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Industrial Organizational Psychology > Ch. 3 Job Analysis > Flashcards

Ch. 3 Job Analysis Flashcards

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1
Q

Define: Personnel Psychology

A

The specialty area of I/O/P focusing on an organization’s human resources

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2
Q

Goal of Personnel Psychology

A

Maintaining human resources

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3
Q

Define: Job Analysis

A

The systematic study of the 1) tasks, duties and responsibilities of a job, 2) the qualities to perform it

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4
Q

What does Job Analysis produce?

A
  1. Job Description
  2. Job Specifications
  3. Job Evaluation
  4. Performance Criteria
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5
Q

Define: Job Description

A

A detailed accounting of the tasks, procedures, and responsibilities; the tools and equipment used; and the end product or service

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6
Q

Define: Job Specifications

A

Provides information about the human characteristics required to perform the job, such as physical and personal traits, work experience, and education

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7
Q

Define: Job Evaluation

A

The assessment of the relative value or worth of a job to an organization to determine appropriate compensation.

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8
Q

Define: Performance Criteria

A

Are the means for appraising worker success in performing a job

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9
Q

Define: Observations as it relates to job analysis

A

trained job analysts gather information about a particular job by observing the job incumbent and taking detailed notes.

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10
Q

When is observations best used?

A

Manual operations, repetitive tasks or other easily seen activities

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11
Q

What concern is there in observing incumbents?

A

Whether the presence of the observer in some way influences workers performance. AKA: Hawthorne effect

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12
Q

Define: Participation as it relates to job analysis

A

Analyst may want to perform a particular job or job operation to get firsthand understanding of how the job is performed

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13
Q

Define: Existing Data as it relates to job analysis

A

Previous job analysis for the position or an analysis of a related job. Some data may be borrowed from another organization

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14
Q

Define: Interviews as it relates to job analysis

A

Interview several job incumbents, supervisors, subordinates to get a more reliable representation of the job

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15
Q

Define: Surveys as it relates to job analysis

A

Administration of a pencil-and-paper questionnaire that the respondent completes and returns to the job analyst

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16
Q

What are two advantages of surveys over the interview method?

A
  1. The survey allows the collection of information from a number of workers simultaneously making them cost effective when analyst needs to study several positions
  2. Because survey can be anonymous, there may be less distortion or withholding of information than in a face-to-face interview
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17
Q

What is a drawback of surveys?

A

Cannot probe for additional information or for clarification of a response

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18
Q

Define: Subject Matter Experts

A

Job incumbents or knowledgeable supervisors of job incumbents

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19
Q

What are Job Diaries?

A

Job incumbents record their daily activities in a diary

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20
Q

What is an advantage of job diaries?

A

Provides detailed, hour-by-hour, day-by-day account of the worker’s job

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21
Q

What is a disadvantage of job diaries?

A

Time consuming, both for the worker who is keeping the diary and the job analyst who has to analyze the large amount of info contained in the diary

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22
Q

Define: Job Element Method

A

Looks at the basic knowledge, skills, abilities, or other characteristics - KSAOs - that are required to perform a particular job. SMEs rank or rate the elements in terms of importance.

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23
Q

What are SMEs?

A

Subject Matter Experts

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24
Q

True or False: The job element method is person oriented.

A

True. It is person oriented as it focuses on characteristics of the individual who performs the job.

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25
Q

Define: Critical Incidents Technique (CIT)

A

Records the specific worker behaviors that have led to particularly successful or unsuccessful job performance

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26
Q

How is information obtained in the Critical Incidents Technique (CIT)?

A

Information is obtained by giving interviews or questionnaires to job incumbents, job supervisors, or other knowledgeable individuals

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27
Q

What does Critical Incidents Technique (CIT) determine after obtaining information?

A

Determines the particular skills, knowledge and ability needed for the position

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28
Q

Define: Position Analysis Questionnaire (PAQ)

A

A structured questionnaire that analyzes various jobs in terms of 187 job elements that are arranged into six categories

29
Q

What are the 6 elements of Position Analysis Questionnaire (PAQ)?

A
  1. Information input
  2. Mental Processes
  3. Work Output
  4. Relationships With Other Persons
  5. Job Context
  6. Other Job Characteristics
30
Q

What is the most widely researched job analysis instrument?

A

Position Analysis Questionnaire (PAQ)

31
Q

Each element PAQ is rated using six categories. Name the categories?

A
  1. Extent of use
  2. Importance
  3. Amount of time
  4. Applicability,
  5. Possibility of occurrence
  6. Special code for miscellaneous job elements
32
Q

What is the rating scale of PAQ?

