what is the difference between task oriented and result oriented ? Give some sample, please?

Question

Management modern think that job description is 'task oriented'. So, they change with something that they say 'result oriented". I need some explainations and samples.

Answer 1

Usually management is looking for a specific result - something that is measurable, time-bounded and specific. For example, a certain dollar amount of sales, or a certain level of net income. In order to achieve whatever results you are being held accountable for, you may have to perform certain tasks. For example, generating sales leads might be one task. Another task might be converting those sales leads to paying customers. Another task might be cross-selling another product to those customers. Etc.

So the difference between "task oriented" and "results oriented" might be that someone focuses on a particular task and does it very well, but without necessarily focusing on the results, or on the relationship between the task and the results. In other words, you might be real good at a particular task - generating sales leads - but not so good at converting those leads to the measurable results (net income) the company is looking for. Someone who is results oriented would be looking to achieve the results he/she is being held accountable for, and would perform whatever tasks would be necessary to get there - but probably would be more conscious of the relationship between the tasks and the results. They would be constantly asking themselves, is this particular task really getting me anywhere towards my desired results? Am I doing the right things right, or am I doing the wrong things right? Those kinds of questions...

I hope this helps!

Answer 2

Task Oriented Vs People Oriented

Answer 3

good question -- "task-oriented" would only care that you complete the task: say, make 10 sales calls

"results-oriented" would measure based on attaining the results -- say, sign up one new client.

it could take 100 sales calls for one rep to land a client, and maybe only 3 calls for another to land a client -- if the company is measuring by results the sales reps can be completing the same tasks but the one that delivers better results will be more valuable

you can see why your company wants to go the "results-oriented" route, they want more money made / product produced /. accounts serviced -- whatever. They don't just want people working, they want people delivering

your job description needs to focus on what the candidate needs to deliver -- include numbers and timeframes

hope this was helpful

Answer 4

They are NOT the same thing. To make a sports analogy, if you are task oriented you like playing the game. If you are results oriented you want to WIN the game.

AS far as a job description is concerned -- lets take a car salesman -- a task oriented description would be -- greets customers, describes features of car, answers questions, makes sales pitch.

Results oriented would include -- meets monthy production quota of 10 sales per month. Finalizes sales at least 10% over dealers cost on 90% on the time.

or task would be makes widgets results makes 5 widgets with no defects every hour.

Answer 5

Task oriented meaning, the focus is on the task itself, the detail associated with performing the task, getting from point A to point B, the how of it all. Results oriented meaning, I really don't care how you get there, just get there.

Answer 6

quite different. Me, the Director for ICT, I do not count the meetings I convene to develope an ICT Policy. Being result oriented, I ensure that at least a draft Polcy is developed before the Financial Year ends irrespective of the number of meetings I convene.

Answer 7

they are the same thing...there is a difference between task oriented and feelings oriented, self explainatory

Answer 8

Richard Dove and Nicki Roberts asked the same question. You should read the answers side by side.

Answer 9

Not completely sure about this one