Task Difficulty Reflection
describe a time when you struggled to perform a task at work. What was the job task? Using the PDC-HS, what questions would you have responded to with a no? If you were your supervisor, what would you have changed in your environment in order to help you perform better?
Remember to review the Reflection Paper rubric and instructions for reviewing a peer’s submission in the Important Course Information module.
Additionally, please include LINKS or DOIs to any articles or books referenced outside of the assigned readings as part of your APA citation (as is required when using web-based referencesLinks to an external site.). Failing to do so will result in point deductions.
Task Difficulty Reflection
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What was the job task you struggled with?,
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What specific aspect of the task made it difficult?,
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Which questions from the PDC-HS would you answer “no” to?,
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If you were the supervisor what changes would you make?,
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What external sources support your reflection?
Comprehensive General Response:
Struggling with a Work Task
A time I struggled to perform a task at work involved completing monthly financial reports under a tight deadline during a staff shortage. The task required inputting and reconciling large amounts of data from multiple departments and formatting them according to internal reporting standards. With limited support and increased pressure, I made several errors that delayed the submission.
Applying the PDC-HS (Performance Diagnostic Checklist – Human Services)
The PDC-HS is a behavior-analytic tool designed to identify barriers to employee performance. Reflecting on that situation, the following questions from the PDC-HS would have been answered with a “no”:
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Was the task clearly explained and modeled?
→ No. The expectations for the format and content were vague, and I received minimal onboarding specific to this reporting process. -
Did I receive timely and specific feedback on performance?
→ No. Feedback was either delayed until errors were found or generalized rather than focused on how to improve the task process. -
Were necessary materials and resources available to complete the task?
→ No. I lacked access to one of the key department’s databases, which slowed down data retrieval and verification. -
Was there adequate staffing support to meet expectations?
→ No. The team was operating understaffed due to turnover and no interim support was provided. -
Were consequences (praise, recognition, support) in place for accurate task completion?
→ No. Performance went largely unnoticed unless errors were made, discouraging proactive problem-solving.
Environmental Changes as a Supervisor
Struggling with a Work Task
If I had been the supervisor at the time, I would have taken the following steps to improve task performance:
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Clarify expectations: Develop a clear reporting SOP (standard operating procedure) with step-by-step instructions and examples of completed reports.
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Provide timely feedback: Set up short review sessions before the report deadline to review sections progressively and give corrective feedback early.
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Ensure access to resources: Verify that all necessary tools, logins, and interdepartmental data sources were accessible to reporting staff.
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Balance workloads: Redistribute tasks or bring in temporary support during known crunch periods to prevent overload.
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Reinforce successful performance: Recognize staff who submit accurate reports on time with public acknowledgment or small incentives.
These changes align with principles from performance management literature emphasizing clarity, reinforcement, and environmental supports (Daniels & Bailey, 2014).
Conclusion and Scholarly Support
In high-demand environments, even experienced staff may struggle without the proper conditions for performance. The PDC-HS helps identify environmental and managerial gaps. Creating a supportive, well-resourced, and feedback-rich environment not only improves outcomes but also increases staff morale and accountability.