The clear consequence of not having role analysis is hoping that managers and staff will somehow muddle through. But without role analysis how can you be sure that effort will not be duplicated, that all tasks are achieved when required and in the most optimum way?

Of course individuals even without role analysis will find a way through the malaise, often by working harder. However, it is a common fallacy that assumes that the only way to achieve better results and enhanced output (in an environment of limited resources) is to work harder. Whilst this can succeed, in the short term, there is a price to pay. To be effective the individual must first start with the fundamental questions -

• Why am I here? and
• How best can I achieve what is expected of me?

This is what role analysis will help to determine, but more importantly:

role analysis will help the organisation assess how roles can be defined and how they may inter-relate and lead to improved process management, I.E. effective resource use