what do task assignment mean

How to Give Assignments to Team Members

Table of Contents

The project has been divided into milestones, goals and objectives broken into tasks, and now it’s time to assign them. But as you open the project management platform, you’re faced with the unflattering process of wording the tasks, and choosing whom to assign them to.

Well, in this article, we offer advice on how to make that jumbled first moment a little clearer. There are actionable tips, learning the difference between allocating and delegating tasks, and suggested criteria on how to choose the best person for the job.

For a more precise overview, here’s a table of contents:

How do you assign employees tasks?

We normally think that assigning tasks is a time-consuming process that focuses on clearing out task lists to keep the project going. However, task assignment should actually be a more employee-oriented process that requires additional dedication and effort, which yields incredible results. But what do we mean by that?

Properly assigned tasks push your employees, projects, and the overall company forward. Here’s how.

• They strengthen accountability and trust between managers and employees;
• They help teach new skills and perfect old ones;
• They allow employees to get familiar with other teams and avenues of work;
• It becomes easier to make project estimates;
• Makes for great bases for performance reviews, etc.

The list could go on, but we’ll stop there for now.

Of course, such long-term benefits don’t come without some proverbial blood and sweat in the planning stage. Let’s take a look at the general ideas on assigning employee tasks, and specific steps you can take.

Motivation comes from knowing the bigger picture

When we talk about the bigger picture in project management, we talk about each team member’s task affecting their peer’s down the line. Since all tasks are usually small pieces of the puzzle, it helps to remind employees how their work contributes. For example:

• A high-quality draft can make a great foundation for the final version, and it can be completed more quickly.
• A well-prepared presentation can shave time off unnecessary questions and additional email inquiries.

It comes as no surprise that people work better and are more productive, when they know that their work has an impact on the company level.

And so, when you assign tasks, try to emphasize how they fit in the bigger picture. Simply saying: “ You doing X will help with Y and Z ” and how it reflects on the project as a whole will let an employee know that the task they were assigned is important.

Get your employees excited to commit

Telling people about the bigger picture and showing them what’s possible can only get them so far. It’s enough to ignite the initial spark, but for them to fully commit to the task, you need to define what that task entails.

They should be able to picture how to go about the work, what skills to use, and how to reach the desired result. The clearer the instructions, the more motivated they will be to work.

Simply put, give directions on how the task should be done, and make sure they understand. You can’t read each other’s minds, so it’s important everyone is on the same page.

Ask for task transparency

One of the best practices a company can employ is transparency among coworkers.

This is achieved by having everyone input their tasks for the day in a timesheet. The purpose of timesheets is to get an accurate idea of what everyone is working on at any given time.

When people know who works on what tasks, it’s easier for them to know if a person is available or busy, how far along they are with a task, etc.

So, when you give assignments to employees, label them with deadlines. Alternatively, you can ask for employees’ assessments on how long the work would take them, and use those timeframes.

Source: Clockify team timesheet

Timesheets are a great way to keep an eye on tasks and the people doing them. You get to:

• see who struggles with what (helps assess people’s skill sets);
• who burns through their workload and is available for additional tasks;
• whether your time estimates need correction;
• identify any wasted time.

💡 If your employees are insecure about keeping public records of their tasks, here are a few resources that can help:

• How to create order in your daily work tasks
• How to be more efficient with your tasks

Keep a crystal clear timeframe

While we’re discussing timesheets and deadline transparency, it’s important to mention that the times you set for task completions need to be clear-cut.

As we’ve mentioned, the safest way to assign deadlines is to consult the employees. They are better at assessing how long it will take them due to the tasks’ difficulty, overall deadlines, the standards that need to be met, and the skill required to complete it.

When they get a say in how long they should be doing an assignment, people tend to feel more accountable for the whole process. They will do their best to finish in time, since they actively participated in setting the deadline.

Set very clear expectations

Assigning a task should always include your (the supervisor’s) expectations pointed out. For example:

• Does a logo pitch need as many drafts as possible, or just a few finished pieces?

If you ask a designer to make some drafts for a logo pitch, you must specify the kind of quality you’re looking for. Explain whether you are looking for some sketches and drafts for a brainstorming meeting, or if you want clean, presentable pieces to show.

Additionally:

• How many pieces should the designer do?
• Is there a specific color palette they need to follow?
• How important is the task? Is this the day they finally decide on a logo, or is it still in the brainstorming stage? (decides on the quality of the work itself)

Assigning the task using the above questions, you help the designer understand how much effort precisely they need to invest. They become more motivated with clear instructions, as they know what is expected of them. There’s no fear of having their work criticized for something that wasn’t communicated in the beginning. And on your end, it prevents breached deadlines or subpar results.

Avoid creating dependency by being less involved

It’s not unusual for employees to ask their supervisors for their opinion on a certain task, or their performance.

The problem arises when a supervisor makes themselves too involved with the process. When they feel like the project might fall apart if they don’t have their eyes on every moving part all of the time. And when you have, say, 20 people waiting for that person’s approval, advice, or consultation, the workflow runs into a gridlock.

And wait time is wasted time.

Plus, people lose motivation, patience, and grow frustrated, as they could be doing other things.

So, learn not to jump in every time people call for your aid. Assign reliable people who can address smaller issues, while you handle the big picture. Learn how to expend your own energy where it is needed more.

For example – making a pitch presentation for potential investors keeps getting put off because one person needs you to check a client email they want to send, another wants your signature on a form, and the third wants to ask something about employee feedback that’s coming up.

In order to not be stretched thin, and have your time wasted on menial tasks, here’s where you can start:

How to mitigate the risk of being over-involved when assigning

• Remember that you match tasks to people

Which means that, by matching the right people with the right tasks, your involvement will be minimal. Take time to carefully choose who gets to do what. What is the point of assigning tasks if they can’t be done without you?

• Have a 10-point scale to judge the importance of items

How important are certain aspects of your leadership role? Are you absolutely necessary in every meeting, or during every call? Which tasks need your approval, and which ones can be approved by someone under you?

Rank these items on a scale of 0 to 10, based on their importance to you and the project. Top priority tasks should get your undivided attention. And what can be delegated, should be.

• Analyze your schedule

Your energy and time are needed on a much broader scale. The best way to spot if you’re wasting time being too involved is to look at your schedule. Identify how much time you’ve spent on low-priority items, and assess which issues could’ve been solved without you.

• Take into account priorities and deadlines

Step in only when absolutely necessary. You are in charge of things getting done on time, by people most qualified for assigned tasks. Determine what your priorities are for each project, and concern yourself only with those issues, unless there is a risk of breaching a deadline.

• Formulate a list of dependable people

If you know your employees (or team members) well enough, then you should be able to single out those who are more dependable and ready to take on a little more responsibilities. Write out the reasons how they could help by getting involved on low-priority items instead of you. When the time comes, rally them and present them with the idea, keeping in mind that this solution helps push the project forward. When authority is delegated to several people, there’s fewer chances of a hold-up in the workflow.

This also falls into the realm of task delegation , which we’ll get into later.

How do you decide what tasks to assign to which employees?

1. assign based on priority.

Naturally, some tasks will be more important than others. When you break down a project into tasks , spend some time assessing their priority level.

High-priority tasks should be the first on your list to allocate. Whether it’s because they’re time-sensitive, or require more effort and dedication.

Low priority tasks can be allocated as fillers to the first available person.

2. Assign based on employee availability

Another factor to consider when assigning tasks is who is available at the moment.

As the project moves along, new tasks will be added. You will have to allocate new work, but odds are you won’t always be able to pick who you want. Especially if a deadline is approaching, the person with the smallest workload should be your first choice.

Overloading an already busy individual just because they’re more skilled or you have faith in them the most puts an unnecessary strain on them. It’s cause for frustration, poorer results, and decreased productivity.

And as we’ve mentioned, if you have a timesheet with an overview of all the tasks and employees working on them, it’ll be much easier to spot who is free and who isn’t.

3. Assign based on employee skill level

High-priority tasks should go to employees with more experience in a given field or skill. However, you should occasionally give such tasks to other employees as well, to help them grow and become just as dependable. Giving people challenging tasks that can boost their experience is essential to productivity and morale.

Not to mention you get to have multiple high-skilled employees.

Low-priority tasks can be assigned to anyone, despite their experience level. They’re a good opportunity to practice, pick up new skills, or get smaller tasks out of the way to make room for more important ones.

4. Assign based on preference

Last, but not the least, preference can also play a big part in how you assign tasks.

It’s a given that some employees will prefer certain tasks over others. So it could be good to assign tasks at a meeting with the team. As you discuss priorities, deadlines, and availability, ask them which tasks they would like to work on.

If someone shows interest in a specific type of work, they should (with some consideration), be allowed to take it. After all, people are more productive when they’re assigned to something they find new or exciting.

Note: Apply this rule with caution. Letting people do only the tasks they want can stunt their career growth. Getting out of our comfort zones and occasionally doing tasks that we don’t like is how we develop and learn. So, don’t forget to document assignments as you hand them out, to spot these potential issues early on.

Allocating vs delegating tasks

While semantically similar words, delegation and allocation in terms of tasks are two different things.

When you allocate tasks , you are assigning tasks without giving the employees much authority, challenge, or room to grow. It includes you keeping all of the responsibility – writing out the tasks, making deadlines, providing resources, tools, etc. These are usually recurring tasks that can become repetitive.

When you delegate tasks , you allow for some of that responsibility to fizzle out from your fingers. All you think about are the objectives, while letting the employees figure out the details and means to get there.

However, that doesn’t mean delegation is right and the allocation is wrong.

Task allocation has its own place. It is just as important, as a lot of tasks come down to repeated processes that are still vital to the project progress. Task delegation is just a good opportunity for employees to learn, challenge themselves, and assess their skills and performance.

When should you allocate tasks?

Management and BizDev consultant Artem Albul shared his concept on task assignment, which he dubbed an “algorithm”. He emphasized how these criteria are useful only and only when you wish that employees perform the tasks based on your guidelines and instructions (aka allocation).

Here is how Albul broke down the algorithm:

Source: Artem Albul, TWA Consulting

As we can see, task allocation, while the more “controlling” of the two, also gives in-depth instructions and asks for confirmation on task clarity. A lot of it comes down to everyone being on the same page, leaving little to no room for misinterpretation (but also creative freedom).

How should you allocate tasks?

With all that we’ve mentioned in the previous section, here’s how your task allotment could look like, step by step.

• Break down your project

Detail out the goals, objectives, and some individual tasks (not all, be careful not to start micromanaging). Place the most important deadlines.

• Prioritize tasks and sort them

It’s important to know what tasks need to be done faster/better, to properly allocate your resources and manpower from the start.

• Make a list of teams and team members

Assign team leaders (if you don’t have them), and alternatively, ask for their input on individual employees skills, for a more informed decision on who gets what.

• Schedule a meeting

Make a meeting with the team leads and go through the points above. Assign tasks according to each team’s availability, interest, and skill required to successfully push the project forward.

• As team leads – assign tasks further down the pipeline
• Track task completion and make necessary changes along the way

Whether it’s pushing deadlines, reassigning tasks, or shifting around resources. This is perfectly fine and expected, so long as it doesn’t happen on every task you’ve assigned. Then, it is an indicator of poor pre-planning.

• Offer feedback and write performances

Don’t forget to track the progress and make notes of important details that might help the next task allocation/delegation process. It’s also a useful piece of information for the employees on what they need to improve on.

Allocating tasks is somewhat more complicated than we want it to be. But, this kind of thorough research and preparation will make projects run more smoothly. Employees will also be more satisfied with their work, and there will be less hurdles as deadlines approach.

When should you delegate tasks?

Delegation is a great practice in trust for both the employer/supervisor and the employee. The employer learns how to give away some of their control over the process, while the employee learns how to take more accountability for their work.

