Final answer:
Lucy should use an organizational chart, set specific and measurable goals, and consider her organization's ethos when developing job descriptions for her department. Understanding the division of labor and the importance of relationship building should also inform the descriptions.
Step-by-step explanation:
To create job descriptions for her department, Lucy should consider several steps. First, understanding the division of labor and how roles interconnect within her organization is crucial. She can refer to her company's organizational chart or consult her supervisor to gain clarity on how each role contributes to the overall operation. Moreover, including the type of managerial style (e.g., whether it is bureaucratic, consultative, or otherwise) may also provide context for the job's expectations.
Next, Lucy would benefit from identifying the specific skills and responsibilities associated with each position. She can achieve this by reviewing the tasks that maximize success within the first year on the job, as well as setting specific and measurable goals for the role. For example, as Jane Career planned to progress towards an Office Manager position, her job description would include milestones related to developing industry knowledge and job-specific skills.
Lastly, Lucy needs to consider the workplace culture and the importance of relationship building as she develops job descriptions. This means highlighting how collaboration and teamwork are valued, aside from technical skills. In understanding the organization's ethos, as illustrated by the Executive Director's interest in making the agency a "best place" to work, Lucy can tailor the job descriptions to align with this vision.