Ch 2

Question 1

Job

Answer 1

Group of related activities and duties.

Question 2

Position

Answer 2

Collection of tasks and responsibilities performed by an individual.

Question 3

Job analysis process

Answer 3

Phase 1- preparation for job analysis.
Step 1-familiarize with the organization and the jobs
Step 2- determine uses of job analysis.
Step 3- identify jobs to be analyzed.

Phase 2 - collection of job analysis information
Step 4- determine sourced of job data
Step 5- data collection instrument design
Step 6- choice of method for data collection.

Phase 3- use of job analysis information- job description
-job specification
Job performance standards.

Question 4

Job analysis questionnaires

Answer 4

Checklists that seek to collect information about jobs in a uniform manner.

Question 5

Interview

Answer 5

Approach to collecting job and performance related information by a face-to-face meeting with job holder, typically using a standardized questionnaire.

Question 6

Focus group

Answer 6

A face to face meeting with 5-7 knowledgeable experts on a job and a facilitator to collect job and performance related information.

Question 7

Mailed questionnaires

Answer 7

Standardized questionnaires used to survey employees to collect information about jobs, working conditions, and other performance related information.

Question 8

Pulse surveys

Answer 8

Pulse surveys are used periodically assess the opinion of employees

Question 9

Employee log

Answer 9

Approach to collecting job and performance related information by asking the job holder to summarize tasks, activities, and challenges in a diary format.

Question 10

Observation

Answer 10

An approach to collecting job and performance information by direct observation of job holders by a specialist.

Question 11

Combination

Answer 11

Concurrent use of two or more job analysis techniques (ex interview and observation)

Question 12

Job description

Answer 12

A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job.

Question 13

Job identity

Answer 13

Key part of a job description, including job title, location, and status.

Question 14

Job code

Answer 14

A code that uses numbers, letters or both to provide a quick summary of the job and its content.

Question 15

National occupational classification (NOC)

Answer 15

An occupational classification created by the federal government using skill level and skill types of jobs.

Question 16

Working conditions

Answer 16

Facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements and so on, associated with a job.

Question 17

Job specification

Answer 17

A written statement that explains what a job demands of job holders and the human skills and factors required.

Question 18

Competency

Answer 18

A knowledge, skill ability or behaviour associated with successful job performance.

Question 19

Competency model (framework)

Answer 19

A list of competencies required in a particular job.

Question 20

Competency matrix

Answer 20

A list of the level of each competency required for each of a number of jobs.

Question 21

Job design

Answer 21

Identification of job duties, characteristics and sequences taking into consideration technology, workforce , organization character, and environment.

Question 22

Efficiency

Answer 22

Achieving maximal output with minimal input.

Question 23

Workflow

Answer 23

The sequence of and balance between jobs in an organization needed to produce the firms goods or services.

Question 24

Ergonomics

Answer 24

The study of relationships between physical attributes of workers and their environment to reduce physical and mental strain and increase productivity and quality of work life.

Question 25

Autonomy

Answer 25

In a job context, independence- having control over one’s work and ones response to the work environment.

Question 26

Variety

Answer 26

An attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities

Question 27

Task identity

Answer 27

The feeling of responsibility or pride that comes from doing an entire piece of work, not just a small part of it.

Question 28

Feedback

Answer 28

Information that helps evaluate the success or failure of an action or system.

Question 29

Task significance

Answer 29

Knowing that the work one does is important to others in the organization or to outsiders.

Question 30

Job rotation

Answer 30

Moving employees from one job to another to allow them more variety and to learn new skills.

Question 31

Job enlargement

Answer 31

Adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills.

Question 32

Job enrichment

Answer 32

Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance.

Question 33

Job families

Answer 33

Groups of different jobs that are closely related by similar duties, responsibilities , skills and job elements.

Question 34

Environmental considerations

Answer 34

The influence of the external environment in job design. Includes employee ability, availability and social expectations.

Question 35

Social expectations.

Answer 35

The larger society’s execrations from employees regarding job challenge, working conditions, and quality of life

Question 36

Work practices

Answer 36

The set ways of performing work in an organization.

Question 37

Job analysis

Answer 37

Systematic study of a job to discover its specifications, skill requirements , and so on, for wage-setting, recruitment, training or job-simplification purposes.