This lets you focus on big-picture aspects of your job, since you deal less with assignments that are low-priority for you. You save time and energy, while helping others move up in their careers.

How do you effectively delegate tasks as a leader?

As we’ve mentioned, delegating includes more employee independence. There are some additional components which make this type of task assignment more appealing than allocation, with great opportunities for growth.

Focus on delegating objectives instead of actual tasks

When you delegate, you focus on the objective that needs to be done. You shouldn’t give employees a “color by numbers” instruction on how to complete a task.

Communicate clearly what the end result should be and what expectations you (or the higher-ups) have. Leave the means for reaching that end goal to the employees themselves. Because how you solve a task may be completely different to how they will. And that is perfectly fine, so long as the result is the one you are looking for.

Keep the objectives challenging

When the objectives you’re delegating are too easy, chances are the person will either procrastinate, or feel like you don’t trust them enough. And if they’re too difficult, they get frustrated, anxious, and begin to panic.

It’s a good idea to be aware of an employee’s skill level, so you can gauge how much challenge and responsibility they can take on. For them to be the most productive and achieve great results, they need to enter “the state of Flow”.

Source: Optimal Experience , M. Csikszentmihalyi

💡 We’ve discussed the state of Flow in more detail in an article on time organization.

Encourage discussion and feedback

Let employees voice their opinions on the topic.

They should ask anything about the task, the goals, or the overall impact their work will have on the later stages or others’ workflow. It means they are interested in the task, and getting involved.

And if they aren’t asking questions themselves, you can always nudge them into proactivity.

• Is there something you’d like me to clarify?
• Do you already have any ideas on how to go about the task?
• Is the time we agreed upon enough for you?
• Will you need other resources, tools, or support?
• Do you see any problems or risks?

Questions like these help them feel valued, their efforts acknowledged, and let them know you care about the task and how well they perform. Just be careful not to overdo it, or you’ll start to look like a micromanager.

Give employees free rein, but offer support

Speaking of micromanaging, delegation means you let people problem-solve their way out on their own. There should be no reason for a manager to step in and control or supervise any step of the process, unless absolutely necessary.

However, what you should do is let them know you’re available for any advice should they feel stuck. Just because employees get authority on a certain task, and are left to their own devices, doesn’t mean the project has to suffer until they pull themselves up.

From time to time, ask them if they need anything from you, and make sure they know you’re there for any kind of support, consultation, or mediation. ANother good practice is to also give them additional learning opportunities – such as training, conferences, courses, etc.

Delegate objectives that move people forward

Choose assignments that boost the skills and employ all of their experiences, instead of something that simply needs to be done. For example:

• Tasks that require they brush up on their team communication skills;
• Learning how to allocate smaller tasks;
• Supervising others’ work and doing quality control;
• Learning to work with a new tool;
• Holding a meeting (or more), etc.

Find out which skills your employees may want or need to develop, and then plan your delegations accordingly. You want them to complete the task while having learned something new at the same time.

How to choose who to delegate to

Paul Beesley, senior director and consultant at Beyond Theory proposed a nifty checklist for when you’re choosing an employee to delegate to. It’s meant to simplify and speed up the process.

To successfully complete the delegated task, your chosen employee needs:

S – the skill to perform and complete a task

T – the time to complete the task, and if needed, learn the required skill

A – the authority to handle everything concerning the task

R – the necessary level of responsibility

R – the recognition for successfully completing the task

This list is a set of important criteria that should be covered when you consider who to assign to a specific task. However, depending on your niche, type of service, company size and the project at hand, the criteria are likely to change. And it should accommodate your needs, not the other way around.

Common task delegation mistakes to avoid

With all being said, there are some common mistakes managers and employers make, sometimes without even realizing it.

• Being too vague concerning deadlines (using: as soon as possible, when you get to it, I need it by yesterday). It creates unnecessary pressure.
• Being unavailable for questions and concerns. While you shouldn’t micromanage, you should still be present for support if an employee feels stuck. Ignoring them or handing them over to someone else could cause distrust. However, if you are usually swamped with work, set consultation hours each day or week.
• Having unclear directions. Specifying the allotted time for task completion and expectations should be the bare minimum when delegating tasks.
• Not providing feedback. No feedback is worse than bad feedback. Employees need to be aware when they’re doing good work, as well. In one company I worked for, the mantra was: “If no one is complaining about your work, that means you’re doing good”. And while it sounds like sound logic, it actually caused a lot of frustration. We were left directionless, and simply “floating” from task to task, never knowing if any of them had a positive impact on our performance.
• Not listening to employees. Take into account how they feel about a task or the objective. Let them give you feedback and if there are potential problems from the get-go.
• Assigning other people to the same task. If you notice a person struggling, the first instinct should be to ask them how they’re faring, and if they need any help. Some managers tend to assign other employees to help them without consultation, which leaves a sore taste. The employee will feel even more incompetent and will be less likely to take on a similar task in the future.
• Assuming people will know what you mean. This is one of the biggest problems. When you’re formulating a task, be as clear as possible about the goals and expectations. Oftentimes managers think that these things are implied, but the truth is – no one is a mind reader. To avoid having information misconstrued or misunderstood, communicate clearly and directly.

There could be more mistakes, especially for every different field and industry. If at all possible, identify the most common ones, made either by you or your peers. Note down all the instances where certain tasks weren’t up to par, and see what you could have changed in your assignment process to fix it. Maybe there wasn’t enough time or resources, you were unclear, or the employee wasn’t ready for such responsibility. Use the same procedure in all future task delegations. It’s the only way to learn and make the process quicker.

Use Clockify to assign tasks with ease

Now you’re a master of task delegation — congrats!

But there’s more to it than meets the eye.

In fact, what if you used a digital tool like Clockify to increase the likelihood that each job would be completed on time and on point?

In Clockify, you can easily create highly descriptive assignments that contain information like:

• Start time,
• Billability status,
• Name of the employee,
• Period for getting the assignment done,
• Hours per day to spend on the assignment, and more.

That way, you can plan who works on what, how long, and when.

Similarly, Clockify allows you to create project milestones to achieve results faster.

With the Milestones option, you can select dates for deadlines, allowing you to pin down important events in your projects.

For example, if your client expects you to keep them in the loop about developments, you can inform them promptly on whether your team has reached the agreed-upon milestones.

Refocus on your company’s big picture with a project and time tracking tool.

Marijana Stojanovic is a writer and researcher who specializes in the topics of productivity and time management.

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12 Best Practices for Successful Task Assignment and Tracking

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1. What are the top 12 practices for successful task assignment and tracking?

Key practices for effective task assignment.

The assignment of tasks should always be done strategically to ensure successful completion. Here are six key practices for successful task assignment:

• Clear and concise instructions: Always provide clear steps on how to accomplish the task. Vague instructions may lead to misunderstandings and poor results.
• Assign tasks based on skills and experience: Certain tasks require special skills. Assign tasks to those who have the skills and experience needed to perform them efficiently.
• Establish realistic deadlines: Set achievable deadlines to prevent unnecessary pressure and poor quality of work.
• Communicate the task's importance: Explain why the task is necessary and how it contributes to the overall project.
• Availability check: Make sure that the person assigned to the task has the capacity to do it.
• Empower them: Give them the freedom to do the work in their own way, as long as they meet the project’s quality standards.

Efficient Task Tracking Methods

Task tracking not only ensures timely completion but also guarantees that the quality of work is not compromised. Here are six efficient task tracking methods:

• Use of tracking tools: Implementing task tracking tools like Trello or Asana can automate the tracking process.
• Regular follow-ups: Frequent check-ins allow early detection of issues and timely resolution.
• Setting Milestones: Break down the tasks into manageable chunks or stages with set deadlines.
• Encourage self-reporting: Ask team members to provide status updates on assigned tasks. This makes tracking easier and instills a sense of responsibility.
• Document progress: Keep a record of task progression to easily identify bottlenecks and delays.
• Feedback session: Constructive feedback sessions aimed at learning can be helpful for future tasks.

Comparison Table for Task Assignment and Task Tracking

2. How can I effectively use these best practices in my daily work management?

Utilizing best practices in daily work management.

Deploying the best practices in your daily work management is all about integration and consistency. Whether you are leading a small team or managing a large project, the successful task assignment and tracking methods will boost productivity and keep everyone on the same page. Here's how you can effectively use these practices:

• Clear Communication: Always communicate task details clearly. Specify the project description, important deadlines, and the expected deliverables. Make use of tools like Slack or Microsoft Teams for smooth communication.
• Team Collaboration: Encourage teamwork, brainstorming sessions and ensure everyone contributes their ideas. Collaborative tools like Google Workspace or Monday.com can assist in shared work.
• Prioritization & Scheduling: Prioritize tasks based on their urgency and importance. Use scheduling tools, like Asana or Trello, to arrange tasks for all team members, ensuring they are aware of their responsibilities.

Implementing Task Assignment Practices

Assigning tasks effectively involves understanding each team member's strengths and weaknesses. The following steps are recommended:

Successful Task Tracking

Tracking tasks helps in maintaining the project's accuracy ensuring that everything is running smoothly. Adopting effective tracking practices can lead to a drop in missed deadlines, an increase in productivity, and a more efficient workflow. Here are some tracking methods:

• Use a Project Management System that offers real-time tracking.
• Conduct regular progress meetings.
• Encourage team members to provide progress reports.

3. Can these best practices for task assignment and tracking be applied to any industry?

Applicability of best practices across industries.

The best practices for task assignment and tracking are versatile, adaptable and can be beneficial to most, if not all industries. This includes but is not limited to the IT, healthcare, construction, education, and manufacturing industries. The principles of clarity, efficiency, and productivity that underscore these best practices are universal needs across business operations.

List of Industries

• Information Technology
• Construction
• Manufacturing

Each of these industries can make use of the best practices in their own unique way. For instance, in the IT industry, these best practices can be utilized to assign and track different coding or debugging tasks. In healthcare, these practices can be used to efficiently assign patient care tasks to different members of a healthcare team. In education, teachers can assign tasks to students and track their progress more effectively. In short, these practices foster a culture of accountability and efficiency.

Tabular Representation of Application in Different Industries

In conclusion, these best practices provide a standard system that is convenient, effective and that can be customized to any industry’s specifics. The consistent theme across all industries is to enhance productivity and optimize resources.

4. What is the first step one should take to apply these practices effectively?

Understanding the task.

The first step towards effectively applying the practices for successful task assignment and tracking is gaining a thorough understanding of the task at hand. To successfully delegate assignments and oversee their completion, you must grasp the task's specifics, objectives, and requirements. The following goals can guide you:

• Determine the nature and scope of the task: Exactly what does this task entail? What are its dimensions and boundaries?
• Identify the expected outcome: What should the ideal result look like once the task is completed?
• Analyze potential problems: What kind of issues may arise during the execution of the task? How can they be addressed proactively?

Establishing Clear Objective and Goals

Once you've comprehended the task, the next step involves establishing clear objectives and goals. These goals should ideally be SMART (Specific, Measurable, Achievable, Relevant, Time-bound). A well-defined goal gives a clear direction to the entire task assignment process. Consider the following points when mapping out your goals:

Identifying the Right People for the Task

Once each task has been clearly defined and its goals set, the next step is to assign the right people to the task. This requires analyzing your team's strengths, weaknesses, preferences, and workload. Here are some factors to consider:

• Skills and capabilities: Does the person possess the necessary skills and abilities to perform the task effectively?
• Workload: Does the person have the necessary time and bandwidth to take on the task?
• Preference: Does the person show an interest in the task? Are they excited about the work they're assigned?

5. Are there specific tools that help facilitate these best practices for task assignment and tracking?

Top tools for task assignment and tracking.

