Unnecessary Tasks Research Articles

Managing Overload: Tactics for Helping Leaders Combat Chronic Overwhelm

This article explores research-backed strategies for dealing with the chronic feelings of being overwhelmed that affect an estimated 75% of today's business professionals according to existing research. With overwhelm linked to negative consequences such as burnout, poor decision-making, and an inability to meet organizational goals, the article presents four key tactics drawn from research that leaders can use to better manage their workload and regain a sense of control. The strategies discussed include conducting an audit of current responsibilities to identify unnecessary tasks that can be cut, limited multitasking and interruptions through setting distraction-free periods allowing focus on priorities, empowering others through clear and appropriate delegation to reduce reliance on self, and instituting effective time management practices such as blocking out periods for priority work and batching related tasks. Case studies and findings are discussed for each approach. By adjusting perspectives and optimizing processes using evidence-based methods such as these, the article argues overwhelmed leaders can significantly reduce their chronic feelings of being overworked in support of both strong leadership performance and well-being within today's fast-paced business environment.

To Leave or to Stay? Research on the Double-Edged Sword Effect of Illegitimate Tasks on Employee Turnover Intention.

Purpose: This study explores the double-edged sword impact of illegitimate tasks on turnover intention and how this influence is manifested. Design/methodology/approach: Multisource data were collected from employees in different industries in South China at two points in time. The hypotheses were tested with hierarchical multiple regression analysis in combination with PROCESS macro-based bootstrapping. Findings: Illegitimate tasks can both weaken employees' turnover intention by triggering challenge stressor appraisal and enhance employees' turnover intention by triggering hindrance stressor appraisal. The research results confirm the double-edged sword effect of illegitimate tasks on employees' turnover intention. Practical implications: To mitigate employees' turnover intention and reduce turnover rates, organizational managers need to pay attention to the negative impact of illegitimate tasks and be concerned about employees' subjective cognition of these tasks. Additionally, organizations must optimize work design to reduce unnecessary tasks and assign unreasonable tasks to suitable employees. Originality/value: Based on the cognitive appraisal theory of stress, this study constructs a double-edged sword effect model. The results show that illegitimate tasks not only have negative impacts on employee turnover intention but also have potential positive impacts through two mediating pathways: challenge stressor appraisal and hindrance stressor appraisal. The research results indicate that illegitimate tasks have both a dark side and a bright side.

Kaizen-led utilization improvement at medical oncology daycare unit.

293 Background: Optimizing utilization of oncology day care units is key in throughput, patient experience and minimizing errors. At our oncology center, the medical oncology day care (MODC) unit was at a infusion chair/bed utilization rate of 92% with a turnaround time for multiagent or long-infusion chemotherapeutic regimens of 275 minutes. This resulted in prolonged wait times for patients and delayed treatment initiations appointments. Therefore, we set out to improve the utilization of the treatment chairs and chemotherapy turnaround time at the MODC. Methods: The goal of this project was to increase MODC chair/bed utilization up to 150% and decrease chemotherapy infusion time by 30% by the end of 4/2024. The interventions integrated Agile Project Methodology to ensure adaptability and responsiveness, with DMAIC (Define, Measure, Analyze, Improve, Control) serving as the guiding quality improvement tool for the improvement plan. Interventions began with project charter approval involving stakeholders from all relevant departments, followed by a comprehensive assessment and gap analysis using DMAIC to identify and address wasted steps in the process. This involved process mapping to streamline operations and eliminate unnecessary tasks. Key interventions included pre-chemotherapy blood work 48 hour prior to treatment, patient segmentation based on treatment session-length, proactive communication with patients regarding treatment session times, and coordination with the chemotherapy pharmacy for medication readiness. Furthermore, strict adherence to defined timelines for patient assessment and chemotherapy order placement was enforced. A sensitive Key Performance Indicator (KPI) structure was developed to measure the outcomes of the interventions, aligning with Agile principles for continuous improvement. Sustainability was ensured through the creation of a sustainability plan aligned with a dashboard to maintain success thresholds. Results: The results demonstrated significant improvements; MODC median bed utilization increasing to 168%, single-agent infusion turnaround time reduced to 150 minutes (33% decrease), and long-agent infusion turnaround time decreased to 210 minutes (30% decrease). Sustainability studies are now underway. Conclusions: These findings underscore the effectiveness of interventions in not only increasing chemotherapy infusion center capacity but also decreasing chemotherapy turnaround time utilizing a Kaizen-led approach.Results of these interventions are expected to enhance efficiency and improve patient care within the MODC unit.

