Chapter 2 Flashcards
Autonomy
in a job context, independence – having control over one’s work and one’s response to the work environment
Combination
concurrent use of two or more job analysis techniques (e.g. interviews and observation)
Competency
a knowledge, skill, ability, or characteristic associated with successful job performance
competency matrix
a list of the level of each competency required for each of a number of jobs
competency model (competency framework)
a list of competencies required in a particular job
efficiency
achieving maximal output with minimal input
employee log
approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format.
environmental considerations
the influence of the external environment on job design. Includes employee ability, availability, and social expectations.
Ergonomics
the study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life.
Feedback
Information that helps evaluate the success or failure of an action or system
focus group
a face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job and performance-related information
interview
approach to collecting job- and performance-related information by face-to-face meeting with the job holder, typically using a standardized checklist of questions
job
a group of related activities or duties
job analysis
systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job design purposes.
job analysis questionnaires
checklists used to collect information about jobs in a uniform manner
job code
a code that uses numbers, letters, or both to provide a quick summary of the job and its content.
job description
a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job
job design
identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment
job enlargement
adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills
job enrichment
adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do and evaluate job performance
job families
groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements
job identity
key part of a job description, including job title, location, and status.
job performance standards
the work performance expected from an employee on a particular job
job rotation
moving employees from one job to another to allow them more variety and to learn new skills.
job specification
a written statement that explains what a job demands of jobholders and the human skills and factors required
questionnaires
standardized surveys to collect information about jobs, working conditions, and other performance related information
National Occupational Classification (NOC)
an occupational classification created by federal government using skill level and skill types of jobs
Observation
an approach to collecting job- and performance-related information by direct observation of jobholder by a specialist
Position
collection of tasks and responsibilities performed by an individual
Questionnaires
standardized surveys to collect information about jobs, working conditions, and other performance-related information
social expectations
the larger society’s expectations about job challenge, working conditions, and quality of work life.
task identity
the feeling of responsibility or pride that results from doing an entire piece of work, not just a small part of it
task significance
knowing that the work one does is important to others in the organization or to outsiders
variety
an attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities
work flow
the sequence of and balance between jobs in an organization needed to produce the firm’s goods or services
work practices
the set ways of performing work in an organization
working conditions
facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements, and so on, associated with the job.