There are numerous tools designed specifically to facilitate task assignment and tracking. They range from simple to-do list apps to complex project management systems. Here are a few popular options:

• Asana: This tool is designed for both individuals and teams. It allows for task assignment, due dates, priorities, comments, file attachments, and progress tracking.
• JIRA: Popular among software development teams, JIRA provides a detailed view of ongoing tasks, project timelines, and allows for personalized workflows.
• Trello: Trello operates on a board-and-card system, allowing for easy visualization of tasks and assignments. It also supports collaboration and progress tracking.
• Basecamp: This is a project management tool that integrates discussions, tasks, files, and timelines in one place. It offers a clear view of who’s working on what.

Choosing the Right Tool for Your Needs

To choose the right tool for task assignment and tracking, you need to consider the size of your team, the complexity of the tasks, and the specific features you need. Equally important is the user-friendliness and cost of the tool. Here's a simple comparison:

Consistent Use of Tools

Regardless of which tool you choose, consistent use is essential. All team members should be trained on how to use the tool effectively. Regular updates and reviews are also crucial to keep everyone aligned and ensure smooth progression of tasks. Remember, a tool is only as good as how you use it.

6. How does clear communication help in successful task assignment and tracking?

Benefits of clear communication.

Successfully assigning and tracking tasks in any business or organization often hinge on clear and effective communication. With effective communication, team members can understand their responsibilities, tasks can be properly tracked, and project deadlines can be met. There are several benefits that clear communication provides:

• Boosts Team Morale: When everyone understands their role in a project, they feel valued, which increases motivation and productivity.
• Prevents Confusion: Clear instructions prevent misunderstandings, ensuring tasks are done correctly the first time.
• Increases Efficiency: When goals and objectives are clear, teams can work more efficiently, saving time and resources.

How to Communicate Clearly

Implementing the right communication strategies can be crucial for successful task assignment and tracking. Here are a few methods to foster better communication:

Elements of Clear Communication

To ensure your communication is clear and effective, consider the following elements:

• Clarity: Ensure the message is simple, direct and that technical jargon is minimized where possible.
• Conciseness: Too much information can confuse. State only necessary details.
• Feedback: Encourage feedback - it helps affirm the message was understood correctly.

7. Why is it important to define expected outcomes when assigning tasks?

Importance of defining expected outcomes.

Defining expected outcomes is a vital step in task assignment and tracking because it sets the direction and provides a clear vision of what needs to be achieved. It helps in setting the standards, improving performance, and ensuring better accountability. The following points will further elucidate its significance:

• Clarity and direction: defining the expected outcome provides clear instructions to the task performer about what exactly needs to be achieved. It gives them a sense of direction and purpose.
• Performance measurement: With a defined outcome, it becomes easier to measure performance. The actual results can easily be compared against the expected results, simplifying performance appraisal.
• Increased Accountability: If expected outcomes are well-defined, it can help increase accountability. Task performers are more likely to take ownership and responsibility of their work, ensuring that they deliver the expected results.

Best Practices When Defining Expected Outcomes

While defining expected outcomes is important, it is equally crucial to ensure they are well drafted. Following are some best practices to consider when defining the expected outcomes:

Defining expected outcomes when assigning tasks is a fundamental step to ensure smooth progress and successful task completion. It not only provides a clear vision of what needs to be achieved but also facilitates performance measurement, leading to improved productivity and increased accountability. Employing the best practices while defining these outcomes can greatly enhance their effectiveness.

8. How can these best practices improve overall team productivity?

Enhancing team productivity through best practices.

Implementing best practices in task assignment and tracking can significantly improve overall team productivity. Effective task assignment ensures that the right tasks are allocated to the right people based on their skills, capabilities, and availability. This eliminates confusion, reduces the chances of mistakes, and improves efficiency. When tasks are tracked effectively, it's easier to identify bottlenecks, improve workload distribution, and ensure timely completion of tasks.

Key benefits include:

• Better task distribution: When tasks are assigned judiciously taking into consideration individual skills and capabilities, it ensures a better distribution of workload. This leads to improved efficiency and higher productivity.
• Proactive problem-solving: Effective task tracking allows for early detection of problems or issues that might arise during the execution of tasks. This allows for proactive problem-solving, ensuring the smooth continuation of work.
• Effective communication: These practices foster better communication within the team as tasks and responsibilities are clear. This reduces chances of misunderstanding or confusion, promoting a more harmonious and productive work environment.

Illustrating Productivity Improvement Through a Table

Here's a simple table illustrating the difference in overall team productivity before and after implementing these best practices:

9. What are some challenges one might face when implementing these best practices and how can they be overcome?

Challenges faced in implementing best practices.

When initiating the best practices for successful task assignment and tracking, several challenges might pop up which could hinder the effective execution of the process. Firstly, resistance to change is a common obstacle that organizations face. Employees might resist the new strategies brought about by these best practices, partly due to their unfamiliarity or because they feel comfortable with the old systems. Secondly, lack of adequate resources such as software and tools for task assignment and tracking can also pose a significant challenge. Lastly, the lack of appropriate training to equip the workforce with the necessary skills can impede the implementation of these practices.

Overcoming the Challenges

The good news is, these challenges aren't insurmountable. Here are a few solutions:

• Resistance to Change: This can be overcome by fostering a culture of open communication where the benefits of the new practices are clearly articulated. Regular feedback forums where employees' concerns can be addressed can also help ease the transition.
• Lack of Resources: For businesses facing this issue, it could be worth investing in project management software or tools which have proven to enhance task assignment and tracking. There are many budget-friendly options available.
• Inadequate Training: Conduct regular training sessions and workshops. Such initiatives would enhance employees' skills, thus boosting their confidence in using new systems.

Considerations for Successful Implementation

10. Can these practices be adjusted for small teams or individuals, or are they only relevant for large organizations?

Adapting practices for different team sizes.

The beauty of best practices for task assignment and tracking is that they can be adapted to suit any team size, from large organizations to small teams and even individuals. Indeed, achieving productivity and efficiency is not merely the preserve of the big players. A small team or self-employed individual can efficiently manage their tasks by adjusting these practices to their unique needs.

• Small teams: Best practices can be refined to a simpler format for smaller teams. For instance, daily huddles could replace full-blown weekly meetings for status updates. Task tracking might also involve a more shared responsibility, with every team member being able to monitor and update their progress. Prioritization is still key, but it takes on a more immediate, flexible form.
• Individuals: For solo entrepreneurs or self-employed professionals, these practices can be tailored to personal task management. Clear objectives and deadlines are just as crucial and can be self-imposed. Tools such as personal to-do lists, digital diaries, or task management software can replace team boards and project management platforms.

Best Practices Table

To sum up, while these best practices were developed with larger organizations in mind, they are certainly not restricted to them. With some adjustments, they can offer immense benefits to the efficiency and productivity of smaller teams and individuals too. Therefore, it is important to experiment with, and adapt these practices to fit the specific dynamics and requirements of your working arrangement.

Best Practices for Successful Task Assignment and Tracking

Successful task assignment and tracking is often the difference between successful and unsuccessful projects. The following are the 12 best practices that can streamline your working process and ensure successful task tracking:

• Clarity: Make certain that instructions are clear and comprehensible.
• Define Objectives: Clearly state the purpose and outcome of each task.
• Relevant Skills: Assign tasks based on individual competencies.
• Priority Tasks: Highlight priority tasks.
• Transparent Communication: Maintain an open communication line to deal with problems quickly.
• Empowerment: Empower your team members in task management.
• Use of Technology: Utilize technology to track and manage tasks efficiently.
• Time tracking: Employ a software to track time spent on each task.
• Regular Updates: Showcase constant updates to keep the team on track.
• Project progress visualization: Represent the progression of the project visually for better understanding.
• Deadlines: Set realistic and flexible deadlines.
• Feedback: Regularly give feedback to promote constant improvement.

In light of the above-mentioned practices, the role of technology in task assignment and tracking cannot be overstressed. Several softwares are available in the market to help you streamline your task assignment and tracking processes but none are more efficient and user-friendly than Retainr.io .

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With its vast array of features, it empowers your team members by making task assignment and tracking seamless and efficient. It simplifies project management and enhances transparency in communication. The software's use of visual aids for project progress ensures that all team members have a clear view of where the project stands and what needs to be done.

So, harness the power of Retainr.io to ensure a well-coordinated, proficient, and successful execution of your projects. Start your journey towards efficient task management with Retainr.io today.

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Understanding Assignments

What this handout is about.

The first step in any successful college writing venture is reading the assignment. While this sounds like a simple task, it can be a tough one. This handout will help you unravel your assignment and begin to craft an effective response. Much of the following advice will involve translating typical assignment terms and practices into meaningful clues to the type of writing your instructor expects. See our short video for more tips.

Basic beginnings

Regardless of the assignment, department, or instructor, adopting these two habits will serve you well :

• Read the assignment carefully as soon as you receive it. Do not put this task off—reading the assignment at the beginning will save you time, stress, and problems later. An assignment can look pretty straightforward at first, particularly if the instructor has provided lots of information. That does not mean it will not take time and effort to complete; you may even have to learn a new skill to complete the assignment.
• Ask the instructor about anything you do not understand. Do not hesitate to approach your instructor. Instructors would prefer to set you straight before you hand the paper in. That’s also when you will find their feedback most useful.

Assignment formats

Many assignments follow a basic format. Assignments often begin with an overview of the topic, include a central verb or verbs that describe the task, and offer some additional suggestions, questions, or prompts to get you started.

An Overview of Some Kind

The instructor might set the stage with some general discussion of the subject of the assignment, introduce the topic, or remind you of something pertinent that you have discussed in class. For example:

“Throughout history, gerbils have played a key role in politics,” or “In the last few weeks of class, we have focused on the evening wear of the housefly …”

The Task of the Assignment

Pay attention; this part tells you what to do when you write the paper. Look for the key verb or verbs in the sentence. Words like analyze, summarize, or compare direct you to think about your topic in a certain way. Also pay attention to words such as how, what, when, where, and why; these words guide your attention toward specific information. (See the section in this handout titled “Key Terms” for more information.)

“Analyze the effect that gerbils had on the Russian Revolution”, or “Suggest an interpretation of housefly undergarments that differs from Darwin’s.”

Additional Material to Think about

Here you will find some questions to use as springboards as you begin to think about the topic. Instructors usually include these questions as suggestions rather than requirements. Do not feel compelled to answer every question unless the instructor asks you to do so. Pay attention to the order of the questions. Sometimes they suggest the thinking process your instructor imagines you will need to follow to begin thinking about the topic.

“You may wish to consider the differing views held by Communist gerbils vs. Monarchist gerbils, or Can there be such a thing as ‘the housefly garment industry’ or is it just a home-based craft?”

These are the instructor’s comments about writing expectations:

“Be concise”, “Write effectively”, or “Argue furiously.”

Technical Details

These instructions usually indicate format rules or guidelines.

“Your paper must be typed in Palatino font on gray paper and must not exceed 600 pages. It is due on the anniversary of Mao Tse-tung’s death.”

The assignment’s parts may not appear in exactly this order, and each part may be very long or really short. Nonetheless, being aware of this standard pattern can help you understand what your instructor wants you to do.

Interpreting the assignment

Ask yourself a few basic questions as you read and jot down the answers on the assignment sheet:

Why did your instructor ask you to do this particular task?

Who is your audience.

• What kind of evidence do you need to support your ideas?

What kind of writing style is acceptable?

• What are the absolute rules of the paper?

Try to look at the question from the point of view of the instructor. Recognize that your instructor has a reason for giving you this assignment and for giving it to you at a particular point in the semester. In every assignment, the instructor has a challenge for you. This challenge could be anything from demonstrating an ability to think clearly to demonstrating an ability to use the library. See the assignment not as a vague suggestion of what to do but as an opportunity to show that you can handle the course material as directed. Paper assignments give you more than a topic to discuss—they ask you to do something with the topic. Keep reminding yourself of that. Be careful to avoid the other extreme as well: do not read more into the assignment than what is there.