A

Rated on a scale from 1-5, from minor to extreme applicability with additional rating for “do not apply”

33
Q

Define: Information input as it relates to PAQ

A

Where and how the worker obtains the information needed to perform the job

34
Q

Define: Mental Processes as it relates to PAQ

A

The kind of thinking, reasoning, and decision making required to perform the job

35
Q

Define: Work Output as it relates to PAQ

A

The tasks the worker must perform and the tools or machines needed

36
Q

Define: Relationships With Other Persons as it relates to PAQ

A

The kinds of relationships and contacts with others required to do the job

37
Q

Define: Job Context as it relates to PAQ

A

The physical and/or social contexts in which the work is performed

38
Q

Define: Other Job Characteristics as it relates to PAQ

A

Other relevant activities, conditions or characteristics necessary to do the job

39
Q

What does PAQ produce?

A

A detailed profile

40
Q

Define: Functional Job Analysis (FJA)

A

Structured job analysis technique that examines the sequence of tasks in a job and the processes by which they are completed

41
Q

What are the three broad categories representing the job’s typical interaction?

A
  1. Data
  2. People
  3. Things
42
Q

Define: Data as it relates to FJA

A

Information, knowledge, and conceptions

43
Q

Define: People as it relates to FJA

A

The amount of contact with others a job requires

44
Q

Define: Things as it relates to FJA

A

The workers interactions with inanimate objects such as tools, machines, equipment, and tangible work products

45
Q

What is the scale used in FJA?

A

Hierarchy of work functions ranging from 0 - most involved and complex to the highest digit in the category which is the least involved.

46
Q

What jobs use FJA?

A

Used extensively by organizations in public and private sectors

47
Q

Why was FJA developed?

A

Developed to assist the U.S. Department of Labor

48
Q

Define: Dictionary of Occupational Titles (DOT)

A

Reference guide that classified and gave general descriptions for over 40,000 jobs

49
Q

What replaced DOT?

A

O*NET - The Occupational Information Network

50
Q

Define: O*NET - The Occupational Information Network

A

Contains information about job categories, job KSAOs, as well as information about wages and salaries, job training and licensing requirements for particular jobs, and more.

51
Q

Define: Relative Importance (RI)

A

Should compare the importance between jobs and within jobs and evaluate the tasks “qualitatively” rather than solely on quantitative evaluation

52
Q

What does Title 1 of the ADA state?

A

“In employment matters it is illegal to discriminate against a qualified person with a disability: such an individual is one who can perform the essential functions of a job with or without reasonable accommodations.”

53
Q

What influences compensation?

A

Supply of potential workers, the perceived value of the job to the company and the job’s history

54
Q

Define: Compensable Factors

A

The job elements that are used to determine appropriate compensation for a job

55
Q

What are some examples of compensable factors?

A

Physical demands of the job, amount of training or experience needed, working conditions, and amount of responsibility

56
Q

What does not influence compensation?

A

Market conditions

57
Q

Define: The Equal Pay Act of 1963

A

Mandates that men and women performing equal work receive equal pay

58
Q

What two issues bear directly on the gender gaps?

A
  1. Access to higher paying jobs

2. Women are paid far less for doing same work

59
Q

Define: Comparable Worth

A

The notion that jobs that require equivalent KSAOs should be compensated equally.

60
Q

Define: Exceptioning

A

The practice of ignoring pay discrepancies between particular jobs possessing equivalent duties and responsibilities

61
Q

Define: Title VII of the Civil Rights Act of 1964

A

Prohibits discrimination of employment practices based on race, color, religion, sex, and national origin.

62
Q

Define: Glass Ceiling

A

Limitations placed on women and minorities preventing them from advancing into top-level positions in organizations.

63
Q

Two major questions of job analysis

A
  1. What do people in a particular job do? (Task oriented)

2. What human characteristics are necessary for a job? (Person oriented)

64
Q

Define: KSAO

A

Knowledge: Know to do a task
Skill: Can do a task
Ability: Capability to learn to do a task
Other personal characteristics: Other attributes needed

65
Q

Purpose of Job Analysis

A
  1. Career development
  2. Human resource planning
  3. Project future needs
  4. Legal defense
  5. Performance appraisal
  6. Selection
  7. Training
  8. Research
66
Q

Sources of Job Analysis Information

A
  1. Sources Of Job Analysis Data
  2. Analyst
  3. Subject Matter Expert: SME
    a. Incumbent
    b. Supervisor
  4. Records
  5. Data base
    a. Dictionary of Occupational Titles: DOT
    b. Occupational Information Network: O*NET
67
Q

Data Collection Approaches

A
  1. Surveys
  2. Existing data
  3. Interview
  4. Diary
  5. Observation
  6. Participation
68
Q

Specific Methods of Job Analysis

A
  1. Critical incidents
  2. Functional job analysis: O*NET & its predecessor 3. DOT
  3. Positional Analysis Questionnaire, PAQ
  4. Job element method

Industrial Organizational Psychology (8 decks)

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