The Employee’S Responsibility And Liability In Romanian Organizations. Managerial And Legal Approach

Deep social and economic changes, as well as changes in communication technologies that have taken place over the last decades have resulted into radical alterations in the design of organizational forms. Starting from the assumption that the employee has the duty to fulfil professionally all the responsibilities in the job description; equally appropriate can be to tackle particular aspects of Human Resources managerial practice, such as the fact that positions (and their corresponding job descriptions) can be subject to controversies as there is always un “unwritten” part which makes the difference between the employer’s expectations and the employee’s expectation. From the point of view of the employer and organization, the position is the main tool to allocate tasks (duties) and roles to employees. The possibility of the employer’s abuses emerges, by including, in job descriptions, among other “responsibilities and taks”, the cliché: the holder of this position shall fulfill all tasks given by his/her hierarchical boss. The job description explains what and how tasks / responsibilities shall be fulfilled, and each of the main responsibilities included is associated to one or several tasks. We are hereby emphasizing the employee’s duty to fulfill the task listed in the job description but we see as justified the fear that overload may become an additional stress source with inevitable consequences. A well structured and detailed job description is a proof of rigourous and organized management. The fact that some organizations’ job descriptions do not define clearly the responsibilities and standards required from the holder of that position may become a problem.