Energy efficient data communication for WSN based resource constrained IoT devices

In the Internet of Things (IoTs) and wireless sensor networks (WSNs), improving security and energy efficiency are key concerns. Clustering, which involves managing cluster heads, plays a pivotal role in extending network lifetime. The selection of a cluster head, responsible for data transfer between nodes, is a key aspect of network management. This paper proposes two variants of a novel algorithm designed for energy efficient communication in a resource constrained IoT environments. One variant considers remaining energy, distance, and node degree for cluster head selection, while the other focuses on remaining energy and distance only. Including node degree ensures cluster heads do not waste energy by remaining idle or performing unnecessary tasks such as the cluster head selection process in every round. The authors tested these variants against several well known algorithms using MATLAB simulation environment, evaluating factors such as operating nodes, number of clusters, transmission energy, and remaining energy. The proposed algorithm extends network lifetime by maintaining more operating nodes for longer, not changing clusters or cluster heads frequently, minimizing energy consumption for transmission, and conserving more remaining energy. Consequently, the proposed algorithm outperforms existing approaches by addressing issues like zero cluster head selection, compulsory cluster head selection in every round, avoiding cluster heads that connect to no nodes, and preventing network destabilization due to unnecessary re-elections.

Investigating the impact of temporary nurses on permanent nurses' commitment via perceptions of illegitimate tasks: Across-sectional study.

To explore illegitimate tasks as a potential mechanism that links permanent nurses' perceived exposure to temporary nurses to lower levels of affective organizational commitment. A time-lagged cross-sectional survey study. Survey data from N = 239 permanent nurses in the German-speaking part of Switzerland were analysed via Structural Equation Models. The study revealed a negative relationship between permanent nurses' perceived exposure to temporary nurses and their level of organizational commitment that was mediated by perceptions of unreasonable and unnecessary tasks. Healthcare institutions increasingly depend on temporary nurses to fill staffing vacancies. Our data suggest that the deployment of temporary nurses may have adverse effects on permanent nurses' affective organizational commitment via perceptions of illegitimate tasks. Our quantitative survey study provides a novel, theory-driven understanding of how perceived exposure to temporary nurses may impact work-related attitudes of permanent nurses. Our findings suggest that the clinical community should limit permanent nurses' exposure to temporary nursing staff to protect their commitment. If this is not possible, we encourage strategies to counteract associated feelings of illegitimacy, for example, by showing appreciation for permanent nurses' willingness to take over responsibility for temporary nurses. The study adheres to the STROBE reporting guidelines for cross-sectional studies. No patient or public contribution.

Influence of destructive leadership behaviors on the meaning of work and work productivity.

This study aimed to determine the influence of destructive leadership behaviors on employees' meaning of work and work productivity, using a longitudinal research design. Local government organizations in a municipality in Sweden were invited to participate in the study. Self-rated questionnaire data on employees' meaning of work and work productivity was collected at four time points over a period of 18 months, and 582 employees responded to the questionnaire on one or more occasions. A 4-item Destructive Leadership Scale (DLS) was developed and used at the first time point to assess the destructive leadership behaviors of incoherent planning, assigning unnecessary tasks, ambiguous expectations, and autocratic behavior. Latent growth models were used to analyze the influence of destructive leadership on the change in employees' meaning of work and work productivity over the 18-month period. The results show that destructive leadership has a significant negative influence on employees' meaning of work (β = -0.44, p = 0.02) and work productivity (β = -0.46, p = 0.04). The effect sizes were greater than those identified in previous cross-sectional studies, indicating that the effects of destructive leadership may accumulate and become more important over time. Important destructive leadership behaviors include incoherent planning, assigning unnecessary tasks, ambiguous expectations, and autocratic behavior. These behaviors have a significant negative effect on employees' meaning of work and work productivity. Proactive assessment of destructive leadership behaviors is warranted to improve future selection and training of managers.

