Chap-4 terms

Question 1

Job?

Answer 1

formal group or cluster of tasks

Question 2

Role?

Answer 2

an expected pattern or set of behaviors

Question 3

Job analysis?

Answer 3

systematic process of identifying and describing the important aspects of a job and the characteristics a worker needs to do it well

Question 4

Job family?

Answer 4

grouping of jobs that either call for similar worker characteristics or contain parallel work tasks

Question 5

Future-oriented job analysis?

Answer 5

technique for analyzing new jobs or how jobs will look in the future

Question 6

Essential functions?

Answer 6

fundamental duties or tasks of a position

Question 7

Job description?

Answer 7

written description of the duties and responsibilities associated with a job

Question 8

Person specification?

Answer 8

summarizes the characteristics of someone able to perform the job well

Question 9

Essential criteria?

Answer 9

job candidate characteristics that are critical to the adequate performance of a new hire

Question 10

Desirable criteria?

Answer 10

job candidate criteria that may enhance the new hire’s job success, but that are not essential to adequate job performance

Question 11

Critical incidents technique?

Answer 11

job analysis method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job

Question 12

Job elements method?

Answer 12

job analysis method that uses expert brainstorming sessions to identify the characteristics successful workers already have

Question 13

Structured interview technique?

Answer 13

job analysis method in which subject matter experts provide information about the job verbally in structured face-to-face interviews

Question 14

Subject matter expert?

Answer 14

person who exhibits expertise in a job

Question 15

Task inventory approach?

Answer 15

job analysis method in which job experts generate a list of 50 to 200 tasks grouped into categories reflecting the job’s major functions; the functions are then evaluated on dimensions relevant for selection purposes

Question 16

Structured questionnaire method?

Answer 16

job analysis method that involves using a list of preplanned questions designated to analyze a job

Question 17

Position analysis questionnaire(PAQ)?

Answer 17

copyrighted, standardized job analysis questionnaire that can be used for just about any job

Question 18

Job task?

Answer 18

observable unit of work with a beginning and an end

Question 19

Knowledge?

Answer 19

organized body of factual or procedural information that can be applied to a task

Question 20

Skill?

Answer 20

The capability to perform tasks accurately and with ease; skills often refer to psychomotor activities

Question 21

Ability?

Answer 21

more stable and enduring capability to perform a variety of tasks than a skill allows

Question 22

“Other” characteristics?

Answer 22

characteristics that do not fall into the knowledge, skill or ability categories; they include a person’s values, interests, integrity, work style, and other personality traits

Question 23

Job duty?

Answer 23

set of related tasks that are repeated on the job

Question 24

Competency modeling?

Answer 24

job analysis method that identifies the necessary worker competencies for high performance

Question 25

Competencies?

Answer 25

more broadly defined components of a successful worker’s repertoire of behavior needed to do a job well

Question 26

Job rewards analysis?

Answer 26

job analysis technique that identifies the intrinsic and extrinsic rewards of a job

Question 27

Intrinsic rewards?

Answer 27

non-monetary rewards derived from the work itself and from the organization’s culture

Question 28

Extrinsic rewards?

Answer 28

rewards that have monetary value

Question 29

Total rewards?

Answer 29

combination of the intrinsic and extrinsic rewards related to a particular job

Question 30

Employee value proposition?

Answer 30

the balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for the employee’s job performance