What are the challenges faced by an engineer when shifting to Nokia R&D from another domain?

Hi Rukshan – thank you for submitting your question. Workplace performance can be described as a blend of behaviors (and the knowledge, skills, and attitudes that the blend of behaviors produces). The performance challenges faced by an engineer when shifting from one domain to another can be characterized by the engineer’s workplace performance in the new domain. A basic performance model (namely, Dr. Thomas Gilbert’s Behavior Engineering Model) suggests that information, resources, and consequences (or the lack thereof) will be the main contributors to (or detractors from) the engineer’s performance in the new domain. Environmental performance factors are the information, resources, and consequences that are made available in the new domain’s workplace, and individual performance factors are the information, resources, and consequences already possessed by the engineer. As it applies to one’s workplace, specific environmental performance factors consist of (1) data – e.g., direction and feedback [the information], (2) instruments – e.g., tools, procedures, and time [the resources], and (3) incentives – e.g., monetary, non-monetary compensation, and career development [the consequences]. As it pertains to the engineer, the specific individual performance factors include (1) knowledge – e.g., training and job aids [the information], (2) capacity – e.g., selection, schedules, aptitude/abilities [the resources], and (3) motives – e.g., the alignment between individual’s motives and available incentives [the consequences]. The performance model considers the environmental and individual performance factors to be equally important; where all six of the performance factors (3 environmental factors + 3 individual factors) must be present for the engineer’s performance improvement to occur. I hope that this information helps.