Of course, your instructor has given you an assignment so that they will be able to assess your understanding of the course material and give you an appropriate grade. But there is more to it than that. Your instructor has tried to design a learning experience of some kind. Your instructor wants you to think about something in a particular way for a particular reason. If you read the course description at the beginning of your syllabus, review the assigned readings, and consider the assignment itself, you may begin to see the plan, purpose, or approach to the subject matter that your instructor has created for you. If you still aren’t sure of the assignment’s goals, try asking the instructor. For help with this, see our handout on getting feedback .

Given your instructor’s efforts, it helps to answer the question: What is my purpose in completing this assignment? Is it to gather research from a variety of outside sources and present a coherent picture? Is it to take material I have been learning in class and apply it to a new situation? Is it to prove a point one way or another? Key words from the assignment can help you figure this out. Look for key terms in the form of active verbs that tell you what to do.

Key Terms: Finding Those Active Verbs

Here are some common key words and definitions to help you think about assignment terms:

Information words Ask you to demonstrate what you know about the subject, such as who, what, when, where, how, and why.

• define —give the subject’s meaning (according to someone or something). Sometimes you have to give more than one view on the subject’s meaning
• describe —provide details about the subject by answering question words (such as who, what, when, where, how, and why); you might also give details related to the five senses (what you see, hear, feel, taste, and smell)
• explain —give reasons why or examples of how something happened
• illustrate —give descriptive examples of the subject and show how each is connected with the subject
• summarize —briefly list the important ideas you learned about the subject
• trace —outline how something has changed or developed from an earlier time to its current form
• research —gather material from outside sources about the subject, often with the implication or requirement that you will analyze what you have found

Relation words Ask you to demonstrate how things are connected.

• compare —show how two or more things are similar (and, sometimes, different)
• contrast —show how two or more things are dissimilar
• apply—use details that you’ve been given to demonstrate how an idea, theory, or concept works in a particular situation
• cause —show how one event or series of events made something else happen
• relate —show or describe the connections between things

Interpretation words Ask you to defend ideas of your own about the subject. Do not see these words as requesting opinion alone (unless the assignment specifically says so), but as requiring opinion that is supported by concrete evidence. Remember examples, principles, definitions, or concepts from class or research and use them in your interpretation.

• assess —summarize your opinion of the subject and measure it against something
• prove, justify —give reasons or examples to demonstrate how or why something is the truth
• evaluate, respond —state your opinion of the subject as good, bad, or some combination of the two, with examples and reasons
• support —give reasons or evidence for something you believe (be sure to state clearly what it is that you believe)
• synthesize —put two or more things together that have not been put together in class or in your readings before; do not just summarize one and then the other and say that they are similar or different—you must provide a reason for putting them together that runs all the way through the paper
• analyze —determine how individual parts create or relate to the whole, figure out how something works, what it might mean, or why it is important
• argue —take a side and defend it with evidence against the other side

More Clues to Your Purpose As you read the assignment, think about what the teacher does in class:

• What kinds of textbooks or coursepack did your instructor choose for the course—ones that provide background information, explain theories or perspectives, or argue a point of view?
• In lecture, does your instructor ask your opinion, try to prove their point of view, or use keywords that show up again in the assignment?
• What kinds of assignments are typical in this discipline? Social science classes often expect more research. Humanities classes thrive on interpretation and analysis.
• How do the assignments, readings, and lectures work together in the course? Instructors spend time designing courses, sometimes even arguing with their peers about the most effective course materials. Figuring out the overall design to the course will help you understand what each assignment is meant to achieve.

Now, what about your reader? Most undergraduates think of their audience as the instructor. True, your instructor is a good person to keep in mind as you write. But for the purposes of a good paper, think of your audience as someone like your roommate: smart enough to understand a clear, logical argument, but not someone who already knows exactly what is going on in your particular paper. Remember, even if the instructor knows everything there is to know about your paper topic, they still have to read your paper and assess your understanding. In other words, teach the material to your reader.

Aiming a paper at your audience happens in two ways: you make decisions about the tone and the level of information you want to convey.

• Tone means the “voice” of your paper. Should you be chatty, formal, or objective? Usually you will find some happy medium—you do not want to alienate your reader by sounding condescending or superior, but you do not want to, um, like, totally wig on the man, you know? Eschew ostentatious erudition: some students think the way to sound academic is to use big words. Be careful—you can sound ridiculous, especially if you use the wrong big words.
• The level of information you use depends on who you think your audience is. If you imagine your audience as your instructor and they already know everything you have to say, you may find yourself leaving out key information that can cause your argument to be unconvincing and illogical. But you do not have to explain every single word or issue. If you are telling your roommate what happened on your favorite science fiction TV show last night, you do not say, “First a dark-haired white man of average height, wearing a suit and carrying a flashlight, walked into the room. Then a purple alien with fifteen arms and at least three eyes turned around. Then the man smiled slightly. In the background, you could hear a clock ticking. The room was fairly dark and had at least two windows that I saw.” You also do not say, “This guy found some aliens. The end.” Find some balance of useful details that support your main point.

You’ll find a much more detailed discussion of these concepts in our handout on audience .

The Grim Truth

With a few exceptions (including some lab and ethnography reports), you are probably being asked to make an argument. You must convince your audience. It is easy to forget this aim when you are researching and writing; as you become involved in your subject matter, you may become enmeshed in the details and focus on learning or simply telling the information you have found. You need to do more than just repeat what you have read. Your writing should have a point, and you should be able to say it in a sentence. Sometimes instructors call this sentence a “thesis” or a “claim.”

So, if your instructor tells you to write about some aspect of oral hygiene, you do not want to just list: “First, you brush your teeth with a soft brush and some peanut butter. Then, you floss with unwaxed, bologna-flavored string. Finally, gargle with bourbon.” Instead, you could say, “Of all the oral cleaning methods, sandblasting removes the most plaque. Therefore it should be recommended by the American Dental Association.” Or, “From an aesthetic perspective, moldy teeth can be quite charming. However, their joys are short-lived.”

Convincing the reader of your argument is the goal of academic writing. It doesn’t have to say “argument” anywhere in the assignment for you to need one. Look at the assignment and think about what kind of argument you could make about it instead of just seeing it as a checklist of information you have to present. For help with understanding the role of argument in academic writing, see our handout on argument .

What kind of evidence do you need?

There are many kinds of evidence, and what type of evidence will work for your assignment can depend on several factors–the discipline, the parameters of the assignment, and your instructor’s preference. Should you use statistics? Historical examples? Do you need to conduct your own experiment? Can you rely on personal experience? See our handout on evidence for suggestions on how to use evidence appropriately.

Make sure you are clear about this part of the assignment, because your use of evidence will be crucial in writing a successful paper. You are not just learning how to argue; you are learning how to argue with specific types of materials and ideas. Ask your instructor what counts as acceptable evidence. You can also ask a librarian for help. No matter what kind of evidence you use, be sure to cite it correctly—see the UNC Libraries citation tutorial .

You cannot always tell from the assignment just what sort of writing style your instructor expects. The instructor may be really laid back in class but still expect you to sound formal in writing. Or the instructor may be fairly formal in class and ask you to write a reflection paper where you need to use “I” and speak from your own experience.

Try to avoid false associations of a particular field with a style (“art historians like wacky creativity,” or “political scientists are boring and just give facts”) and look instead to the types of readings you have been given in class. No one expects you to write like Plato—just use the readings as a guide for what is standard or preferable to your instructor. When in doubt, ask your instructor about the level of formality they expect.

No matter what field you are writing for or what facts you are including, if you do not write so that your reader can understand your main idea, you have wasted your time. So make clarity your main goal. For specific help with style, see our handout on style .

Technical details about the assignment

The technical information you are given in an assignment always seems like the easy part. This section can actually give you lots of little hints about approaching the task. Find out if elements such as page length and citation format (see the UNC Libraries citation tutorial ) are negotiable. Some professors do not have strong preferences as long as you are consistent and fully answer the assignment. Some professors are very specific and will deduct big points for deviations.

Usually, the page length tells you something important: The instructor thinks the size of the paper is appropriate to the assignment’s parameters. In plain English, your instructor is telling you how many pages it should take for you to answer the question as fully as you are expected to. So if an assignment is two pages long, you cannot pad your paper with examples or reword your main idea several times. Hit your one point early, defend it with the clearest example, and finish quickly. If an assignment is ten pages long, you can be more complex in your main points and examples—and if you can only produce five pages for that assignment, you need to see someone for help—as soon as possible.

Tricks that don’t work

Your instructors are not fooled when you:

• spend more time on the cover page than the essay —graphics, cool binders, and cute titles are no replacement for a well-written paper.
• use huge fonts, wide margins, or extra spacing to pad the page length —these tricks are immediately obvious to the eye. Most instructors use the same word processor you do. They know what’s possible. Such tactics are especially damning when the instructor has a stack of 60 papers to grade and yours is the only one that low-flying airplane pilots could read.
• use a paper from another class that covered “sort of similar” material . Again, the instructor has a particular task for you to fulfill in the assignment that usually relates to course material and lectures. Your other paper may not cover this material, and turning in the same paper for more than one course may constitute an Honor Code violation . Ask the instructor—it can’t hurt.
• get all wacky and “creative” before you answer the question . Showing that you are able to think beyond the boundaries of a simple assignment can be good, but you must do what the assignment calls for first. Again, check with your instructor. A humorous tone can be refreshing for someone grading a stack of papers, but it will not get you a good grade if you have not fulfilled the task.

Critical reading of assignments leads to skills in other types of reading and writing. If you get good at figuring out what the real goals of assignments are, you are going to be better at understanding the goals of all of your classes and fields of study.

You may reproduce it for non-commercial use if you use the entire handout and attribute the source: The Writing Center, University of North Carolina at Chapel Hill

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How to Assign Tasks and Responsibilities to Team Members

As a manager or team leader, it’s important to effectively assign tasks and responsibilities to team members in order to ensure that work is completed efficiently and effectively.

This can be a challenging task, especially if you have a large team, are working on a complex project, or are leading a team with no experience .

In this blog post, we will provide tips and best practices for assigning tasks and responsibilities to team members in a way that helps your team succeed.

We’ll cover topics such as setting clear expectations, delegating tasks appropriately, and providing support to team members as they complete their work.

By following these guidelines, you can create a productive and collaborative work environment that helps your team achieve its goals.

Setting Clear Expectations

One of the key elements of effective task assignments is setting clear expectations for team members.

This includes outlining the specific tasks that need to be completed, as well as any deadlines or goals that need to be met. It’s also important to communicate the purpose of the tasks and how they fit into the overall goals of the project or organization.

This helps team members understand the context of their work and why it’s important.

To set clear expectations, it’s a good idea to create a written document or task list that outlines the specific responsibilities of each team member.

This can be a simple spreadsheet or project management tool, or a more detailed project plan. Make sure to include details such as the task description, any necessary resources or tools, and any deadlines or milestones.

It’s also a good idea to discuss the task assignments with team members individually, to ensure that they understand their responsibilities and have any questions answered.

By setting clear expectations, you can help team members stay organized and focused as they complete their work.

Delegating Tasks Appropriately

Effective task assignment also involves delegating tasks to the right team members.

This means considering the skills, experience, and workload of each team member, and assigning tasks that are appropriate for their abilities and capacity. Delegating tasks appropriately helps to ensure that work is completed efficiently and effectively, and helps to avoid overloading any one team member or causing delays due to a lack of resources.

