Week 1 Flashcards
Job Analysis
process for gathering, documenting and analyzing information about a job to determine the activities and responsibilities it includes
- relative importance to other jobs
- qualifications necessary
- conditions under which work is performed
> what + how it gets done, required skills, payments, performance evaluation, training necessary
Job description
list of tasks, duties and responsibilities
Job Profile (Specification)
K - Knowledge (factual info necessary to perform)
S - Skill (individual level of proficiency performing task)
A - Ability (general capability)
O - Other (characteristics, personality, resilience, motivation…)
How to conduct a Job Analysis
- Positioning Analysis Questionnaire: identify work behaviors, conditions and job characteristics
- rely on public taxonomies of occupations and related skills (ESCO or O*NET)
Job Design
defining how work will be performed and tasks required (understand the job!)
4 Approaches to Job Design Issues
- Mechanistic
- Motivational
- Biological
- Perceptual-Motor Approach
(not mutually exclusive)
Mechanistic Approach
identify the simplest way to structure work that maximizes efficiency by increasing simplicity, specialization and repetition
- low meaningfulness
- replaceability of employees
problem: drawback, fatigue
antidote: job/task rotation, shifting responsibilities
Motivational Approach
job characteristics that affect meaning and motivation of employees
- jobs have 5 characteristics that affect 3 psychological states which in turn has different outcomes
- task significance may be most critical motivational aspect
-enlarge meaningfulness by job enrichment, job enlargement, self-managing teams and increasing prosocial impact (beneficial to others)
Biological Approach
address physical demand and work codnitions to reduce physical strain
- redesigning machines, minimize occupational illness
health and safety has indirect effect on psychological state as well
- signal to employees you care