Simplified Methods for Generative Design That Combine Evaluation Techniques for Automated Conceptual Building Design

Smart design and construction have emerged as pivotal forces in the construction industry. Numerous studies have been conducted in the realm of design optimization, using artificial intelligence data-driven approaches and optimization theories. This increase in research has sparked interest in generative design, a process that automatically generates algorithm-based design alternatives, thereby reducing human effort and time by a significant margin. The objective of this study was to explore the potential of generative design to boost productivity within architectural practices and reduce redundant and unnecessary tasks for an aging construction workforce. Specifically, it illustrates the process of selecting superior alternatives by generating various three-dimensional layouts, using a generative design methodology. This occurs during the creation of a building layout concept with subsequent partial evaluations. The methodology of this study was mainly divided into four stages: objective setting, design algorithm development, the establishment of evaluation methodology, and the comparison of the results’ values. The findings of this study confirmed that the design algorithm and evaluation methodology form a single loop, generating a multitude of design alternatives that satisfy the algorithm designer’s evaluation criteria.

Psychometric properties of the Bern illegitimate tasks scale using classical test and item response theories

Combining a classical test theory and an item response theory (IRT), this study aimed to investigate the psychometric properties of the Bern Illegitimate Tasks Scale (BITS) by measuring two conceptually separate dimensions capturing unnecessary tasks (perceived by employees as pointless) and unreasonable tasks (perceived as unfairly or inappropriately assigned). Data collected among Polish employees in two samples (N = 965 and N = 803) were analysed. Results from the classical test theory (parallel analysis, exploratory and confirmatory factor analyses) indicated two correlated factors with four items each, confirming the theory of illegitimate tasks. This study is the first to report item and scale functioning using IRT analysis of each of the two dimensions of BITS. All items on each dimension had acceptable discrimination and difficulty parameters. Moreover, items had measurement invariance between men and women. All levels of unnecessary and unreasonable tasks were reliably captured by BITS items. Convergent and discriminant validities of both dimensions of BITS were confirmed in relation to work overload, work performance and occupational wellbeing. We conclude that BITS, in the case of the Polish version, is psychometrically suitable to use with the working population.

The work of Chinese chronic conditions: adaptation and validation of the Distribution of Co-Care Activities Scale

The Distribution of Co-Care Activities Scale was adapted into Chinese for the purposes of this study, and then the psychometric characteristics of the Chinese version of the DoCCA scale were confirmed in chronic conditions. A total of 434 patients with chronic diseases were recruited from three Chinese cities. A cross-cultural adaptation procedure was used to translate the Distribution of Co-Care Activities Scale into Chinese. Cronbach's alpha coefficient, split-half reliability, and test-retest reliability were used to verify the scale's reliability. Content validity indices, exploratory factor analysis, and confirmatory factor analysis were used to confirm the scale's validity. The Chinese DoCCA scale includes five domains: demands, unnecessary tasks, role clarity, needs support, and goal orientation. The S-CVI was 0.964. Exploratory factor analysis yielded a five-factor structure that explained 74.952% of the total variance. According to the confirmatory factor analysis results, the fit indices were within the range of the reference values. Convergent and discriminant validity both met the criteria. Also, the scale's Cronbach's alpha coefficient is 0.936, and the five dimensions' values range from 0.818 to 0.909. The split-half reliability was 0.848, and the test-retest reliability was 0.832. The Chinese version of the Distribution of Co-Care Activities Scale had high levels of validity and reliability for chronic conditions. The scale can assess how patients with chronic diseases feel about their service of care and provide data to optimize their personalized chronic disease self-management strategies.

Portuguese version of Bern Illegitimates Task Scale: adaptation and evidence of validity

BackgroundA new element for job stress called Illegitimate Tasks has been investigated in recent years, along with stress as an offense to self-theory. Illegitimate tasks are those that are either needless or unrelated to the employee's role and can be categorized as unreasonable tasks and unnecessary tasks.MethodsThis study aimed to adapt the Bern Illegitimate Tasks Scale to Portuguese and provide evidence of its validity, through a confirmatory factor analysis with a sample of 472 workers from different sectors.ResultsThe internal consistency, of the whole scale, measured by Cronbach’s alpha, was 0.923 and 0.902 and 0.928 for the unnecessary tasks and, for unreasonable tasks subscales respectively. The confirmatory analysis supported a two-factor model and showed good to very good indexes of fit (CFI = 0.985; TLI = 0.997; SRMR = 0.035; RMSEA = 0.171).DiscussionThe Portuguese version of the Bern Illegitimate Tasks Scale presents very good psychometric properties for the intended measurement goals and can now be used in research with Portuguese speaking samples.

