Chapter 4 - Designing and Analyzing Jobs

Question 1

“A process by which information about jobs is systematically gathered and organized.”

Answer 1

Job Analysis

Question 2

A group of related activities/duties for one or more employees

Answer 2

Job

Question 3

The collection of tasks/responsibilities performed by one person

Answer 3

Position

Question 4

The formal relationships among jobs in an organization;

should be appropriate given strategic goals

Answer 4

Organizational Structure

Question 5

Clarifies chain of command; who reports to whom;

Does not explain communication patterns, degree of supervision, power, authority, or specific duties

Answer 5

Organization Chart

Question 6

Necessary when there are a number of similar jobs

Answer 6

Select Jobs to be Analyzed

Question 7

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

Answer 7

Job Design

Question 8

Top-down management approach; many levels, and hierarchical communication channels and career paths; highly specialized jobs with narrowly defined job descriptions; focus on independent performance

Answer 8

Bureaucratic

Question 9

Decentralized management approach; few levels and multidirectional communication; broadly defined jobs with general job descriptions; emphasis on teams and on product development

Answer 9

Flat

Question 10

Each job has two components: functional and product

Answer 10

Matrix

Question 11

Work simplification;

industrial engineering

Answer 11

Job Specialization

Question 12

Physical needs of workers

Answer 12

Ergonomic Aspects

Question 13

Demonstrable characteristics that enable performance of a job

Answer 13

Competencies

Question 14

Shift from job-specific duties to competencies in job descriptions; emphasis on employee capabilities

Answer 14

Competency-Based Job Analysis

Question 15

It encourages workers to learn and rotate among jobs;
More strategic approach to defining jobs;
Supports performance management process

Answer 15

Competency Analysis

Question 16

• Interviews (individual, group, supervisory)
• Questionnaires
• Observations
• Participant diary/log
• National Occupation Classification (NOC)

Answer 16

Collecting Job Analysis Information

Question 17

A long list of specific duties or tasks (such as “change and splice wire”); asks whether or not each duty or task is performed

Answer 17

Structured

Question 18

Simply describes the major duties of the job

Answer 18

Open-ended

Question 19

Inconsistencies/concerns can be addressed;

participants will be more honest

Answer 19

Increases validity and reliability

Question 20

Statement of duties, responsibilities, reporting relationships, and working conditions of the job

Answer 20

Job Description

Question 21

Statement of requisite knowledge, skills, and abilities needed to perform the job

Answer 21

Job Specification

Question 22

Generally contains several categories of information;
The position title specifies the title of the job;
The department and location are also indicated, along with the title of the immediate supervisor

Answer 22

Job Identification

Question 23

Should describe the general nature of the job, listing only its major functions or activities.

Answer 23

Job Summary

Question 24

Indicates the jobholder’s relationships with others inside and outside the organization

Answer 24

Relationships

Question 25

This section presents a detailed list of the job’s major duties and responsibilities.

Answer 25

Duties and Responsibilities

Question 26

This section of a job description should define the limits of the jobholder’s authority, including his or her decision-making authority, direct supervision of other employees, and budgetary limitations.

Answer 26

Authority

Question 27

Indicates the standards the employee is expected to achieve in each of the job description’s main duties and responsibilities.

Answer 27

Performance Standards/Indicators

Question 28

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

Answer 28

Physical Demands Analysis

Question 29

Not legally required but highly advisable;
essential job duties should be clearly identified;
the only criteria examined should be knowledge, skills, and abilities required for the essential duties of the job;
when an employee cannot perform an essential duty because of reasons related to a prohibited ground, reasonable accommodation to the point of undue hardship is required

Answer 29

Human Rights Legislation Considerations

Question 30

Answers the question “What human traits and experience are required to do this job?”;

all listed qualifications are bona fide occupational requirements (BFORs)

unjustifiably high educational/experience requirements may lead to systemic discrimination

qualifications of incumbents should not be confused with the minimum requirements

for entry-level jobs, identify actual physical and mental demands

Answer 30

Job Specifications