Defining, Analyzing, and Designing the Work

Question 1

what is job analysis?

Answer 1

process of systematically obtaining info about jobs

Question 2

What is job design?

Answer 2

defining + organizing tasks, roles, processes

Question 3

Who performs job analysis?

Answer 3

HR dept is responsible

Question 4

the __ ____ plays an important role in job design, which is: _____

Answer 4

line manager

determining what work will be performed and in what order

Question 5

What is ‘a group of related activities and duties?’

Answer 5

Job

Question 6

What is a position?

Answer 6

specific duties performed by one person

Question 7

What is ‘work?’

Answer 7

tasks/activities to be completed

Question 8

the ____ is the part an employee plays in an organization (behaviours)

Answer 8

role

Question 9

What is the overview of the entire job analysis process?

Answer 9

conduct job analysis
write job description
use description in HRM processes

Question 10

What are the sources for job information in the process of job analysis? (3)

Answer 10

employee
supervisor
online job profiles

Question 11

How is job information collected (methods)?

Answer 11

questionnaires
interviews
diaries
observations

Question 12

What sort of job information is collected? (9)

Answer 12

tasks
duties
responsibilities
equipment used
skills/knowledge/experience required
work conditions
effort
job context 
performance standards

Question 13

what does a job description include?(5)

Answer 13

job title
summary
duties/responsibilities
specification (skills/knowledge/abilities)
standards of performance

Question 14

What is job description info used for? (5)

Answer 14

recruitment & selection 
performance management
training & development
H&S
compensation

Question 15

Outline the task analysis approach for job analysis:

Answer 15

1. collect task statements (compile info about tasks/duties -> each statement describes 1 specific part of job)
2. identify important statements (ask to rate each statement -> average -> remove unimportant statements below cutoff)
3. establish dimensions (group into categories)
4. determine KSAs (knowledge, skills, abilities needed for job - link to statement)

Question 16

T/F: task statements should only appear in 1 dimension

Answer 16

True

Question 17

T/F: KSAs should be specific to only 1 task statement

Answer 17

False; can fit 1 or more

Question 18

The major potential problem in job analysis:

Answer 18

lack of information accuracy

Question 19

What might cause lack of accuracy in job analysis? (5)

Answer 19

employees inflating the job (exaggerate)
not collected from representative sample of employees
length of job cycle is longer than observation period (didn’t see everything)
some tasks not observable
ongoing job changes

Question 20

What is a job description?

Answer 20

short written document containing info from job analysis

Question 21

What is included in a job description? (7)

Answer 21

date
O*NET or NOC code
job title
summary
tasks, duties, responsibilities 
KSAs
standards of performance

Question 22

What are standards of performance, and why are they important?

Answer 22

outlines expected results

criteria for evaluation
minimize misunderstandings
establish foundation for taking corrective action

Question 23

What are common problems in writing job descriptions? (6)

Answer 23

poorly written, vague
not updated
specs unrelated to job (discrimination)
omits important tasks/duties
limits scope of activities
no SOPs

Question 24

A well written job description should use ____ (words)

Answer 24

action verbs, present tense

Question 25

T/F: job descriptions may need to be revised for an employee

Answer 25

True: reasonable accommodation

Question 26

What role does job description play in recruitment and selection?

Answer 26

serve to attract and choose qualified applicants

Question 27

how does job description contribute to training and development?

Answer 27

identify discrepancies -> develop training programs

Question 28

What part of a job description is used for performance appraisal?

Answer 28

standards of performance

Question 29

How is a job description used for compensation?

Answer 29

help determine job's relative worth -> determine pay

Question 30

____ job environments may require different approaches for job analysis. Give examples

Answer 30

dynamic ``` future orientation (predict future needs) competency based (focus on characteristics of good performers) 'living' job description (updated by manager as it changes) ```

Question 31

What is the major goal of job design?

Answer 31

improve organizational performance | *but can also help achieve employee goals

Question 32

T/F: the HR department has the most important role in job design

Answer 32

False - line manager plays important role

Question 33

What should be considered in the basis of job design? (4)

Answer 33

1. organizational objectives (why job exists) 2. industrial engineering concerns (what is technologically efficient) 3. Ergonomic concerns (capabilities that employees have) 4. employee attitudes/behaviours (what influences contributions)

Question 34

What are the job design strategies? (5)

Answer 34

1. job crafting (employee starts and customizes their work) 2. job rotation (move workers from job to job, add variety) 3. job enlargement (modify to add more task types) 4. job enrichment (modify to add higher responsibilities) 5. leadership teams (leader take on multiple responsibilities/activities)

Question 35

What are the 5 job characteristics to achieve employee motivation and satisfaction? (5)

Answer 35

1. skill variety (different activities) 2. task identity (whole, identifiable piece of work) 3. task significance (substantial impact, internal or external) 4. autonomy (freedom/independence) 5. feedback (clear info about effectiveness of performance)

Question 36

What are the 3 target psychological states proposed by the job characteristics model? What is the result?

Answer 36

1. experiences meaningfulness 2. responsibility for work outcomes 3. knowledge of work results result: strong motivation to do the job well, satisfied, productive

Question 37

What is the job characteristics model?

Answer 37

approach to job design that recognizes link between motivational factors and job components to achieve improved performance + satisfaction

Question 38

What is employee empowerment?

Answer 38

granting employees power to initiate change, encouraging them to take charge of what they do

Question 39

What conditions are necessary for employee empowerment?

Answer 39

``` participation innovation access to information accountability org. culture is open and receptive to change ```

Question 40

What are employee teams?

Answer 40

employee groups who assume greater role in production/service process can be self-managed, virtual, etc

Question 41

important characteristics of good employee teams: (6)

Answer 41

1. commitment to shared goals 2. collaboration, trust, support 3. disagree constructively 4. valuing members diversity + skills 5. consensus decision making 6. open honest communication

Question 42

What are obstacles to effective teams? (5)

Answer 42

``` authoritarian leadership aggressive communication inadequate resources and support poor work design power (managers feel threatened) ```

Question 43

What is the role of managers in employee empowerment?

Answer 43

understand different forms of employee involvement support + encourage employee involvement create more opportunities for involvement

Question 44

What are some nontraditional employment forms?

Answer 44

``` contract work telework e-work worksharing home-based work compressed workweek flextime ```