The effect of illegitimate tasks on hospitality employees’ service performance: a conservation of resources perspective

PurposeThis study aims to investigate the influence of illegitimate tasks on frontline hospitality employees’ in-role and extra-role performance via the mediating role of thriving at work and the moderating role of work centrality.Design/methodology/approachSurvey data were collected from 264 supervisor–subordinate pairs from three hotels in Jiangsu, China and analyzed using structural equation modeling.FindingsIllegitimate tasks negatively affected hospitality employees’ in-role and extra-role performance by inhibiting thriving at work. In addition, work centrality strengthened the impact of illegitimate tasks on thriving at work and their indirect effect on in-role and extra-role performance via reduced thriving at work.Practical implicationsFirst, managers should avoid assignment of unnecessary tasks. However, many tasks that could be viewed as illegitimate must still be performed; the results demonstrate that managers must be mindful of how such tasks are assigned and to whom, and should take steps to minimize and/or manage potential negative reactions to illegitimate tasks.Originality/valueThis study enriches the illegitimate tasks literature by examining its influence on the frontline hospitality employees’ in-role and extra-role performance and highlights a novel mediating mechanism linking illegitimate tasks and employee performance using conservation of resource theory. In addition, this reveals the novel moderating effect of work centrality.

Better self-care through co-care? A latent profile analysis of primary care patients' experiences of e-health-supported chronic care management.

BackgroundEfficient self-care of chronic conditions requires that an individual's resources be optimally combined with healthcare's resources, sometimes supported by e-health services (i.e., co-care). This calls for a system perspective of self-care to determine to what extent it involves demanding or unnecessary tasks and whether role clarity, needs support, and goal orientation are sufficient. This study aims to explore typical configurations of how the co-care system is experienced by individuals with chronic conditions who used an e-health service supporting self-monitoring and digital communication with primary care.MethodWe performed a latent profile analysis using questionnaire data from two waves (7 months apart) involving 180 of 308 eligible patients who pilot-tested an e-health service for co-care at a Swedish primary care center. The five subscales of the Distribution of Co-Care Activities (DoCCA) scale were used to create profiles at Time 1 (T1) and Time 2 (T2). Profiles were described based on sociodemographic variables (age, gender, education level, and health condition) and compared based on exogenous variables (self-rated health, satisfaction with healthcare, self-efficacy in self-care, and perceptions of the e-health service).ResultsWe identified four typical configurations of co-care experiences at T1: strained, neutral, supportive, and optimal. Patients with optimal and supportive profiles had higher self-rated health, self-efficacy in self-care, and satisfaction with healthcare than patients with strained and neutral profiles. Slightly more than half transitioned to a similar or more positive profile at T2, for which we identified five profiles: unsupportive, strained, neutral, supportive, and optimal. Patients with optimal and supportive profiles at T2 had higher self-efficacy in self-care and satisfaction with healthcare than the other profiles. The optimal profiles also had higher self-rated health than all other profiles. Members of the optimal and supportive profiles perceived the effectiveness of the e-health service as more positive than the unsupportive and strained profile members.DiscussionPrimary care patients' co-care profiles were primarily distinguished by their experiences of needs support, goal orientation, and role clarity. Patients with more positive co-care experiences also reported higher self-rated health, self-efficacy in self-care, and satisfaction with healthcare, as well as more positive experiences of the e-health service.

A measurable refinement method of design and verification for micro-kernel operating systems in communication network

A secure operating system in the communication network can provide the stable working environment, which ensures that the user information is not stolen. The micro-kernel operating system in the communication network retains the core functions in the kernel, and unnecessary tasks are implemented by calling external processes. Due to the small amount of code, the micro-kernel architecture has high reliability and scalability. Taking the micro-kernel operating system in the communication network prototype VSOS as an example, we employ the objdump tool to disassemble the system source code and get the assembly layer code. On this basis, we apply the Isabelle/HOL, a formal verification tool, to model the system prototype. By referring to the mathematical model of finite automata and taking the process scheduling module as an example, the security verification based on the assembly language layer is developed. Based on the Hoare logic theory, each assembly statement of the module is verified in turn. The verification results show that the scheduling module of VSOS has good functional security, and also show the feasibility of the refinement framework.