To delegate tasks appropriately, it’s important to have a good understanding of the strengths and weaknesses of each team member. This may involve reviewing their previous work or having candid conversations about their interests and capabilities.

It’s also important to consider the workload of each team member and ensure that they are not taking on more work than they can handle.

Another key aspect of effective task assignments is empowering team members to take ownership of their work . This means giving them the autonomy to complete tasks in their own way, within the parameters set by the project plan or task list.

Empowering team members to take ownership of their work can help to foster a sense of ownership and responsibility, and can lead to higher quality work and greater job satisfaction.

Providing Support to Team Members

Effective task assignment also involves providing support to team members as they complete their work.

This includes making sure that team members have the necessary resources and tools to complete their tasks, as well as offering guidance and assistance when needed. Providing support helps to ensure that team members are able to complete their work efficiently and effectively, and can also help to foster a sense of teamwork and collaboration within the team.

There are several ways that you can provide support to team members as they complete their work. This may include offering training or development opportunities, providing access to necessary resources or tools, and offering feedback and guidance as needed.

It’s also important to be available to team members if they have questions or need assistance with their tasks. By providing support and assistance, you can help team members to feel more confident and capable as they complete their work.

In conclusion, effective task assignment is an important element of managing a team or project. By setting clear expectations, delegating tasks appropriately, and providing support to team members, you can create a productive and collaborative work environment that helps your team succeed.

Communicating Task Assignments and Updates

Effective task assignment also involves effective communication with team members.

This includes not only clearly outlining the tasks and responsibilities that need to be completed, but also keeping team members informed of any updates or changes to the tasks or project plan. This can help to ensure that team members are aware of their responsibilities and are able to stay on track with their work.

There are several ways that you can communicate task assignments and updates to team members. This may include using a project management tool or task list to keep track of assignments and deadlines, as well as regularly holding meetings or check-ins to discuss progress and address any issues that may arise.

It’s also important to be available to team members if they have questions or need clarification on their tasks.

Effective communication is key to ensuring that team members are able to complete their work efficiently and effectively.

By keeping team members informed and providing clear guidance, you can help to ensure that work is completed on time and to the required standards.

Assessing and Adjusting Task Assignments

Effective task assignment also involves ongoing assessment and adjustment of task assignments as needed. This means regularly reviewing the progress of team members and the overall project, and making adjustments to tasks or responsibilities as needed to ensure that work is completed efficiently and effectively.

To assess and adjust task assignments, it’s important to regularly check in with team members and review their progress.

This may involve holding meetings or check-ins, as well as reviewing any project management tools or task lists that you are using to track progress. If you notice that a team member is struggling with their tasks or is unable to complete them on time, it may be necessary to adjust their assignments or provide additional support.

Similarly, if you notice that a team member has extra capacity or is particularly skilled in a certain area, you may want to consider reassigning tasks or increasing their responsibilities.

By regularly assessing and adjusting task assignments, you can ensure that work is completed efficiently and effectively, and that team members are able to make the most of their skills and abilities.

Encouraging Team Input and Feedback

Effective task assignment also involves encouraging team input and feedback.

This means soliciting ideas and suggestions from team members and actively listening to their concerns or issues related to their tasks or the project as a whole. Encouraging team input and feedback can help to foster a sense of ownership and engagement among team members, and can also lead to better decision-making and problem-solving.

There are several ways that you can encourage team input and feedback. This may include holding regular team meetings or check-ins, as well as setting aside time for open discussion and brainstorming sessions.

It’s also a good idea to create a culture of open and honest communication within your team, where team members feel comfortable speaking up and sharing their ideas or concerns.

By encouraging team input and feedback, you can create a more collaborative and inclusive work environment that helps your team succeed.

Providing Recognition and Rewards

Effective task assignment also involves providing recognition and rewards to team members who excel in their work. This can help to motivate team members and encourage them to continue performing at a high level, as well as foster a positive work culture.

There are many ways that you can provide recognition and rewards to team members. This may include offering verbal praise or written feedback, as well as more tangible rewards such as gift cards, paid time off, or additional responsibilities.

It’s important to consider the preferences and motivations of individual team members when deciding on recognition and rewards, as different people may respond differently to different forms of recognition.

By providing recognition and rewards to team members who excel in their work, you can show appreciation for their efforts and help to motivate and inspire them to continue performing at a high level.

Wrapping Up

Effective task assignment is an important element of managing a team or project.

It involves setting clear expectations for team members, delegating tasks appropriately, and providing support and assistance as needed.

Effective task assignment also involves ongoing communication and assessment, as well as encouraging team input and feedback and providing recognition and rewards for excellent performance.

By following these guidelines, you can create a productive and collaborative work environment that helps your team succeed.

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Definition of assignment

task , duty , job , chore , stint , assignment mean a piece of work to be done.

task implies work imposed by a person in authority or an employer or by circumstance.

duty implies an obligation to perform or responsibility for performance.

job applies to a piece of work voluntarily performed; it may sometimes suggest difficulty or importance.

chore implies a minor routine activity necessary for maintaining a household or farm.

stint implies a carefully allotted or measured quantity of assigned work or service.

assignment implies a definite limited task assigned by one in authority.

Examples of assignment in a Sentence

These examples are programmatically compiled from various online sources to illustrate current usage of the word 'assignment.' Any opinions expressed in the examples do not represent those of Merriam-Webster or its editors. Send us feedback about these examples.

Word History

see assign entry 1

14th century, in the meaning defined at sense 1

Phrases Containing assignment

• self - assignment

Dictionary Entries Near assignment

Cite this entry.

“Assignment.” Merriam-Webster.com Dictionary , Merriam-Webster, https://www.merriam-webster.com/dictionary/assignment. Accessed 16 Aug. 2024.

Legal Definition

Legal definition of assignment, more from merriam-webster on assignment.

Nglish: Translation of assignment for Spanish Speakers

Britannica English: Translation of assignment for Arabic Speakers

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Understanding your assignment questions: A short guide

• Introduction
• Breaking down the question

Directive or task words

Task works for science based essays.

• Further reading and references
• A-Z of Other Guides This link opens in a new window
• Academic Skills Gateway This link opens in a new window
• Book an Academic Skills Team Appointment This link opens in a new window

It is really important to understand the directive or task word used in your assignment.

This will indicate how you should write and what the purpose of the assignment in. The following examples show some task words and their definitions.

However, it is important to note that none of these words has a fixed meaning. The definitions given are a general guide, and interpretation of the words may vary according to the context and the discipline.

If you are unsure as the exactly what a lecturer means by a particular task word, you should ask for clarification. 

Analyse : Break up into parts; investigate

Comment on : Identify and write about the main issues; give your reactions based on what you've read/ heard in lectures. Avoid just personal opinion. 

Compare : Look for the similarities between two things. Show the relevance or consequences of these similarities concluding which is preferable. 

Contrast : Identify the differences between two items or arguments. Show whether the differences are significant. Perhaps give reasons why one is preferable. 

Criticise : Requires an answer that points out mistakes or weaknesses, and which also indicates any favourable aspects of the subject of the question. It requires a balanced answer. 

Critically evaluate : Weigh arguments for and against something, assessing the strength of the evidence on both sides. Use criteria to guide your assessment of which opinions, theories, models or items are preferable. 

Define : Give the exact meaning of. Where relevant, show you understand how the definition may be problematic. 

Describe : To describe is to give an observational account of something and would deal with what happened, where it happened, when it happened and who was involved. Spell out the main aspects of an idea or topic or the sequence in which a series of things happened. 

Discuss : Investigate or examine by argument; sift and  debate; give reasons for and against; examine the implications. 

Evaluate : Assess and give your judgement about the merit, importance or usefulness of something using evidence to support your argument. 

Examine : Look closely into something

Explain : Offer a detailed and exact rationale behind an idea or principle, or a set of reasons for a situation or attitude. Make clear how and why something happens. 

Explore : Examine thoroughly; consider from a variety of viewpoints

Illustrate : Make something clear and explicit, give examples of evidence

Justify : Give evidence that supports and argument or idea; show why a decision or conclusions were made

Outline : Give the main points/features/general principles; show the main structure and interrelations; omit details and examples

State : Give the main features briefly and clearly

Summarise : Draw out the main points only; omit details and examples

To what extent... : Consider how far something is true, or contributes to a final outcome. Consider also ways in which it is not true.

Task Words:

How to write e.g., discuss, argue etc.

Subject Matter:

What you should be writing about.

Limiting Words:

May narrow or change the focus of your answer. (Important - they stop you from including irrelevant info)

Below are some examples of questions and tips on how you might think about answering them.

Example of assignment questions:

1. compare acute and chronic pain in terms of pathophysiology and treatment.

Compare  - Make sure you are comparing and not just describing the two things in isolation

Acute and chronic pain  - Subject matter

In terms of pathophysiology and treatment  - Important limiting phrase - focus ONLY on these things. Use them as a lens to highlight the differences between acute and chronic pain.

Tip : Assignments that ask you to compare two things can be structured in different ways. You may choose to alternate continually between the two things, making direct comparisons and organising your essay according to themes. Alternatively, you may choose to discuss one thing fully and then the next. If you choose the second approach, you must make the links and comparisons between the two things completely clear. 

2. With reference to any particular example enzyme, outline the key structural and functional properties of its active site

With reference to any particular example enzyme  - Important limiting phase - focus your answer on a specific example. Use this example to help demonstrate your understanding. 

Outline  - Factual description is needed. You must demonstrate your knowledge and understanding. 

The key structural and functional properties of its active site  - Subject matter

Tip : Assignments that ask you to outline or describe are assessing your understanding of the topic. You must express facts clearly and precisely, using examples to illuminate them. 

3. There is no convincing evidence for the existence of life outside our solar systems

There is  - Task words not so obvious this time. Try turning the title into a question: 'Is there any convincing evidence for...?'

Convincing  - Important limiting word- there may be evidence but you need to assess whether or not it is convincing. 

For the existence of life outside of our solar system  - Subject matter

Tip : Assignment titles that are on actually a question are often simply asking 'how true is this statement?' You must present reasons it could be true and reasons it might not be, supported by evidence and recognising the complexity of the statement. 

4. To what extent can nuclear power provide a solution to environmental issues?

Discuss  - Explore the topic from different angles, in a critical way (not purely descriptive)

Nuclear power  - Subject matter

Provide a solution to  - Limiting phrase: discuss ways it can and ways it can't- don't be afraid to take a position based on evidence.

Environmental issues  - Subject matter. Might be an idea to define/ discuss what could be meant by environmental issues? This might be important for your argument. 

Tip : If an assignment is asking a direct question, make sure your essay answers it. Address it directly in the introduction, make sure each paragraph contributes something towards your response to it, and reinforce your response in your conclusion. 

5. Discuss the issue of patient autonomy in relation to at least one case study 

The issue of patient autonomy  - Subject matter

In relation to at least one case study  - Important limiting phrase - don't just discuss the issue of patient autonomy in general; discuss it in the context of one or more case studies. You should use the case study to illustrate all of your points about patient autonomy. 

Tip : Assignments that ask you to discuss in relation to a case study, or to a placement or own experience, usually want to see a clear link between theory and practice (reality). 

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• Next: Further reading and references >>
• Last Updated: Aug 5, 2024 4:28 PM
• URL: https://libguides.bham.ac.uk/asc/understandingassignments

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Glossary of Task Words

Understanding the meaning of words, especially task words, helps you to know exactly what is being asked of you. It takes you halfway towards narrowing down your material and selecting your answer.

Task words direct you and tell you how to go about answering a question. Here is a list of such words and others that you are most likely to come across frequently in your course.

Maddox, H 1967, How to Study , 2nd ed, Pan Books, London.

Marshall, L., & Rowland, F 1998, A guide to learning independently , Addison Wesley Longman, Melbourne.

