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CATWOE analysis is a systematic approach to solving “real-world” problem through actual examination of the problem rather than trying to identify the solution. CARTWOEs concept heavily influenced by a seven-step systematic approach introduced in the 1960’s called Soft Systems Methodology or SSM designed to “identify the what the business is trying to achieve, what are the problem areas and how is the solution going to affect the business and people involved in it”( (AbhaPandey, 2011). Who’d thought that to solve an actual business problem one would create a checklist to ensure the cause is explored systematically hence the birth of the CATWOE Checklist.
There are six core elements to the acronym CATWOE Checklist: 1. Clients: internal and external customers. It is essential to understand your client base needs, desires, wants and expectations. 2. Actors: viewed upon as the “change agents” within the decision-making process. In most cases, identified change agents are also business leaders and key stakeholders. 3. Transformation: the actual “change that the system or process brings about” (AbhaPandey, 2011). 4. Worldview: macro level view point on the stated or implied impacts of the actual systems effects. 5. Owner: the creators of the checklist and project managers of the systems checklist. 6. Environment: can be considered the obstacles or the “external constraints and limitation affecting the success of the solution. These can be ethical limits, regulations, financial constraints, resource limitations, limitations of project scope, limits set by terms of reference and others” (AbhaPandey, 2011).
CATWOE checklist is used to as a method to explore market reach. For example, consider you’ve created an idea around how to connect your favorite musical artist directly with consumers via Uber or Lyft. It is necessary to start with step one: consider who the targeted customer is, who is the potential ride share driver, and how will they interpret this innovative concept. Will it imped on their rideshare experience or enhance it? Second step is to identify the actors. Who will assist in carrying out this marketing model and will it generate additional streams of revenue? The third step is to consider the transformation process. What is the desired input and output of this project and how will they be generated? Fourth we’d consider the world view. What is the macro level or real-world view, big picture that we are trying to solve and the larger impact on society? And lastly, we would consider who owns the process and are there any environmental, geographical or government restraints that may impede on the success of our project.
Observations of actual performance consist of observing a subject in the environment where the task in question is typically performed. The direct method is known as a nonintrusive technique and does not include any interactions between the observer and the subject. There is also an indirect form of this technique that is considered an intrusive method. Video recording is recommended when an observer is interested in information such as physical abilities or feelings that can be shown by a subject’s facial expression. The observer can be someone that is familiar to the subject or could be a stranger. Both observer types have their pros and cons. A familiar face may make the subject feel more comfortable or, depending on who the subject is, may create feelings of anxiety. But, these feelings can also occur with an observer that is a stranger to the subject. In some cases, it may be helpful to include multiple observers, but this can also negatively impact the observation session and alter the authenticity of the data observed.
Direct observations of performance are planned with the consent of the participants. The information gathered can be qualitative, quantitative or a combination of the two. The observations are organized and conducted to answer questions such as those regarding a product or program. They are used for many reasons such as to observe how a program or product is working or not or, to determine how it can be improved. This information can be vital to the success of the company or an educational program for instance.
There are a few disadvantages to using this technique. Not informing participants they are being observed creates ethical concerns. However, when subjects are informed, it is common for their behavior to change due to being observed. The Hawthorne Effect occurs when subjects alter their behavior to perform better than usual because they are being watched. This can make it difficult for an observer to obtain accurate data. It is recommended that initial sessions take place to allow the participant time to become less aware of the presence of the observer. While interference with the subject allows the observer to have access to a realistic environment, it can sometimes be difficult to understand what is being observed without clarification from the participant. Another disadvantage is the process of obtaining and analyzing data can be time consuming. While there are cons, this technique has huge advantages. Observations can give insight to information that may not be discovered using only quantitative data or through the use of methods such as interviews and surveys. If videos are used, they can be viewed multiple times to ensure the accuracy of the observer’s interpretation of the data collected. Another advantage is participants can be observed in the environment the action of interest occurs and multiple people and events can be recorded at once.
Observations of actual performance can be seen in many work environments. Performance reviews is an example of indirect observation and can consist of observation factors such as employee attitudes, willingness to help others, attendance, sales and ability to meet deadlines to name a few. Supervisors will observe the employee over time and use a form to help organize their observations. The work performed by education specialist presents an example of direct observations. The education specialist observes what occurs in a classroom and makes suggestions for improvement using the data collected.
A Job Task Analysis (JTA) is a process of identifying the tasks that a job entails along with the skills and knowledge that are required to perform it under given a given set of conditions. It is a good idea to break the concept into two parts Job analysis and task analysis. The analysis can be applied to a set of duties, a group of tasks, a job, a role or a profession, but most people refer to the process as a Job Task Analysis.
Though the most perceptible use of a Job task analysis is developing training, it is also used by the organizations for myriad reasons like:
1. Writing job descriptions
2. Improving job design
3. Evaluating job safety
4. Recruiting
5. Creating staffing standards
6. Performance appraisals
7. Identifying rewards and recognitions based on the difficulty of the tasks in a job
Having said that, the most widely used application of a JTA is whenever there is a performance problem in a job that can be resolved through training. In order to resolve it, a needs or performance analysis is conducted to identify gaps as a part of the JTA. The results are then used as a foundation to design instruction.
Modern JTA techniques are more data-driven and provide information to support the development of performance standards for a job.
Like all tools there are both advantages and disadvantages of conducting a JTA which mostly depends on the organization. JTA provides first-hand job-related information apart from establishing effective hiring strategies, guiding through performance evaluation and appraisal, analyzing training needs, and deciding compensation & benefits.
The biggest disadvantage of a JTA is that it is time-consuming and more so when the jobs are frequently changing to keep-up with technology or growing-markets. In which case, JTA also takes up a lot of human effort. The results might also be biased and be dependent on the limited data. Also, the fact that it is not easy to observe and analyze mental abilities leaves out a large gap in the JTA.
http://bpmgeek.com/blog/what-catwoe-analysis
http://www.idemployee.id.tue.nl/g.w.m.rauterberg/lecturenotes/UFTdirectobservation.pdf
Prachi Juneja (2008). Advantages and Disadvantages of Job Analysis. Retrieved from Management Study Guide: https://www.managementstudyguide.com/advantages-disadvantages-job-analysis.htm
Bill Salter (30 July 2015). Job/Task Analysis (JTA) and Complying with Legal Guidelines. Retrieved from Techtransfer: https://www.techtransfer.com/blog/jobtask-analysis-jta-complying-legal-guidelines/
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