Week 3 - Job Analysis and Design

Question 1

Job analysis

Answer 1

a systematic study of a job to discover its specifications and skill requirements

Question 2

Phase 1: Preparation for job analysis. What are the 3 steps?

Answer 2

1. Familiarization with the organization and its jobs (internally and in industry)
2. Determine uses of job analysis information (recruitment, training, benefits)
3. Identify jobs to be analyzed (focus on jobs critical to the organization’s success)

Question 3

What are the 3 steps of Phase 2: Collection of Information?

Answer 3

1. Determine the sources of job data (current holders, industry data)
2. Data collection instrument design (job analysis questionnaire)
3. Choice of method for further data collection (consider tradeoffs)

Question 4

important aspects of Phase 3: Use of Job Analysis?

Answer 4

Job description, Job specification, Job design and Job performance standards, safety, hiring, productivity management

Question 5

Problems with job performance

Answer 5

Lack of employee and management support

Unclear needs of job analysis

Lack of accuracy, building analysis on one source of data

Question 6

what is Constructive dismissal?

Answer 6

when an employer makes a substantial change to an employee’s job without their consent, and they resign in protest.

Question 7

Key Considerations for Job Design

Answer 7

Organizational: efficiency maximizes output, workflow job sequence

Ergonomic: the study of relationships between physical attributes and strain

Employee: the study of relationships between physical attributes and strain

Job specialization: job redesign strategies

Environmental: The influence of the external environment on job design

Question 8

PetSmart Vango (JDs and hiring)?

Answer 8

Employee goes above and beyond notices a dog is stolen and manages to reunite the dog with its family
Shows there are things you should be hiring for that aren’t in the JD

Question 9

Fingerpaint Marketing (informality) Example

Answer 9

Founder thought titles were artificial and removed them
Removes power distance from the organization

Question 10

Gusto (removal of job titles) Example

Answer 10

Titles are a distraction → Imployed a 1-8 Level system
Clarified who reported to who gave employees the feeling they could advance