Chapter 4 - Job Analysis and Work Design

Question 1

Job

Answer 1

A group of related activities and duties.

Question 2

Position

Answer 2

The different duties and responsibilities performed by only one employee.

Question 3

Job family

Answer 3

A group of individual jobs with similar characteristics.

Question 4

Job specification

Answer 4

A statement of the needed knowledge, skills, and abilities of the person who is to perform the job.

Question 5

Job description

Answer 5

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

Question 6

Job analysis

Answer 6

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

Question 7

Position analysis questionnaire (PAQ)

Answer 7

A questionnaire covering 194 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job.

Question 8

Critical incident method

Answer 8

A job analysis method by which important job tasks are identified for job success.

Question 9

Task inventory analysis

Answer 9

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

Question 10

Functional job analysis (FJA)

Answer 10

A job analysis approach that uses and inventory of the various types of work activities that can constitute any job.

Question 11

Job design

Answer 11

An outgrowth of job analysis that improves jobs through technological and human considerations to enhance organization efficiency and employee job satisfaction.

Question 12

Job enrichment

Answer 12

Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying.

Question 13

Job characteristics model

Answer 13

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 absenteeism and turnover.

Question 14

Employee empowerment

Answer 14

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

Question 15

Job crafting

Answer 15

A naturally occurring phenomenon whereby employees mould their tasks to fit their individual strengths, passions, and motives better.

Question 16

Industrial engineering

Answer 16

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

Question 17

Ergonomics

Answer 17

An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings.

Question 18

Employee involvement groups (EIGs)

Answer 18

Groups of employees who meet to resolve problems or offer suggestions for organizational improvement.

Question 19

Employee teams

Answer 19

An employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in matters traditionally considered management prerogatives, such as process improvements, products or service developments, and individual work assignments.

Question 20

Flextime

Answer 20

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 20

Job sharing

Answer 20

The arrangement whereby two part-time employees perform a job that otherwise would be held by one full-time employee.