PRELIMS LESSON 1 Flashcards
Principles of Scientific Management
- Each job should be carefully analyzed so that the optimal way of doing tasks can be specified.
- Employees should be selected according to characteristics that are related to job performance. Managers should study existing employees to find out what personal characteristics are important.
- Employees should be carefully trained to do their job tasks.
- Employees should be rewarded for the productivity to encourage high levels of performance.
Who made the Time and Motion Studies?
Lillian and Frank Gilbreth
It involves measuring and timing people’s motion as they did tasks with the goal of developing more efficient ways of working.
Lillian and Frank Gilbreth’s Time and Motion Studies
Who conducted the Hawthorne Studies?
Elton Mayo
What did Elton Mayo study at the Western Electric Plant at Hawthorne, Chicago?
Elton Mayo measured the relationship between productivity and work setting (1927- 1932)
The change of behavior because they were being studied.
Hawthorne Effect
COMMON AREAS OF CONCENTRATION FOR INDUSTRIAL/ORGANIZATIONAL
- Selection and Placement
- Training and Development
- Organizational Development
- Performance Measurement
- Quality of work life
- Engineering psychology
HUMAN RESOURCE AREAS
• Recruitment, Selection, Placement • Training and Development • Performance and Employee Management • Compensation and Benefits/ Rewards Management Employee Relations and Discipline
• Process that determines the important tasks of a job and the human attributes necessary to successfully perform those tasks.
JOB ANALYSIS
2 Approaches in Job Analysis
- Job-Oriented Approach
2. Person-Oriented Approach
focuses on the tasks done on the job, describing the job
Job-Oriented Approach
personal characteristics needed for a job
Person-Oriented Approach
• Hierarchy of Higher level descriptions ( Levine, 2002)
- Duty – major component of a job
- Task- complete piece of work that accomplishes some particular objective.
- Activities- individual parts that make up the task.
- Actions
“a collection of discrete but related facts and information about a particular domain . . . acquired through formal education or training, or accumulated through specific experiences”.
• Knowledge
Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks.
KSAOs
a practiced act, or the capacity to perform a specific task or job duty. What a person is able to do on the job
Skill
the stable capacity to engage in a specific behavior. Person’s aptitude or capabilities to do job tasks/ learn to do job tasks or potential to develop skills
Ability
ELEMENTS OF JOB ANALYSIS
- Procedures must be systematic.
- A job is broken into smaller units. It describes components of jobs rather than the overall job.
- Analysis results in some written product, either electronic or on paper.
PURPOSES OF JOB ANALYSIS
Career Development Legal Issues Performance Appraisal Selection Training Research
- Establishing essential functions of a job for fairness in employment.
• Legal Issues
provides a list of major components of the job for performance evaluation.
• Performance Appraisal
SOURCES OF JOB ANALYSIS
Supervisor
Analysts
Trained Observers
Experts
WAYS OF PROVIDING INFORMATION IN JOB ANALYSIS
Performing a job Observation Interview Questionnaire Multiple Methods
METHODS IN JOB ANALYSIS
- Job Component Inventory
- Functional Job
- Position Analysis
- Task Inventories
• Developed to address the need to match job requirements to workers characteristics
Job Component Inventory
• Simultaneous assessment of the job requirements and KSAO of a person.
Job Component Inventory
• Analysis Provides both a description of a job and scores on several dimensions for the job and potential workers.
Functional Job
• Questionnaire deals with the task requirements or elements of jobs and KSAOs for a job.
Position Analysis
• A questionnaire that contains a list of specific tasks that might be done on the job that is being analyzed or a rating scale for tasks.
Task Inventories
Descriptions of the functions and duties performed and the responsibilities involved, and the relation of the job to other jobs in the company.
JOB DESCRIPTIONS
specification of the minimum personal qualifications in terms of a trait, skill, knowledge, and ability required of a worker to perform the job satisfactorily.
JOB SPECIFICATIONS
Process of systematically determining the relative worth of jobs to create a job structure for the organization.
JOB EVALUATION
-quantifying techniques in order to determine a salary for a job
JOB EVALUATION
Characteristics that will serve as the basis for the evaluation of the salary
COMPENSABLE WORTH
Characteristics in Compensable Worth
- Skills required– know how
- Education required
- Responsibility
- Working conditions
- Effect- consequences of error on the job
Means that different but comparable jobs should be paid the same.
COMPARABLE WORTH
SALARY ADMINISTRATION
Internal Job
Value
External Job Value
A theory that individuals compare job inputs and outcomes with those of others and then respond to eliminate inequities.
EQUITY THEORY BY J. STACY ADAMS
• Concerned with the development and application of scientific principles to the workplace.
INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
• Major divisions of I/O Psych
Organizational and Personnel
• Understanding the behavior and enhancing the well-being of employees in the workplace.
ORGANIZATIONAL PSYCHOLOGY
-tries to understand people in the organization, and how they will coordinate with each other
ORGANIZATIONAL PSYCHOLOGY
• Concern of employee efficiency and performance
INDUSTRIAL PSYCHOLOGY
founded one of the first psychological laboratories in 1876 in Leipzig, Germany.
• Wilhelm Wundt
first apply psychology to problems of organizations.
• Hugo Munstenberg
He applied psychology to advertising and selling.
• Walter Dill Scott
The Theory of Everything 1908
• Walter Dill Scott
Psychology and Industrial Efficiency (1913)
• Hugo Munstenberg
Scientific Management and employment management (personnel) movements
• Frederick Wislow Taylor
aims to maximize human efficiency by promoting competition, loyalty, concentration, and imitation.
• Frederick Wislow Taylor
