Chapter 4- Designing and Analyzing Jobs

Question 1

Organizational Structure

Answer 1

the formal relationships among jobs in an organization

Question 2

Organizational Chart

Answer 2

a “snapshot” of the firm, depicting the organization’s structure in chart form at a particular point in time

Question 3

Job Analysis

Answer 3

Procedure for determining tasks, duties, responsibilities, human attributes (SKAs) required to perform the job

Question 4

Job Description

Answer 4

A list of the duties, responsibilities, reporting relationships, and working conditions of a job- one product of job analysis.

Question 5

Job Specification

Answer 5

A list of the “human requirements” that is, the requisite knowledge, skills, and abilities, needed to perform the job- one product of job analysis.

Question 6

Job Design

Answer 6

the process of systematically organizing work into tasks that are required to perform a specific job

Question 7

Qualitative Job Analysis Technique

Answer 7

Interview (individual, group, supervisory), questionnaires,observation, participant diary/log

Question 8

Quantitative Job Analysis Techniques

Answer 8

PAQ, FJA, NOC

Question 9

Industrial Engineering

Answer 9

a field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time standards

Question 10

Job Enlargement

Answer 10

a technique to relieve monotony and boredom that involves assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform

Question 11

Job Rotation

Answer 11

another technique to relieve monotony and boredom that involves systematically moving employees from one job to another

Question 12

Job Enrichment

Answer 12

any effort that makes an employee’s job more rewarding or satisfying by adding more meaningful tasks and duties

Question 13

Team-Based Job Design

Answer 13

job designs that focus on giving a team, rather than an individual, a whole and meaningful piece of work to do and empowering team members to decide among themselves how to accomplish the work

Question 14

Ergonomics

Answer 14

an interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs

Question 15

Competencies

Answer 15

demonstrate characteristics of a person that enable performance of the job

Question 16

Competency Based Job Analysis

Answer 16

describing a job in terms of the measurable, observable behavioural competencies an employee must exhibit to do well

Question 17

Reasons to use competency analysis

Answer 17

1) Traditional job descriptions (with their lists of specific duties) may actually backfire if a high performance work system is your goal
2) Describing the job in terms of the skills, knowledge, and competencies the worker needs is more strategic
3) Measurable skills, knowledge, and competencies support the employer’s performance management process

Question 18

Job

Answer 18

a group of related activities and duties, held by a single employee or a number of incumbents

Question 19

Position

Answer 19

the collection of tasks and responsibilities performed by one person

Question 20

Physical Demands Analysis

Answer 20

identification of the senses used and the type, frequency, and amount of physical effort involved in a job