Cycle-Time Estimation for Forming Curved Plates Using Neural Networks

This article introduces an artificial neural network (ANN) model to determine cycle-times for forming curved hull plates when the target shape is known. The proposed model aids shipbuilding companies in predicting the cycle-times required for ship fabrication. The input parameters are geometric information extracted from the target shape (curvedness, Gaussian curvature, width, and height of the hull plate), and the output parameter is the heating duration per unit area. The structure of the proposed model, which predicts cycle-times for line heating after the cold forming case, consists of two hidden layers. The proposed model is convenient to use and flexible because it only requires retraining when the dataset is changed. The performance of the proposed model was analyzed by five-fold cross-validation and compared with that of a mathematical model obtained from the linear regression analysis method and predefined formulas. The results show that the ANN model is reliable and accurate for the cycle-time prediction of curved hull plates in shipbuilding applications. Introduction Shipbuilding companies generally estimate the production cost of a ship based on their previous ships for various purposes before the production planning department begins to optimize the fabrication process. They use the estimated value to refine the overall fabrication process or improve it by reducing unnecessary tasks and maximize the overall production efficiency.

ОСНОВНІ ФАКТОРИ ЗБАЛАНСУВАННЯ РОЗВИТКУ ОРГАНІЗАЦІЇ ПРИ ПЕРЕХОДІ ДО ПРОГРАМНО-ОРІЄНТОВАНОГО ПІДХОДУ

This study is aimed at determining the key variable factors in the development of management systems in corporations, the transition of which through minimum or maximum values leads to dangerous deformations of the organizational mechanism. Among the key contexts, the following are highlighted: poor coordination, "money leeches", wasteful depletion of human resources, hyper-strategization, striving for process focus and delaying deadlines, blurring of responsibility for the decision made, excessive centralization, suppression of the power of those in power, excessive routine. The research methodology is empirical, based on focus group discussions and document analysis. Typical contexts of distortions during the transition of the organization to the Program-oriented approach (PoA) have been studied in detail. In particular, more cumbersome procedures lead to the complexity of making and implementing decisions that were previously simple and quick. Therefore, the development of new projects is no longer seen as necessary against the background of the "favorite procedures" of the organization, and accordingly, deadlines are met with lower quality even on the last day. An organization with a programmatic approach should not avoid the issues of the usual project cycle, acceptable quality control, finding a balance between perfectionism and resources, satisfaction of the main customers and partners, and the interests of the "middle man" in the system, that is, along with global ones, attention should also be paid to well-practiced, proven tools that can automate flow processes and allow the implementation of individual innovations of a software nature. It is best to set a quota for innovation and even for a portion of the time spent by top management discussing new ideas. PoA is a system practiced today, from which it is hardly possible to turn away, and if it already creates additional and complex, complex superstructures in the procedures, then the obvious human-focused task of the manager will be the desire to apply the procedures in a way to ensure that work becomes pleasant again, but at the same time the implementation is quite effective. If the manager is more concerned with simplifying the life of his subordinates and reduces the workload to the permitted extent, limiting it to the necessary or speeding up unnecessary tasks, then the employees will stick to such a manager and feel comfortable in such an organization.

An Ethical Case for Medical Scribes.

This article addresses ethical concerns with the use of electronic health records (EHRs) by physicians in clinical practice. It presents arguments for two claims. First, requiring physicians to maintain patient EHRs for medically unnecessary tasks is likely contributing to increased burnout, decreased quality of care, and potential risks to patient safety. Second, medical institutions have ethical reasons to employ medical scribes to maintain patient EHRs. Finally, this article reviews central objections to employing medical scribes and provides responses to each.

