Requirements
System-Level Barriers
This diagram includes typical job functions because people identify with those. However, when we talk about systemic barriers, we are really referring to the 6 parts highlighted in the diagram:
- Job/Task Expectations and Clarifications
- Skills & Knowledge
- Policy
- Rewards/Incentives
- Consequences
- Resources/Support Tools
(Stolovich & Keeps, 1999; Villachica & Stone, 1999; Rummler, 2004)
The other 5 are key stakeholders in the system – the people who have a vested interest in what happens as a result of the system that's in place.
Select each type of barrier from the list to learn more and learn what you can do. This is perhaps the most valuable information in this tutorial, and the most unique, as this part has not been treated on UDL to date in any other text or site.
References
Rummler, G. A. (2004). Serious Performance Consulting: According to Rummler. Silver Spring, MD: International Society for Performance Improvement and the American Society for Training and Development.
Stolovitch, H., & Keeps, E. (Eds.). (1999). Handbook of human performance technology (2nd ed.). San Francisco : Jossey-Bass.
Villachica, S & Stone, D. (1999). Performance support systems. In Stolovich, H. and E. Keeps, Eds. Eds. Handbook for Human Performance Technology: Improving Individual and Organizational Performance Worldwide . pp.442-463. International Society for Performance Improvement: San Francisco.
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