Ch 4 Flashcards
Job
A group of related activities and duties
position
The different duties and responsibilities performed by only one employee
job family
A group of individual jobs with similar characteristics
Job analysis
The process of obtaining information about jobs by determining the duties, tasks, or activities of jobs
Job specification
A statement of the needed knowledge, skills, and abilities of the person who is to perform the job
job description
A statement of the tasks, duties, and responsibilities of a job to be performed
- contain at least three parts: a job title, a job identification section (e.g., department, person
to whom the jobholder reports), and a job duties section
HRM Functions
recruitment, selection, training and development, performance appraisal, compensation management, legal compliance
approaches to job analysis
PAQ, critical incident method, task inventory analysis, FJA, competency-based analysis
Position analysis questionnaire (PAQ)
a questionnaire covering 194 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job
Critical incident method
a job analysis method by which
important job tasks are identified for job success
Task inventory analysis
an organization-specific list of tasks and their descriptions used as a basis to identify components
of jobs
functional job analysis (FJA)
a job analysis approach that
uses an inventory of the various types of work activities that
can constitute any job
Competency-based analysis
this job analysis method relies on building job profiles that look at the responsibilities and activities of jobs and the worker competencies necessary
to accomplish them (e.g., interpersonal communication skills, decision-making ability)
Job design
an outgrowth of job analysis that
improves jobs through technological and
human considerations to enhance organization efficiency and employee job satisfaction
job enrichment
enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying
job characteristics model
a job design theory that purports
that three psychological states of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover
Job crafting
a naturally occurring phenomenon whereby
employees mould their tasks to fit their individual strengths,
passions, and motives better
job carving
a self-driven pursuit to change aspects of an individual’s own position to improve the fit between the job and their needs, skills, and preferences
Industrial engineering
a field of study
concerned with analyzing work methods and
establishing time standards
ergonomics
an interdisciplinary approach to
designing equipment and systems that can be
easily and efficiently used by human beings
Common flexible work schedules
the compressed workweek, flextime,
job sharing, telecommuting
the compressed workweek
the number of days in the workweek is shortened by lengthening the number of hours worked per day
flextime
flexible working hours that permit employees the option
of choosing daily starting and quitting times provided that they
work a set number of hours per day or week
job sharing
the arrangement whereby two part-time employees
perform a job that otherwise would be held by one full-time
employee
telecommuting
use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace
Problems with Job Descriptions
- sometimes not updated as job
duties or specifications change - can limit the scope of activities of the
jobholder, reducing organizational flexibility
Competencies
the knowledge, skills, abilities, personal characteristics, and other work-related factors that would make an individual a better performer in the specified
position
Five factors for enriching jobs and motivating
employees
achievement, recognition, growth, responsibility,
and performance of the whole job versus only parts of the job
three psychological states
experiencing meaningfulness of
the work performed, responsibility for work outcomes, and knowledge of the results of the work performed
five job characteristics
1) Skill variety
2) Task identity
3) Task significance
4) Autonomy
5) Feedback
