will be interested How can I be just a normal person? Where is Pat Benatar now? Future — oriented. Can focus on annual results, while ignoring routine aspects of job. Care must be taken to ensure objectives are realistic. Can be compromised by changing circumstances.

Too much flexibility. Tied to job duties and responsibilities. Best when applied to any employee performing the same job duties. Facilitates communication.

Makes it very clear how performance will be measured. Can become too task oriented. May not provide enough challenge for employee. Takes time to develop. Characteristics of Objectives A performance objective is a future state of achievement that helps the organization succeed and create value.

Performance objectives express mutually understood agreements for results that an employee is expected to produce during the performance review period. Why Set Objectives Objectives force you and the employee to think of planning for results, not just planning activities. Has the employee suggested program or process changes that help us meet our objectives and can be completed during the appraisal period?

What needs to be done to improve the quality of our service? What refinements can we make to our operations? What needs to be introduced or eliminated? What are we ready to do now that we could not do last year due to increased resources, system modifications, changed priorities, updated skills, etc. What skills, processes, products must be updated to meet client student, faculty, staff, community demand?

Considerations When Developing Objectives You and the employee should develop objectives together whenever possible. Set short-term goals with a long-term view. Objectives are generally set for periods of a year or less, which may sacrifice long-term gain to generate results in the short-term. Identify critical issues and possible obstacles Do not underestimate resource needs. Build in flexibility.

Regular status update and check-in meetings make it much easier to identify problems or shifts in unit priorities and change course. Performance Standards Click on any of the following items for additional information: Characteristics of Performance Standards Standards describe the conditions that must exist before the performance can be rated satisfactory. Performance standards are approved expressions of the Performance threshold s , Requirement s , or Expectation s employees must meet to be reviewed at particular levels of performance.

Standards should not be used as an excuse to maintain the status quo if change is needed. Describe the conditions that exist when performance meets expectations Be expressed in terms of quantity, quality, time, cost, effect, manner of performance, or method of doing Be measurable, with specified method s of gathering performance data and measuring performance against standards.

Expressing Standards The terms for expressing performance standards are outlined below: Quantity : specifies how much work must be completed within a certain period of time, e. Quality : describes how well the work must be accomplished.

Specifies accuracy, precision, appearance, or effectiveness, e. Timeliness : answers the questions: By when, how soon, or within what period, e. Effective Use of Resources : used when performance can be reviewed in terms of utilization of resources: money saved, waste reduced, etc.

Effects of Effort : addresses the ultimate effect to be obtained; expands statements of effectiveness by using phrases such as: so that, in order to, or as shown by, e. Manner of Performance : describes conditions in which an individual's personal behavior has an effect on performance, e. Method of Performing Assignments : describes requirements; used when only the officially-prescribed policy, procedure, or rule for accomplishing the work is acceptable, e.

Create Standards for Key Areas of Responsibility Write performance standards for each key area of responsibility on the employee's job description. Introduction In addition to objectives and standards which focus on end results it is important to consider other aspects of performance. For this reason, managers and employees should discuss difficult to quantify aspects of performance in terms that are Specific, Observable, Job-related, and Behavioral.

Characteristics of Performance Dimensions Performance dimensions are defined based on the job and the work itself.