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Bureaucratic
Common in larger organizations, numerous levels of management, clearn lines of communication, separation between units.
Common in smaller organizations, fewer if any levels of management, more broadly defined jobs, empowerment and collaboration, power struggles
Flat
Ideal in the case of multiple projects or products. Two lines of accountability, organized, communicative, conflicts possible.
Matrix
Knowledgeable about tasks duties, responsibilities, and human attributes never any for performing a job
Subject matter experts
- currently holding a position
- knowledgeable about the job
- misinformation possible
Incumbent
Has charge over workplace
Knowledgeable about Job IMPORTANCE
Less knowledgeable about day to day events
Supervisor
Can provide a objective assessment
Inside knowledge of organization may be limited
Job analyst
Supervisor should NOT be present when ____ an incumbent
Interviewing
Contains 195 items about various job elements
Job elements (general behaviour not specific work activities)
Position analysis questionnaire
Standardized
Easy too administer
Personal factors have limited impact
Advantages on position analysis questionnaire
Reading level high
More suited to assess manual labour
Poor differentiation between jobs
Limitations of position analysis
73 items that evaluate a job in terms of the abilities required to perform it
Abilities; strength, manual dexterity
Rated on a 7 point scale
Fleishman job analysis
Standardized
Easy to administer
Better differentiation between jobs
Fleishman job analysis advantages
Tasks, duties, responsibilities, describe environment and equipment, TDRS
Job description
Knowledge, skills, abilities, other characteristics, KSAOs
Job specification
