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 (KSAs) of the person who is to perform the job.

Question 5

Job Descriptions

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 (Contrast with PAQ, which is standardized, this is unique to org.)

Question 10

Competency-Based Analysis

Answer 10

Used in dynamic environments where job demands change rapidly, identifies worker competencies needed to accomplish job tasks.

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; should facilitate the achievement of organizational objectives

Question 12

Job enrichment

Answer 12

Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying (Vertical expansion of jobs)

Question 13

Job Characteristics Models (JCM)

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 results in improved work performance, lower 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

Five Characteristics of JCM

Answer 15

Skill Variety, Task Identify, Task Significance, Autonomy, Feedback

Question 16

Skill Variety

Answer 16

The degree to which a job entails a variety of different skills, which demand the use of a number of different skills and talents of the jobholder

Question 17

Task Identity

Answer 17

The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from the beginning to end with a visible outcome

Question 18

Task significance

Answer 18

The degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or in the external environment

Question 19

Autonomy

Answer 19

The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out

Question 20

Feedback

Answer 20

The degree to which carrying out work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance

Question 21

Industrial Engineering

Answer 21

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

Question 22

Ergonomics

Answer 22

An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings (AKA fitting person to the job)

Question 23

Employee Involvement Groups (or Quality Circles)

Answer 23

Groups of employees who meet to resolve shared problems or offer suggestions for organizational improvement; recommendations are generally sent to management

Question 24

Employee Teams

Answer 24

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, service development and individual work assignments

Question 25

Work teams

Answer 25

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

Question 26

Self-directed/Autonomous/High-Performance Teams

Answer 26

Groups of employees who are accountable for a “whole” work process or segment that delivers a product or service to an internal or external customer

Question 27

Cross-functional team

Answer 27

A group staffed with a mix of specialists and formed to accomplish a specific objective; assigned rather than voluntary membership

Question 28

Project team

Answer 28

A group formed specifically to design a new product or service. Members assigned by management on the basis of their ability to contribute to success and usually disbands after project completion.

Question 29

Self-directed team

Answer 29

A group of highly trained individuals performing a set of interdependent job tasks within a natural work unit. Team members use consensus decision-making to perform work duties, solve problems, or deal with internal and external customers.

Question 30

Process Improvement Team

Answer 30

A group made up of experienced people from different departments or functions and charged with improving quality, decreasing waste, or enhancing productivity in processes that affect all departments or functions involved. Team members are normally appointed by management.

Question 31

Virtual Teams

Answer 31

A team with widely dispersed members linked together through computer and telecommunications technology

Question 32

Flextime

Answer 32

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

Question 33

Compressed Workweek

Answer 33

4/10 is the most common approach; where employees work the same number of hours but over 4 days instead of five.

Question 34

Job sharing

Answer 34

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

Question 35

Telecommuting

Answer 35

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