Illegitimate tasks and occupational outcomes: the impact of vertical collectivism

PurposeThis study aims to understand essential work and occupational consequences of employees’ illegitimate task (ILT) experiences (unreasonable and unnecessary task demands) under the influence of vertical collectivist (VC) values.Design/methodology/approachData were collected via a survey from 503 teachers in the Turkish public education sector. The hypotheses were tested using structural equation modeling.FindingsFindings of this study reveal that unnecessary tasks decrease employees’ professional identification and perceived occupational prestige, whereas unreasonable tasks weaken their workplace well-being. Results also show that employees with higher VC orientation feel these adverse effects to a lesser extent.Research limitations/implicationsThis study demonstrates that individual-level cultural values play a significant role in understanding task-related dynamics and consequences at the workplace. It brings new theoretical insights to job design and work stress literature regarding what similar factors can mitigate task pressures on employees.Practical implicationsA key practical insight from the findings is that human resources management experts should create a positive task environment where ILT demands are not welcome by analyzing jobs and skill requirements in detail, communicating task decisions regularly with employees and providing them with the necessary work support.Social implicationsUnderstanding the impact of ILT can greatly help to assess the quality of the education system and the value of teaching occupation in society.Originality/valueILT have been mainly discussed without considering the effect of different cultural orientations. This is the first study empirically showing the diverse effects of two ILT dimensions on essential occupational outcomes in connection to individual-level cultural influences.

Stability and change in levels of work–family conflict: A multi‐study, longitudinal investigation

There has been little theoretical and empirical attention to the role of time in studying levels of work–family conflict. Contrary to theoretical assumptions that work–family conflict is a highly dynamic construct, we borrow from established theories to describe a Stability and Change Model, which posits that work–family conflict levels are primarily stable with some meaningful change over time. The proposed model also outlines predictors of stability (and change) in work–family conflict levels: stability (or change) in‐person (i.e., neuroticism) and situational factors (i.e., role demands and, to a lesser extent, resources). Findings across two longitudinal studies with timeframes of 5 months (one‐month lags) and 3 years (one‐year lags) suggest that 75–80% of the observed variance in work–family conflict levels is stable over mid‐ to long‐term timeframes. In line with our Stability and Change Model, trait‐state‐occasion modelling results indicate that stability in work–family conflict is primarily due to stability in workload demands and to a lesser extent, personality factors (i.e., neuroticism), but, unexpectedly, not resources. There was some meaningful change in work–family conflict levels over time, primarily due to changes in demands and to a lesser extent, changes in person characteristics. Theoretical, methodological, and analytical considerations for future studies of work–family conflict levels are discussed.Practitioner points WFC levels may be very resistant to change. Our findings highlight the importance for organizations to make a sustained commitment to addressing factors that might create WFC rather than short‐term efforts. Organizations may design impactful interventions by aiming to significantly and durably reduce job demands, specifically: High involvement work practices that foster empowerment, information sharing, rewards, and training have been shown to reduce job demands including role overload (Kilroy et al., 2016, Human Resource Management Journal, 26, 408). Supervisors could reduce workload by eliminating unnecessary tasks or prioritizing most important tasks and/or developing employees’ time management skills so they can accomplish important job tasks in the time available. Reducing hindrance stressors such as role ambiguity and hassles tend not to be as relevant. Organizations may also want to consider person variables (e.g., personality, affect) by training for individual characteristics that may help employees manage WFC such as mindfulness training.

Illegitimate tasks, job crafting and their longitudinal relationships with meaning of work

The aims of this study were twofold: first, to investigate whether illegitimate tasks and job crafting are associated longitudinally with meaning of work, and, second, to explore whether job crafting strategies moderates longitudinally the relationship between illegitimate tasks and meaning of work. The study was based on one-year follow-up data from Finnish teachers (N = 453). A latent change model with interaction terms was conducted using structural equation modeling. The results showed that high level of unnecessary tasks was associated with low subsequent level of meaning of work. Moreover, changes in both dimensions of illegitimate tasks and meaning of work were negatively associated: the greater the increase in illegitimate tasks, the greater the decrease in meaning of work across one year. Also, latent change factors of job crafting strategies (seeking job resources and optimizing job demands) and meaning of work were positively associated. Furthermore, increased levels of seeking job resources protected against the detrimental effects of unreasonable tasks on meaning of work. To conclude, job crafting strategies should be promoted due to their direct and protective effects on meaning of work.

When unnecessary tasks weigh heavily on the back: A diary study on musculoskeletal pain

When unnecessary tasks weigh heavily on the back: A diary study on musculoskeletal pain