Very good question. As a Manager of "multiple lanes" (another catch phrase, pointing to someone that multi-tasks), I find that when I hire persons to do a specific job, such as an Auto-Electrician or Mechanic, they will be exposed to each others job roles therefore allowing for a multi-skilled individual, so that, should the task require both inputs, one idividual can complete the task successfully, thus allowing me to utilise others for alternate tasks. Having spoken with my employees regularly about this, I have come to believe that they actually prefer to be skilled in this manner and their view is that it is more an enhancement than a lag. They often excel at tasks outside their specific fields and generally are more productive. Excersize caution, for example, if a task is predominantly Mechanical don't unecessarily use the Electrician as he may not be as competant as the Mechanic and vice-versa. When utilising the Human resource in this manner a particular failure could also cause this employee to lack confidence and special attention needs to be paid to ensure they understand that failure is just another step to success, also one needs to pay particular attention to possible errors and the discipline associated with this, so as to avoid obstruction to individual rights. I do not, however, support regular employee changes as this is negative and counter to what we are trying to achieve and may make an employee feel abused or disregarded. If I am going to change employees it will rather be due to the promotion of someone.

I guess it's a little different in the Golf Course industry than what would be elsewhere, but I started out in the same manner and I am greatful for this today as it has allowed insite into many different areas and I hope the same for my subordinates.