Northedge, A 1997, The good study guide , Open University, Milton Keynes, UK.

Essay and assignment writing guide

• Essay writing basics
• Essay and assignment planning
• Complex assignment questions
• Glossary of task words
• Editing checklist
• Writing a critical review
• Annotated bibliography
• Reflective writing
• ^ More support

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What is the difference between "task" and "assignment"? [duplicate]

Possible Duplicate: Task, project, assignment, job. Which one is correct in my case?

These words don't have exact matches in Portuguese, so sometimes I get confused about their usage. When is it more suitable to use task rather than assigment and vice versa?

• differences

Task is a piece of work to be done or undertaken.

Assignment is a task assigned as part of a job or course of study.

In short, assignment = task given to you.

Not the answer you're looking for? Browse other questions tagged differences nouns or ask your own question .

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Essays: task words

Written Assignments

Explore what different task words mean and how they apply to your assignments

You'll need to understand what your assignments are asking you to do throughout your studies. Your assessments use 'task words' that explain what you need to do in your work.  

Task words are the words or phrases in a brief that tell you what to do. Common examples of task words are 'discuss', 'evaluate', 'compare and contrast', and 'critically analyse'. These words are used in assessment marking criteria and will showcase how well you've answered the question.

None of these words have a fixed meaning. Your lecturers may have specific definitions for your subject or task so you should make sure you have a good idea of what these terms mean in your field. You can check this by speaking to your lecturer, checking your course handbook and reading your marking criteria carefully.

Task words and descriptions

• Account for : Similar to ‘explain’ but with a heavier focus on reasons why something is or is not the way it is.
• Analyse : This term has the widest range of meanings according to the subject. Make a justified selection of some of the essential features of an artefact, idea or issue. Examine how these relate to each other and to other ideas, in order to help better understand the topic. See ideas and problems in different ways, and provide evidence for those ways of seeing them. 
• Assess : This has very different meanings in different disciplines. Measure or evaluate one or more aspect of something (for example, the effectiveness, significance or 'truth' of something). Show in detail the outcomes of these evaluations.
• Compare : Show how two or more things are similar.
• Compare and contrast : Show similarities and differences between two or more things.
• Contrast : Show how two or more things are different.
• Critically analyse : As with analysis, but questioning and testing the strength of your and others’ analyses from different perspectives. This often means using the process of analysis to make the whole essay an objective, reasoned argument for your overall case or position.
• Critically assess : As with “assess”, but emphasising your judgments made about arguments by others, and about what you are assessing from different perspectives. This often means making the whole essay a reasoned argument for your overall case, based on your judgments.
• Critically evaluate : As with 'evaluate', but showing how judgments vary from different perspectives and how some judgments are stronger than others. This often means creating an objective, reasoned argument for your overall case, based on the evaluation from different perspectives.
• Define : Present a precise meaning. 
• Describe : Say what something is like. Give its relevant qualities. Depending on the nature of the task, descriptions may need to be brief or the may need to be very detailed.
• Discuss : Provide details about and evidence for or against two or more different views or ideas, often with reference to a statement in the title. Discussion often includes explaining which views or ideas seem stronger.
• Examine : Look closely at something. Think and write about the detail, and question it where appropriate.
• Explain : Give enough description or information to make something clear or easy to understand.
• Explore : Consider an idea or topic broadly, searching out related and/or particularly relevant, interesting or debatable points.
• Evaluate : Similar to “assess”, this often has more emphasis on an overall judgement of something, explaining the extent to which it is, for example, effective, useful, or true. Evaluation is therefore sometimes more subjective and contestable than some kinds of pure assessment.
• Identify : Show that you have recognised one or more key or significant piece of evidence, thing, idea, problem, fact, theory, or example.
• Illustrate : Give selected examples of something to help describe or explain it, or use diagrams or other visual aids to help describe or explain something.
• Justify : Explain the reasons, usually “good” reasons, for something being done or believed, considering different possible views and ideas.
• Outline : Provide the main points or ideas, normally without going into detail.
• Summarise : This is similar to 'outline'. State, or re-state, the most important parts of something so that it is represented 'in miniature'. It should be concise and precise.
• State : Express briefly and clearly. 

Download our essay task words revision sheet

Download this page as a PDF for your essay writing revision notes.

Writing: flow and coherence

Writing clear sentences

Explore our top tips for writing clear sentences and download our help sheet.

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Understand your assessment task

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How your work will be assessed

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Before you start your assessment make sure you understand what you have been asked to do.

Read the question

Read the assessment question or task slowly and carefully. As you do, ask yourself:

• What's the question about? What's the topic?
• What does the question mean?
• What do I have to do?

Try rewriting it using your own words using the format below:

‘This assessment is about ______________________ I have to___________________’

Also check for information about the assessment and what’s expected of you in your course materials, talk channels or messages from your course leader.

Analyse the question

Look at the question and identify the instruction , topic and limiting words .

Instruction words

Instruction words tell you what to do. Do you need to analyse, discuss, evaluate, summarise or something else?

Here’s some common instruction words:

• Analyse – examine the main ideas and issues of a topic, look at arguments for or against, and show their relationships.
• Describe – explain and explore the meaning or main features of something.
• Discuss – examine and analyse key points and possible interpretations; give arguments for and against, and draw a conclusion.
• Evaluate – give an opinion (with evidence) on the strength or weakness of something

More assessment instruction words and their meanings

Topic words

Topic words tell you what you need to write about – what you need to analyse, argue, discuss, and so on.

You can identify them by taking the instruction word and putting ‘what’ after them. For example, discuss what? Describe what?

Limiting words

Limiting words narrow down your topic and let you know what to focus on. This might be a certain time, place, or part of a topic.

Examples of instruction, topic and limiting words:

• Instruction – Critically examine  – analyse the positive and negatives of
• Topic – the Warehouse's marketing strategy  – what you need to write about
• Limiting words – the success  – don't just describe the strategy, focus on how it is or is not successful. 

• Instruction –   Write a report  / outline –  ensure you follow an appropriate report format that gives a clear description and explanation
• Topic –  structural systems show in Building A and Building B  – what you need to write about
• Limiting words –  the advantages and disadvantages of each system   – make sure you cover each of these for A and B.

• Instruction –  Choose / compare  – make sure you are comparing two things, and not just describing them in isolation
• Topic –  two education philosophers  – what you need to write about
• Limiting words – how their philosophies have influenced education today  – focus on how each of these philosophies have influenced modern education. 

Tip – When you find something about the assessment in your course materials or course talk channel, bookmark it and keep a note of it. This will help you when you start your research.

Related information

Got a question.

If you want to talk with someone about understanding your assessment task, contact The Library and Learning Centre | Te Whare Pukapuka Wāhanga Whakapakari Ako. 

Contact the Library and Learning Centre

Purdue Online Writing Lab Purdue OWL® College of Liberal Arts

Understanding Writing Assignments

Welcome to the Purdue OWL

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Copyright ©1995-2018 by The Writing Lab & The OWL at Purdue and Purdue University. All rights reserved. This material may not be published, reproduced, broadcast, rewritten, or redistributed without permission. Use of this site constitutes acceptance of our terms and conditions of fair use.

How to Decipher the Paper Assignment

Many instructors write their assignment prompts differently. By following a few steps, you can better understand the requirements for the assignment. The best way, as always, is to ask the instructor about anything confusing.

• Read the prompt the entire way through once. This gives you an overall view of what is going on.
• Underline or circle the portions that you absolutely must know. This information may include due date, research (source) requirements, page length, and format (MLA, APA, CMS).
• Underline or circle important phrases. You should know your instructor at least a little by now - what phrases do they use in class? Does he repeatedly say a specific word? If these are in the prompt, you know the instructor wants you to use them in the assignment.
• Think about how you will address the prompt. The prompt contains clues on how to write the assignment. Your instructor will often describe the ideas they want discussed either in questions, in bullet points, or in the text of the prompt. Think about each of these sentences and number them so that you can write a paragraph or section of your essay on that portion if necessary.
• Rank ideas in descending order, from most important to least important. Instructors may include more questions or talking points than you can cover in your assignment, so rank them in the order you think is more important. One area of the prompt may be more interesting to you than another.
• Ask your instructor questions if you have any.

After you are finished with these steps, ask yourself the following:

• What is the purpose of this assignment? Is my purpose to provide information without forming an argument, to construct an argument based on research, or analyze a poem and discuss its imagery?
• Who is my audience? Is my instructor my only audience? Who else might read this? Will it be posted online? What are my readers' needs and expectations?
• What resources do I need to begin work? Do I need to conduct literature (hermeneutic or historical) research, or do I need to review important literature on the topic and then conduct empirical research, such as a survey or an observation? How many sources are required?
• Who - beyond my instructor - can I contact to help me if I have questions? Do you have a writing lab or student service center that offers tutorials in writing?

(Notes on prompts made in blue )

Poster or Song Analysis: Poster or Song? Poster!

Goals : To systematically consider the rhetorical choices made in either a poster or a song. She says that all the time.

Things to Consider: ah- talking points

• how the poster addresses its audience and is affected by context I'll do this first - 1.
• general layout, use of color, contours of light and shade, etc.
• use of contrast, alignment, repetition, and proximity C.A.R.P. They say that, too. I'll do this third - 3.
• the point of view the viewer is invited to take, poses of figures in the poster, etc. any text that may be present
• possible cultural ramifications or social issues that have bearing I'll cover this second - 2.
• ethical implications
• how the poster affects us emotionally, or what mood it evokes
• the poster's implicit argument and its effectiveness said that was important in class, so I'll discuss this last - 4.
• how the song addresses its audience
• lyrics: how they rhyme, repeat, what they say
• use of music, tempo, different instruments
• possible cultural ramifications or social issues that have bearing
• emotional effects
• the implicit argument and its effectiveness

These thinking points are not a step-by-step guideline on how to write your paper; instead, they are various means through which you can approach the subject. I do expect to see at least a few of them addressed, and there are other aspects that may be pertinent to your choice that have not been included in these lists. You will want to find a central idea and base your argument around that. Additionally, you must include a copy of the poster or song that you are working with. Really important!

I will be your audience. This is a formal paper, and you should use academic conventions throughout.

Length: 4 pages Format: Typed, double-spaced, 10-12 point Times New Roman, 1 inch margins I need to remember the format stuff. I messed this up last time =(

Academic Argument Essay

5-7 pages, Times New Roman 12 pt. font, 1 inch margins.

Minimum of five cited sources: 3 must be from academic journals or books

• Design Plan due: Thurs. 10/19
• Rough Draft due: Monday 10/30
• Final Draft due: Thurs. 11/9

Remember this! I missed the deadline last time

The design plan is simply a statement of purpose, as described on pages 40-41 of the book, and an outline. The outline may be formal, as we discussed in class, or a printout of an Open Mind project. It must be a minimum of 1 page typed information, plus 1 page outline.

This project is an expansion of your opinion editorial. While you should avoid repeating any of your exact phrases from Project 2, you may reuse some of the same ideas. Your topic should be similar. You must use research to support your position, and you must also demonstrate a fairly thorough knowledge of any opposing position(s). 2 things to do - my position and the opposite.

Your essay should begin with an introduction that encapsulates your topic and indicates 1 the general trajectory of your argument. You need to have a discernable thesis that appears early in your paper. Your conclusion should restate the thesis in different words, 2 and then draw some additional meaningful analysis out of the developments of your argument. Think of this as a "so what" factor. What are some implications for the future, relating to your topic? What does all this (what you have argued) mean for society, or for the section of it to which your argument pertains? A good conclusion moves outside the topic in the paper and deals with a larger issue.

