Job Analysis and Work Design Flashcards
Job
A group of related activities and duties
Position
The different duties and responsibilities performed by only one employee
Job Family
A group of individual jobs with similar characteristics
Job Specification
A statement of the needed knowledge, skills, and abilities (KSAs) of the person who is to perform the job.
Job Descriptions
A statement of the tasks, duties, and responsibilities of a job to be performed.
Job Analysis
The process of obtaining information about jobs by determining the duties, tasks, or activities of jobs.
Position Analysis Questionnaire (PAQ)
A questionnaire covering 194 different tasks, that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job.
Critical Incident Method
A job analysis method by which important job tasks are identified for job success.
Task Inventory Analysis
An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs (Contrast with PAQ, which is standardized, this is unique to org.)
Competency-Based Analysis
Used in dynamic environments where job demands change rapidly, identifies worker competencies needed to accomplish job tasks.
Job Design
An outgrowth of job analysis that improves jobs through technological and human considerations to enhance organization efficiency and employee job satisfaction; should facilitate the achievement of organizational objectives
Job enrichment
Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying (Vertical expansion of jobs)
Job Characteristics Models (JCM)
A job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder results in improved work performance, lower absenteeism and turnover.
Employee Empowerment
Granting employees power to initiate change, thereby encouraging them to take charge of what they do.
Five Characteristics of JCM
Skill Variety, Task Identify, Task Significance, Autonomy, Feedback
Skill Variety
The degree to which a job entails a variety of different skills, which demand the use of a number of different skills and talents of the jobholder
Task Identity
The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from the beginning to end with a visible outcome
Task significance
The degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or in the external environment
Autonomy
The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out
Feedback
The degree to which carrying out work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance
Industrial Engineering
A field of study concerned with analyzing work methods and establishing time standards.
Ergonomics
An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings (AKA fitting person to the job)
Employee Involvement Groups (or Quality Circles)
Groups of employees who meet to resolve shared problems or offer suggestions for organizational improvement; recommendations are generally sent to management
Employee Teams
An employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in matters traditionally considered management prerogatives such as process improvements, service development and individual work assignments
