Managing Work Flows & Conducting Job Analysis

Question 0

Job Analysis

Answer 0

The systematic process of collecting information used to make decisions
about jobs. Job analysis identifies the tasks, duties and responsibilities of a particular job

Question 1

Work Flow

Answer 1

The way work is organized to meet the organization’s production or service
goals

Question 2

Bureaucratic

Answer 2

A pyramid-shaped organizational structure that consists of hierarchies with many levels of management
o Top-down management approach
o Many levels of management
o Hierarchical career paths within one function
o Highly specialized jobs
o Narrowly specified job descriptions
o Rigid boundaries between jobs and units
o Employees or individuals working independently

Question 3

Flat

Answer 3

An organizational structure that has only few levels of management and emphasizes decentralization
o Decentralized management approach
o Few levels of management
o Horizontal career oaths that cross functions o Broadly defined jobs
o General job descriptions
o Flexible boundaries between jobs and units o Emphasis on teams
o Strong focus on the customer

Question 4

Boundaryless

Answer 4

Enables an organization to form relationships with customers. Suppliers and/or competitors, whether to pool organizational resources for mutual benefit or to encourage cooperation in an uncertain environment
o Joint ventures with customers, suppliers and competitors
o Emphasis on teams whose members may cross organizational boundaries o Shares many characteristics of flat organizational structure

Question 5

Prospector

Answer 5

Efficient
Explicit job description
Detailed work planning

Question 6

Prospector

Answer 6

Innovative
Broad Job Classes
They buy talent

Question 7

Work Flow Analysis

Answer 7

The process of examining how work creates or adds value to the ongoing processes in a buisiness
• Efficiencies
• Combination
• Simplification
• Elimination

Question 8

Self Managed Teams

Answer 8

A team responsible for producing an entire product, a component,
or an ongoing service

Question 9

Problem Solving Teams

Answer 9

A team consisting of volunteers form a unit or department who
meet one or two hours per week to discuss quality improvement, cost reductions, or
improvement in the work environment

Question 10

Special Purpose Teams

Answer 10

A team or task force consisting of workers who span functional or organizational boundaries and whose purpose is to examine complex issues

Question 11

HR Implication of teams

Answer 11

• Peer Evaluation
• Team-Based Pay Practices
• Team Input on New Hires
• Team Leaders Emerge
• Shared leadership

Question 12

Internal Motivators

Answer 12

Lead to job satisfactions and higher motivation. In the absence of
motivators, employees will probably not be satisfied with their work or motivated to perform up to their potential
o Work Itself
o Achievement o Recognition
o Responsibility

Question 13

External Hygiene Factors

Answer 13

Are external to the job; they are located in the work environment. The absence of a hygiene factor can lead to active dissatisfaction and demotivation and in extreme situations, to avoidance of the work altogether
o Company Policies
o Working Conditions 
o Job Security
o Salary
o Employee Benefits
o Relationships (supervisors, coworkers and subordinates)

Question 14

Worker Adjustment Theory

Answer 14

Suggest that employees’ motivation levels and job satisfaction depend on the fit between their needs and abilities and the characteristics of the job and the organization

Question 15

Goal Setting Theory

Answer 15

Explicit goals
Difficult goals
Employee participation
Frequent feedback

Question 16

Job Characteristics Theory (Hackman & Oldham)

Answer 16

States that employees will be more motivated to work and more satisfied with their job to the extent that jobs contain certain core characteristics

Skill Variety
Task Identity
Task Significance
Autonomy

Question 17

Task Identity (meaningfulness of Work)

Answer 17

The degree to which a person can do the job from beginning to end with a visible outcome

Question 18

Job Design

Answer 18

The process of organizing work into the tasks required to perform a specific job

Question 19

Job Enrichment

Answer 19

The process of putting specialized tasks back together so that one person
is responsible for producing a whole product or an entire service.
o More opportunities for autonomy and feedback
o More responsibilities that require decision making
o Can provide opportunities for increased interactions with customers and others who are affect as a result of the work

Question 20

Job Analysis

Answer 20

The systematic process of collecting information used to make decisions about jobs. Job analysis identifies the tasks, duties, and responsibilities of a particular job

Question 21

Task

Answer 21

basic element of work that is a logical and necessary step in performing a job duty

Question 22

Duty

Answer 22

consists of one or more tasks that constitute a significant activity performed in a job

Question 23

Responsibility

Answer 23

one or several duties that identify and describe the major purpose or reason for the job’s existence

Question 24

Job Analysis Process

Answer 24

• Interviews
• Observations
• Diaries
• Questionnaires
• Internet-Based Data Collection

Question 25

Job Analysis Use

Answer 25

• Legal Defense
• Recruitment
• Selection
• Performance Appraisal
• Compensation
• Training & Career Development

Question 26

Task inventory Analysis

Answer 26

The technique is used to determine the knowledge, skills, and abilities needed to perform a job successfully. The analysis has three steps: (1) Interview, (2) survey, (3) generation of a task by KSA matrix

Question 27

Critical Incident Technique

Answer 27

Used to develop behavioral descriptions of a job.
Supervisors and workers generate behavioral incidents of job performance. Uses the four steps: (1) generate dimensions, (2) generate incidents, (3) retranslate and (4) assign effectiveness values

Question 28

Position Analysis Questionnaire (PAQ)

Answer 28

Questionnaire that contains 194 different items, seeks to determine the degree to which the different items, or job elements, are involved in performing a particular job. Items organized into 6 sections:
o Information input
o Mental processes
o Work Output
o Relationships with other persons o Job context
o Other characteristics

Question 29

Functional Job Analysis

Answer 29

A technique used in the public sector, can be done by interview
or questionnaire. Collects information on the following aspects of the job
o What the job incumbent does to people, data and things
o The methods and techniques the job incumbent used to perform the job o The machines, tools and equipment used by the job incumbent
o The material, projects or services produced by the job incumbent

Question 30

Guidelines for Job Analysis

Answer 30

• Determine Goal
  • Select Job

* Gather Job Information
• Verify Accuracy of Job
• Document by Writing Job Description

Question 31

Job Duties and Responsibilities

Answer 31

What is done on the job, how it’s done and why it’s done

Question 32

Job Specifications & Minimum Qualifications

Answer 32

Specifications section lists the worker characteristics (KSAs) needed to perform the job successfully. Minimum qualifications are the basis standards a job applicant must have achieved to be considered for the job

Question 33

Contingent Workers

Answer 33

Workers hired to deal with temporary increases in an organization’s workload or to do work that is not part of its core set of capabilities

Question 34

Contract Workers

Answer 34

Are employees who develop work relationships directly with an employer for a specific piece of work or time period

Question 35

Flexible Hours

Answer 35

A work arrangement that gives employees control over the starting and ending times of their daily work schedules