You should spend at least one paragraph acknowledging and describing the opposing position in a manner that is respectful and honestly representative of the opposition’s 3 views. The counterargument does not need to occur in a certain area, but generally begins or ends your argument. Asserting and attempting to prove each aspect of your argument’s structure should comprise the majority of your paper. Ask yourself what your argument assumes and what must be proven in order to validate your claims. Then go step-by-step, paragraph-by-paragraph, addressing each facet of your position. Most important part!

Finally, pay attention to readability . Just because this is a research paper does not mean that it has to be boring. Use examples and allow your opinion to show through word choice and tone. Proofread before you turn in the paper. Your audience is generally the academic community and specifically me, as a representative of that community. Ok, They want this to be easy to read, to contain examples I find, and they want it to be grammatically correct. I can visit the tutoring center if I get stuck, or I can email the OWL Email Tutors short questions if I have any more problems.

Look up a word, learn it forever.

/əˈsaɪnmənt/.

Other forms: assignments

Whether you’re an international spy with a new mission or a high school student with math homework — when you get an assignment , you’d better do it! An assignment is a task that someone in authority has asked you to do.

The word assignment is just the noun form of the common verb assign , which you use when you want to give someone a duty or a job. When you assign something, that something is called an assignment . The word can also refer to the act of distributing something. If you are distributing new office furniture at work, you might say, “ Assignment of the new chairs will begin tomorrow.”

• noun an undertaking that you have been assigned to do (as by an instructor) see more see less types: show 6 types... hide 6 types... school assignment , schoolwork a school task performed by a student to satisfy the teacher writing assignment , written assignment an assignment to write something classroom project a school task requiring considerable effort classwork the part of a student's work that is done in the classroom homework , prep , preparation preparatory school work done outside school (especially at home) lesson a task assigned for individual study type of: labor , project , task , undertaking any piece of work that is undertaken or attempted
• noun a duty that you are assigned to perform (especially in the armed forces) “a hazardous assignment ” synonyms: duty assignment see more see less types: show 10 types... hide 10 types... guard , guard duty , sentry duty , sentry go the duty of serving as a sentry fatigue , fatigue duty labor of a nonmilitary kind done by soldiers (cleaning or digging or draining or so on) charge , commission , mission a special assignment that is given to a person or group reassignment assignment to a different duty sea-duty , service abroad , shipboard duty naval service aboard a ship at sea shore duty naval service at land bases fool's errand a fruitless mission mission impossible an extremely dangerous or difficult mission martyr operation , sacrifice operation , suicide mission killing or injuring others while annihilating yourself; usually accomplished with a bomb secondment the detachment of a person from their regular organization for temporary assignment elsewhere type of: duty work that you are obliged to perform for moral or legal reasons
• noun the act of putting a person into a non-elective position synonyms: appointment , designation , naming see more see less types: show 6 types... hide 6 types... nomination the act of officially naming a candidate co-optation , co-option the act of appointing summarily (with or without the appointee's consent) delegacy the appointment of a delegate ordinance , ordination the act of ordaining; the act of conferring (or receiving) holy orders recognition designation by the chair granting a person the right to speak in a deliberative body laying on of hands laying hands on a person's head to invoke spiritual blessing in Christian ordination type of: conclusion , decision , determination the act of making up your mind about something
• noun the act of distributing something to designated places or persons “the first task is the assignment of an address to each datum” synonyms: assigning see more see less types: allocation , storage allocation (computer science) the assignment of particular areas of a magnetic disk to particular data or instructions type of: distribution the act of distributing or spreading or apportioning
• noun (law) a transfer of property by deed of conveyance synonyms: grant see more see less types: apanage , appanage a grant (by a sovereign or a legislative body) of resources to maintain a dependent member of a ruling family land grant a grant of public land (as to a railway or college) type of: transferred possession , transferred property a possession whose ownership changes or lapses
• noun the instrument by which a claim or right or interest or property is transferred from one person to another see more see less type of: instrument , legal document , legal instrument , official document (law) a document that states some contractual relationship or grants some right

Vocabulary lists containing assignment

The Dawes Act, or General Allotment Act of 1887, was a law that allowed the U.S. government to take Native American tribal lands and divide them into 40 acre lots for individual Native Americans. The goal was to break up communal tribal lands and speed the assimilation of Native Americans into American society. The Dawes Act caused great suffering with much of the land winding up in the hands of white settlers.

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Assignation or assignment

| Grammarist

An assignment is a task given to a specific person or group to complete. It can also mean the act of assigning . In some legal fields it can refer to the transferring of ownership of property.

An assignation is the act of assigning or the actual assignment. But it also means a secret rendezvous for lovers, most especially for affairs or illicit relationships. Sometimes this is used to mean a secret meeting or a regularly set meeting, but it would be confusing in this sense to those who are familiar with the standard meaning (see the example below). As a mass noun it can refer to something as being owned or belonging to something else.

Examples The choice has not been made, but it appears the team is more likely to option Orlando to Omaha, rather than designate Dyson for assignment. [ The Kansas City Star ] According to a criminal complaint, Ms Dale, 21, told a detective that Ethan refused to complete the assignment for the first time on 24 February. [ International Business Times ] I vaguely remember seeing images of Delhiites being water-hosed by police while rioting for “Nirbhaya,” an assignation that means “Fearless One,” given to Pandey by the media as authorities would not release her name. [ Huffington Post ] The rare exceptions include a scene in which Shulem follows his wife to an assignation with Félix, slapping his romantic rival to the sidewalk like a petulant schoolboy. [ The Washington Post ] Over the past few months, RPG Enterprises chairman Harsh Goenka, has been having an assignation every other Friday for a few hours. [ India Times ]

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Definition of assignment noun from the Oxford Advanced American Dictionary

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• 2 [ uncountable ] the act of giving something to someone; the act of giving someone a particular task his assignment to other duties in the same company

Nearby words

Chunking: Breaking Tasks into Manageable Parts

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Chunking (Chunk is used as a verb here) is breaking skills or information into smaller, more manageable segments in order to help students in special education succeed. The term can often be found in Specially Designed Instruction (SDIs)  as a way to adapt the curriculum in a Child's ​ IEP.

Chunking Academic Tasks

A pair of scissors is a great chunking tool.  Students who quit when given a worksheet with twenty problems may do just fine with 10 or 12.   Knowing your students is critical to making decisions how much each student can do at each step of chunking will help you make decisions about how many problems, steps or words a child will handle at each stage.  In other words, you will learn how to "chunk" the scaffolding of skills as students acquire them. 

Thanks to the "Cut" and "Paste" commands on your computer, it is also possible to scan and modify assignments, providing broader practice on fewer items.  It is also possible to making "chunking" assignments part of a students "accommodations." 

Chunking Projects in Secondary Content Classes

Secondary (middle and high school) students are often given multiple step projects to build research skills and to fully engage them in the academic discipline.  A geography class may require a student to collaborate on a mapping project, or building a virtual community.  Projects like these these offer students with disabilities opportunities to partner with typical peers and learn from the models they may provide. 

Students with disabilities often give up when they feel that a task is too big to manage.  They often are daunted before they even take up the task.  By chunking, or breaking a task into manageable parts, it helps scaffold students into longer and more complex tasks.  At the same time, careful chunking can help students learn to strategize their approach to academic tasks.  This helps build executive function, the ability to intellectually structure and plan a series of behaviors, like writing a paper, or completing a complex assignment.  Using a rubric can be a helpful way to "chunk' an assignment.  When supporting a student in a general education setting, it is invaluable to work with your general education partner (teacher) to create structured rubrics that will support your students.  Once that is in hand, lay out a schedule that helps your student meet multiple deadlines. 

Chunking and 504 Plans

Students who may not actually qualify for an IEP may qualify for a 504 plan, which will provide ways to support students with behavioral or other challenges.  "Chunking" assignments is often part of the accommodations provided for the student. 

Also Known As: Chunk or Segment

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What does it mean to be ‘unbanked,’ and what are the costs?

Those without bank accounts pay higher fees for basic financial services. but that’s not the only downside to being unbanked..

Going without a bank account may not seem like a big deal, but being unbanked can be challenging. Basic tasks like cashing a check can be expensive, and it can be harder to qualify for loans or other forms of credit.

What does it mean to be unbanked? The term refers to individuals who don't have access to checking or savings accounts . Without a bank account, you may face a number of inconveniences and added costs.

What does it mean to be unbanked?

Although the majority of Americans have bank accounts, a significant number are unbanked. According to the Federal Reserve's latest data, 6% of adults, or approximately 6 million people, were unbanked in 2023.

The official definition of "unbanked" is a household without a checking, savings, or money market account at a bank or credit union.

There are many reasons why someone would be unbanked. According to the Federal Deposit Insurance Corporation's 2021 study on unbanked individuals, these were the most commonly reported reasons:

Trouble reaching balance minimums: Some banks require individuals to deposit a minimum amount to open an account, such as $100 or more. For those living paycheck-to-paycheck without extra cash, meeting these deposit requirements can be difficult.

Lack of trust: Some people have concerns about the reliability and transparency of banks, and also have privacy concerns about how their information is used.

Concerns about bank fees: Worries about high bank fees are another issue that deter people from opening bank accounts .

Read more: How do banks make money?

5 consequences of being unbanked

The reasons people go without bank accounts are valid; some banks do have high fees and deposit requirements, so those who are on strict budgets may feel like they're better off skipping the account and stashing cash at home . However, there are some consequences to being unbanked you may not have considered:

1. Cashing checks can be pricey

When you have a bank account, depositing a check is easy. You can set up direct deposit so your paycheck is deposited directly into your bank account, and you can deposit other checks you receive at an ATM or with your phone .

Without a bank account, it's harder. You may have to visit a check cashing center, which can charge high fees. Depending on the provider, the fee can be as high as 9.99% of the check amount.

For example, if you have to cash a $500 check at a center that charges a 9.99% fee, you'd pay $49.95 in fees. As a result, you'd only get $450.05.

Read more: Can you cash a check without a bank account or ID?

2. Prepaid cards are expensive alternatives

If you don't want to carry cash, which can be risky and cumbersome, prepaid cards can be an alternative to traditional debit cards or credit cards. Prepaid cards can be purchased at convenience stores, grocery stores, and other types of retailers. At the register, you can load your cash onto the card and then use it to pay for items or services, both online or in person.

However, prepaid cards can be pricey. They usually have activation fees, monthly fees, inactivity fees, and more. Here’s an example of some of the fees you can expect to pay with some popular prepaid cards:

3. Loan options may be limited

Without an established relationship with a bank or credit union, you may not qualify for most loans or credit cards. If you need to take out a loan for an emergency expense or major project, you may have to turn to more expensive options, such as payday loans. These are very expensive, with fees equivalent to annual percentage rates (APRs) of around 400%. Such costly rates can make it difficult to get out of debt.

Read more: Payday loan vs. personal loan: How to decide what’s best for you

4. Interest isn't earned on savings

Not only do you face extra fees, but being unbanked also costs you in other ways. Without a savings account, for example, your money doesn't have a chance to build interest. Considering that some banks currently pay as much as 5% APY or higher on savings accounts , you could lose a lot of money by not keeping your savings in the bank.

For example, say you have $500 in savings. Every month, you contribute an additional $25. If you keep your money at home, at the end of five years, you'd have $2,000.

Now let's say you have a high-yield savings account that earns 5.00% APY. Assuming interest is compounded annually, if you deposited that $500 and continued saving $25 every month, you'd have $3,953.52 after five years — nearly double what you'd have without an interest-bearing bank account.

Read more: The 10 best high-yield savings accounts available today

5. There is an increased security risk

Keeping cash at home makes it easy to access your money, but it's risky. Bills can be lost or stolen. And, if your cash goes missing, there's no recourse to get it back.

Plus, most bank accounts are federally insured. So if your bank fails, your money will be protected up to $250,000 per depositor, per institution, per ownership category.

