Chapter 4: Job Analysis

Question 1

job analysis

Answer 1

the process of obtaining information about jobs by determining their duties, tasks, or activities

should outline the tools needed to do the job, the environment and times at which it needs to be done, with whom it needs to be done, and the outcome or performance level it should produce

Question 2

what are two major pieces that come out of a job analysis?

Answer 2

job descriptions and job specifications

Question 3

job description (outcome of job analysis)

Answer 3

a statement of the tasks and duties and responsibilities of a job to be performed

Question 4

person specifications (job analysis)

Answer 4

a statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs

also called KSAO’s

Question 5

how does job analysis help facilitate a firm’s HR efforts?

Answer 5

strategic HR planning

workflow analysis and job design

recruitment and selection

training and development

performance appraisals and compensation

compensation management

legal compliance

Question 6

what are the most common methods of gathering information needed to do a job analysis?

Answer 6

interviews, questionnaires, observation, and diaries

internet (O’Net)

Question 7

interviews for job analyses

Answer 7

a job analyst or supervisor interviews individual employees and their managers about the parameters of the job

Question 8

questionnaires for job analyses

Answer 8

the job analyst or supervisor circulates standard questionnaires to be filled out individually by jobholders. the forms contain questions similar to those asked in an interview but employees complete the forms unassisted

Question 9

observation for job analyses

Answer 9

the job analyst or supervisor learns about the job by observing and recording the activities associated with it on a standardized form

Question 10

diaries for job analyses

Answer 10

jobholders are asked to keep diaries of their work activities for an entire work cycle - the diaries are normally filled out at specific times of the work shift and maintained for a two to four week period

Question 11

what has greatly facilitated the job analysis process?

Answer 11

software and internet programs

Question 12

functional job analysis

Answer 12

a job-analysis approach that utilizes an inventory of the various types of work activities that can constitute a job

Question 13

position analysis questionnaire (PAQ)

Answer 13

a questionnaire identifying approximately 200 different tasks that, by means of a five-point scale; seeks to determine the degree to which different tasks are involved in performing a job

Question 14

the critical incident method (1)

Answer 14

a job analysis method by which important job tasks are identified for job success

identifies extremely effective or ineffective behaviors by documenting critical incidents that have occurred on the job

• the [context] and the incident
• employee response to the incident [behavior]
• [consequences] of the employee’s actions

Question 15

task inventory analysis (3)

Answer 15

job experts generate a list of tasks based on surveys, interviews, observations, and experience with the job

an organization-specific list of tasks and their descriptions used as a basis to identify components of jobs

Question 16

competency based approach

Answer 16

the objective is to identify key competencies for the organization’s success. these can be identified through focus groups, surveys, or interviews and might include such things as interpersonal communication skills, decision-making ability, conflict resolution skills, adaptability, or self-motivation

Question 17

what are three parts of a job description?

Answer 17

1) the job’s title and location
2) a job’s identification section, which contains administration information such as numerical code for the job, to whom the jobholders reports, and wage information
3) a job duties section

Question 18

job title

Answer 18

the job title is psychologically important because it provides status to the employee

the title can provide an indication of what duties of the job entail

should also indicate the level of the job in the organization

Question 19

job identification section

Answer 19

includes departmental location, the person to whom the jobholder reports, and the date the job description was last revised

payroll or code number, # of employees doing the job, etc.

Question 20

tasks, duties, and responsibilities section

Answer 20

statements covering job duties are typically arranged in their order of importance

duties must be ESSENTIAL functions for success on the job

Question 21

job specification section

Answer 21

clarifies:

the skills required to perform the job

the physical demands the job places on the employee doing it

Question 22

job design (increasing motivation with job design)

Answer 22

an outgrowth of job analysis that improve jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction

organizing work into the tasks required to do the job

Question 23

industrial engineering

Answer 23

a field of study concerned with analyzing work methods and establishing time standards

Question 24

ergonomics

Answer 24

the process of studying and designing equipment and systems that are easy and efficient for employees to use

Question 25

job enrichment (increasing motivation with job design)

Answer 25

applying motivation theories to the workplace (task significance, autonomy, feedback, etc.) to make the job more meaningful

Question 26

job characteristics model

Answer 26

a job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover

Question 27

what are the five core job dimensions that produce the three psychological states?

Answer 27

skill variety

task identity

task significance

autonomy

feedback

Question 28

job enlargement (increasing motivation with job design)

Answer 28

the process of adding a greater variety of tasks to a job

Question 29

job rotation (increasing motivation with job design)

Answer 29

the process whereby employees rotate in and out of different jobs

Question 30

employee empowerment

Answer 30

granting employees power to initiate change, thereby encouraging them to take charge of what they do

Question 31

what are additional tips for empowering employees?

Answer 31

participation

innovation

access to information

accountability

Question 32

job crafting

Answer 32

a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better

Question 33

employee team

Answer 33

a group of employees working together toward a common purpose, in which members have complimentary skills, members’ work is mutually dependent, and the group has discretion over tasks performed

Question 34

dejobbing

Answer 34

refers to a process of structuring organizations not around jobs but around projects that are constantly changing

Question 35

virtual teams

Answer 35

teams that utilize telecommunication technology to link team members who are geographically dispersed - often worldwide across cultures and across time zones

Question 36

flextime (flexible work schedules)

Answer 36

flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week

Question 37

job sharing (flexible work schedules)

Answer 37

an arrangement whereby two part-time employees perform a job that otherwise would be held by on full-time employee

Question 38

telecommuting (flexible work schedules)

Answer 38

use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace

Question 39

structured interview technique (2)

Answer 39

SME’s provide information about the job verbally in structured

Question 40

using job designs to increase motivation

Answer 40

skill variety
task identity
task significance 
autonomy
feedback

*these are the five pieces

Question 41

organizational structure

Answer 41

bureaucratic vs flat

Question 42

bureaucratic structure

Answer 42

top down management
hierarchical career paths
specialized jobs
rigid boundaries

Question 43

flat organization

Answer 43

decentralized management
horizontal, cross-function career paths
general job descriptions
teams are leveraged more
empowerment