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Industrial Psychology > Lesson 2 > Flashcards

Lesson 2 Flashcards

1
Q

The process of identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to performed a job.

A

JOB ANALYSIS

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2
Q

Importance of Job Analysis

A

• Writing Job Description
• Job Classification
• Employee Selection
• Job Evaluation
• Training
• Job Design
• Personpower Planning
• Compliance with Legal Guidelines
• Organizational Analysis

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3
Q

The idea that organizations tend to promote good employees until they reach the level at which they are not competent - in other words, their highest level of incompetence.

A

PETER PRINCIPLE

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4
Q

Obtaining information about a job by talking to a person performing it.

A

JOB ANALYSIS INTERVIEW

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5
Q

Writing a Good Job Description

A

• Job Title
• Brief Summary
• Work Activities
• Tools and Equipment Used
• Job Context
• Compensation Information
• Job Competencies

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6
Q

A cluster of jobs of similar worth.

A

GRADE

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7
Q

A relatively dated term that refers to the knowledge, skills and abilities needed to successfully perform a job.

A

JOB SPECIFICATION/ COMPETENCIES

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8
Q

A process in which employees unofficially change their job duties to better fit their interests and skills.

A

JOB CRAFTING

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9
Q

Steps in Conducting Job Analysis:

A

Step l: Identify Task Performed
Step 2: Write Task Statement
Step 3: Rate Task Statement
Step 4: Determine Essential KSAOs
Step 5: Selecting Test to Tap KSAOs

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10
Q

Sources such as supervisors and incumbents who are knowledgeable about the job.

A

SUBJECT-MATTER EXPERTS (SMES)

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11
Q

JOB ANALYST

A

The person conducting the job analysis.

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12
Q

SME CONFERENCE

A

A group job analysis interview consisting of subject-matter experts.

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13
Q

A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker.

A

AMMERMAN TECHNIQUE

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14
Q

A job analysis method in which the job analyst watchest job incumbents perform their jobs.

A

OBSERVATION

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15
Q

A job analysis method in which the job analyst actually performs the job being analyzed.

A

JOB PARTICIPATION

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16
Q

A questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales such as importance and time spent.

A

TASK INVENTORY

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17
Q

The process of identifying the tasks for which employees need to be trained.

A

TASK ANALYSIS

18
Q

is a body of information needed to perform a task.

A

KNOWLEDGE

19
Q

is the proficiency to perform a learned task.

A

SKILL

20
Q

anbasic capacity for performing a wide range of different tasks, acquiring knowledge, or developing a skill.

A

ABILITY

21
Q

include such personal factors as personality, willingness, interest, and motivation and such tangible factors as licenses, degrees, and years of experience.

A

OTHER CHARACTERISTICS

22
Q

POSITION ANALYSIS QUESTIONNAIRE (PAQ)

A

A structured job analysis method developed by McCormick.

23
Q

A revised version of the PAQ designed to be sued more by the job analyst than by the job incumbent.

A

JOB STRUCTURE PROFILE

24
Q

A structured job analysis technique developed by Cornelius and Hakel that is similar to the PAQ but easier to read.

A

JOB ELEMENTS INVENTORY (JEI)

25
Q

A job analysis method developed by Fine that rates the extent to which a job incumbent is involved with functions in the categories of data, people, and things.

A

FUNCTIONAL JOB ANALYSIS (FJA)

26
Q

A structured job analysis technique that concentrates on worker requirements for performing a job rather that on specific task.

A

JOB COMPONENTS INVENTORY (JCI)

27
Q

An ergonomic job analysis method developed in Germany

A

AET

28
Q

The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT).

A

OCCUPATIONAL INFORMATION NETWORK (O*NET)

29
Q

A directory that was published by the federal government that supplied information for almost 30,000 jobs. It has been replaced by O*NET.

A

DICTIONARY OF OCCUPATIONAL TITLES (DOT)

30
Q

The job analysis method developed by John Flanagan that uses written reports of good and bad employee behaviors.

A

CRITICAL INCIDENT TECHNIQUE (CIT)

31
Q

a practical tool used in curriculum development career guidance and broad based training

A

JOB COMPONENTS INVENTORY

32
Q

A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job.

A

THRESHOLD TRAITS ANALYSIS (TTA)

33
Q

A job analysis method in which jobs are rated on the basis of the abilities needed to perform them.

A

FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)

34
Q

A job analysis method that taps the extent to which a job involves eight types of adaptability.

A

JOB ADAPTIBILITY INVENTORY (JAI)

35
Q

A job analysis instrument that helps determine the personality requirements for a job.

A

PERSONALITY-RELATED POSITION REQUIREMENTS FORM (PPRF)

36
Q

The process of determining the monetary worth of job.

A

JOB EVALUATION

37
Q

The extent to which employees within an organization are paid fairly compared with other employees within the same organization.

A

INTERNAL PAY EQUITY

38
Q

Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs.

A

COMPENSABLE JOB FACTORS

39
Q

The extent to which employees within an organizations are paid fairly compared with employees in other organizations.

A

EXTERNAL EQUITY

40
Q

A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey.

A

SALARY SURVEYS

41
Q

The amount of money paid to an employee.

A

DIRECT COMPENSATION

Industrial Psychology (5 decks)

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