Read more: 6 important security features to look for in a bank

What to do if you're unbanked

If you don't have a bank account because you’re worried about account requirements or fees, or maybe even live in a banking desert , consider these alternatives.

Credit unions

As nonprofit financial cooperatives, credit unions often have lower account minimums and lower fees, making bank accounts more accessible to people on tight budgets. There are many credit unions with open membership , so you can join regardless of where you live or work.

Online banks

Online banks don't have the overhead costs of traditional banks, so they're able to offer higher account interest and lower deposit minimums. Open a new account with one of the best online banks to get started.

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Meaning of assignment in English

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• It was a plum assignment - more of a vacation really.
• He took this award-winning photograph while on assignment in the Middle East .
• His two-year assignment to the Mexico office starts in September .
• She first visited Norway on assignment for the winter Olympics ten years ago.
• He fell in love with the area after being there on assignment for National Geographic in the 1950s.
• act as something
• all work and no play (makes Jack a dull boy) idiom
• be at work idiom
• be in work idiom
• housekeeping
• in the line of duty idiom
• join duty idiom
• undertaking

You can also find related words, phrases, and synonyms in the topics:

assignment | Intermediate English

Assignment | business english, examples of assignment, collocations with assignment.

These are words often used in combination with assignment .

Click on a collocation to see more examples of it.

Translations of assignment

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The ‘Swift Boating’ of Tim Walz has begun. What is the truth?

By Matt White , Patty Nieberg

Posted on Aug 7, 2024 5:02 PM EDT

9 minute read

Questions about the final months of Tim Walz’s 24-year National Guard career have triggered a flurry of questions and confusion among military members and veterans, and Wednesday drew a sharp accusation from Walz’s vice presidential opponent, Republican J.D. Vance. In a bitter attack at a rally in Michigan, Vance claimed Walz “abandoned” his guard unit in 2005, just before a deployment to Iraq.

“When Tim Walz was asked by his country to go to Iraq, you know what he did?,” Vance said Wednesday in Shelby Township, Michigan. “He dropped out of the Army and allowed his unit to go without him.”

Accusing a 24-year veteran and former command sergeant major of abandoning his troops by ducking combat is a grave insult in the veteran community, and strikes deep emotions in many. By Wednesday afternoon, a conservative influencer had called for veterans to post pictures of themselves while deployed under the meme “Me not being Tim Walz,” drawing hundreds of responses .

But attacks on veteran service records are not new in politics.

At least one soldier who knew Walz as well as any has defended him — despite not being a fan. Joseph Eustice, whose personal Facebook page today has anti-Walz posts, held the same job as Walz — command sergeant major of 1st battalion, 125th Artillery Regiment.

When the retirement controversy flared up in 2022, Eustice told local media that Walz fulfilled his duty.

“He was a great soldier,” Eustice told the Star Tribune. “When he chose to leave, he had every right to leave.”

Several other soldiers from Walz’s unit echoed that sentiment, including a former brigadier general.

Eustice speculated the controversy could be stoked by sour grapes by a soldier who was passed over for the promotion to command sergeant major that went to Walz.

Still, the assault on Walz’s retirement appears to have caught the Harris-Walz campaign completely unaware. A Minnesota government spokesperson for Walz told Task & Purpose of Walz’s retirement, “In May 2005, Walz retired to run for Congress following 24 years of service.”

They did not address whether Walz knew a deployment was pending or if he actively sought to avoid it.

Tim Walz’s retirement timeline

The timeline of Walz’s service and the deployment of his unit, the 1st Battalion, 125th Field Artillery Regiment, is relatively clear, through public records, news accounts and press releases at the time:

• April 2004 : Walz returns to Minnesota with the 1/125th after a year-long deployment as part of Operation Enduring Freedom in Turkey and Europe. Walz was stationed at Vicenza, Italy, where the unit pulled guard duty on friendly military bases, which may have been back-fill duty for active duty units deployed to Afghanistan.
• September 2004: Walz was promoted to sergeant major on Sept. 17, and began serving as the 1/125th’s command sergeant major “while his packet was submitted to the National Guard Bureau to appoint him to command sergeant major,” according to  Col. Ryan Cochran, Minnesota National Guard’s director of manpower & personnel.
• March 2005 : Walz’s newly-formed campaign for a Congressional House seat releases a press release that indicates Walz is aware of a possible but unconfirmed deployment , though no official orders have been announced. “The National Guard Public Affairs Office announced a possible partial mobilization of roughly 2,000 troops from the Minnesota National Guard,” the press release said. “The announcement from the National Guard PAO specified that all or a portion of Walz’s battalion could be mobilized to serve in Iraq within the next two years… When asked about his possible deployment to Iraq Walz said, “As Command Sergeant Major I have a responsibility not only to ready my battalion for Iraq, but also to serve if called on. I am dedicated to serving my country to the best of my ability, whether that is in Washington DC or in Iraq.”
• April 2005 : Walz’s promotion packet was approved by the National Guard Bureau, making his appointment as the 1/125th command sergeant major permanent on April 1. Walz was promoted under a program that was designed to select senior NCOs to occupy command sergeant major positions, according to a 1989 National Guard regulation. Master sergeants and 1st sergeants must be promoted to sergeant major before they can be laterally appointed to command sergeant major, according to the policy. 
• May 2005 : Walz officially retires from the Minnesota National Guard after 24 years of service, according to documents posted online that appear to be his NGB Form 22, a Report of Separation and Record of Service. Walz had previously retired after 20 years of service but returned to service after Sept. 11, he wrote in a Winona Daily News opinion piece , re-enlisting for four years. His NGB Form 22 indicates his “terminal reserve/military service obligation” date was September 2007. Minnesota National Guard officials said their records “do not indicate when he made his request to retire.”
• July 2005 : Minnesota National Guard said in a statement Wednesday that the 1st Battalion, 125th Field Artillery received an alert order for mobilization to Iraq on July 14, 2005.
• October 2005 : The unit mobilized Oct. 12, the Guard said.
• March 2006 : The 125th deploys to Iraq, 10 months after Walz had separated from the unit. The unit will not return until September 2007.

Many details of Walz’s decision process remain unclear. The 2005 press release by Walz’s House campaign indicates he knew a deployment was possible at least four months before the unit received official orders and two before he retired. But that timeline could have several missing pieces.

For one, advanced heads up notice is not uncommon. Unofficial alerts also known as ‘Notification of Sourcing’ did not begin until 2009. “Any communication prior to the official order in 2005 would be considered an unofficial notice, for a possible deployment, and would be subject to change until an official mobilization order was received,” the Minnesota Guard said in a statement.

A second uncertainty lies in the May 2005 retirement date when Walz’s retirement became official. It likely came many months after he ‘dropped his papers’ to inform his chain of command he intended to retire, beginning the process. Reporting by the Washington Post on Wednesday indicates that Walz spoke to several soldiers in the unit about his conflicted thoughts before deciding to retire .

Walz’s military experience is being touted by Democrats as a strong part of his appeal to voters and a testimony to his personal values and commitment to defense and veterans issues as a lawmaker. Patrick Murphy, a former  Under Secretary of the Army and the first Iraq war veteran to be elected to the  United States House of Representatives , told Task & Purpose that Walz will absolutely get veterans to vote for the Harris-Walz ticket.

“There are 900,000 veterans in Pennsylvania ready to run through a wall for Tim Walz,” Murphy said.

But Vance’s attack, echoing accusations Walz faced in his 2022 race for Governor, characterized that retirement as a kind of betrayal — and an echo of attacks that military veterans have faced in previous political races.

‘Swift boat’

Vance’s attacks on Wednesday echo a wide range of Republican officials and other conservatives who within hours of Walz introduction rushed to announce they are eager to “swiftboat” Walz.

“Swiftboat” is a political short-hand for the 2004 media campaign that attacked Democrat John Kerry’s combat experience as a Navy officer aboard riverine patrol boats in Vietnam, known to their crews as Swift Boats. That campaign, run by a group calling itself Swift Boat Veterans for Truth , was run by Chris LaCivita , who is now a co-manager of Donald Trump’s presidential campaign.

LaCivita has posted at least three times about Walz’s retirement in the last day, more than any other topic about the new Vice Presidential candidate.

The attacks on Walz’s service go back to his run for Minnesota Governor. In November 2018, two retired Minnesota Guard command sergeants major , including one who took over Walz’s position as command sergeant major, wrote a paid endorsement letter to the editor of the West Central Tribune, a Minnesota newspaper. They described Walz’s retirement ahead of his battalion’s Iraq deployment as quitting and leaving the battalion’s soldiers “hanging” and “without its senior Non-Commissioned Officer, as the battalion prepared for war.” 

Wednesday, the attacks appeared to be gathering steam among veterans online. 

Command Sergeant Major ‘reduction’ to Master Sergeant

A second issue for Walz may be his retirement rank. He served as the 125th’s command sergeant major, an E-9, the Army’s highest enlisted rank. However, according to the Minnesota Guard, his retirement status and benefits were reduced to that of an E-8 because he did not complete the training required of all E-9s.

“Soldiers who do not finish the course revert back to their prior rank,” a National Guard spokesperson told Task & Purpose. “This is what we refer to as an administrative reduction and not punitive in nature.”

The course Walz failed to complete was a 750-hour course in the Army’s Sergeants Major Academy, which would have included 86 hours in residence at Ft. Bliss, Texas. Completing the course is mandatory for E-9s, though completing the training after being promoted is not uncommon. But without the training, Walz was not eligible to retire as a full E-9 and his retired status and benefits were ‘reduced’ to E-8 after he left service.

The Minnesota Guard confirmed to Task & Purpose that Walz was properly promoted and served in the E-9 role, and “retired as” an E-9, despite the later reduction. His campaign website for earlier races has said : “When he retired, Tim was the highest-ranking enlisted National Guard soldier in southern Minnesota.”  

Jeffrey Frisby, a former master sergeant for the Arkansas National Guard and executive director of the Enlisted Association of the National Guard of the United States said similar situations still occur.

“I don’t know that we would put on that rank, but we would definitely serve in that position,” he said. “I do think that that still happens and I do think that people serve in capacities above their rank but above their official military pay grade to serve in a leadership position still today.”

A gap in a leadership position like CSM could’ve meant that “if they didn’t put someone in there to manage those tasks, to oversee those soldiers, oversee that training, then something was gonna get missed and something might not have been done to standard,” Frisby said. For CSMs in particular, he said, they manage transportation, food, lodging, and “soldier care” issues. 

“They might have missed training events and training timelines so to have someone in that leadership role is very important, even if you’re just an acting position,” Frisby said. “Even though he wasn’t eligible for that command title, we would probably still put him in that role and let him serve in that capacity because somebody in that chain of command thought this was the right guy for the job.”

UPDATE , 8/7/2024 : this story has been updated to include the 1/125th’s 2003 deployment to Italy in the timeline and the 2005 press release from his campaign. A misstatement of Walz’s highest rank, command sergeant major, was also corrected.

UPDATE , 8/13/2024 : this story has been updated to include technical details of Walz’s command sergeant major promotion with information provide by the Minnesota National Guard after publication.

The latest on Task & Purpose

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• An Army officer is one of the stars of the U.S. women’s Olympic rugby team
• Army marksmanship instructor wins Olympic medal in rifle event
• Inside the recovery of MIA Americans from a secret jungle base
• Pentagon orders review of Medals of Honor given for Wounded Knee Massacre

Latest in Army

An army ranger saved a veteran from burning car, and it’s not his first time an army ranger saved a veteran from burning car, and it’s not his first time.

By Joshua Skovlund

Army lieutenant colonel with 37 years’ service dies while exercising Army lieutenant colonel with 37 years’ service dies while exercising

By Jeff Schogol

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