Chapter 4 Flashcards
What is job analysis?
The process of obtaining information about jobs by determining the duties, tasks, and skills associated with them.
What is a job?
A group of related activities and duties with minimal overlap or repetition with other jobs.
What is a position?
Specific duties and responsibilities performed by only one employee.
What is work?
Tasks or activities that need to be completed within an organization.
What are the key components of job analysis?
Duties, tasks, activities, and required skills, knowledge, and abilities.
What is a duty?
A broad responsibility that includes related activities/tasks under a key responsibility area.
What is an activity?
A general area of responsibility that includes multiple related tasks.
What is a task?
A specific, measurable piece of work performed to complete an activity.
What is a job description?
A document listing tasks, duties, and responsibilities along with the required skills, knowledge, and abilities.
What are the components of a job description?
Job title, reports to, date, summary, duties and responsibilities, job specification, performance standards.
What is a job specification?
A document listing the qualifications, skills, experience, and personal attributes required to perform a job.
How does job analysis relate to HRM?
It supports recruitment, selection, training, performance appraisal, and compensation.
What is job design?
The process of structuring a job to improve efficiency, performance, and employee satisfaction.
What is the Job Characteristics Model (JCM)?
A framework designed to improve employee satisfaction and productivity through core job dimensions.
What are the core job dimensions in the JCM?
Skill variety, task identity, task significance, autonomy, and feedback.
What are the psychological states influenced by the JCM?
Experienced meaningfulness, experienced responsibility, and knowledge of results.
What are the personal and work outcomes of the JCM?
Increased motivation, performance, satisfaction, and reduced absenteeism and turnover.
What are some problems with job descriptions?
Can become outdated, may not reflect actual work, and can limit flexibility.
What legal considerations should be included in job descriptions?
Compliance with labor laws, equal opportunity policies, and clear, non-discriminatory language.
What is an example of a poorly designed job?
A barista struggling due to lack of proper job analysis, training, or clear expectations.
What is the impact of poor job design?
Decreased productivity, job dissatisfaction, and higher turnover rates.
How can managers ensure job information is accurate?
By consulting employees, conducting job analysis, and regularly updating job descriptions.
What are some key factors that make work engaging and meaningful?
Autonomy, skill variety, task significance, opportunities for growth, and recognition.
