Week 2- Job Analysis

Question 1

Q: What is Job Analysis?

Answer 1

A: Defining a job in terms of its tasks and duties and the knowledge required

Question 2

Q: What is KSAO

Answer 2

A: Knowledge- info needed to perform a task
Skill- experience to perform a task
Ability- capability to perform different tasks- with the knowledge and skill to do them
Other- factors such as motivation, personality as well as certifications and degrees

Question 3

Q: What is the purpose of job analysis

Answer 3

A: to reduce ambiguity, design training, appraisal, change job design, selection, promotion, laws

Question 4

Q: When does job analysis become a psychological endeavor?

Answer 4

A: When it focuses on how people experience their role

Question 5

Q: What is Task inventory in job analysis?

Answer 5

A: a large survey that lists tasks that a person goes through and rates how often they do it and how important it is

Question 6

Q: What is Functional Job Analysis?

Answer 6

A: Interviewing and observing people in positions to classify into categories such as data, people and things

Question 7

Q: What is a Critical Incidents Report?

Answer 7

A: describe what happened in an important moment and what made people perform well

Question 8

Q: What are three challenges for effective job analysis?

Answer 8

A: lack of management support, lack of cooperation from employees, using single data sources

Question 9

Q: What is person-job fit?

Answer 9

A: the degree in which a person’s skills, abilities, characteristics match the demands of a job

Question 10

Q: What is contextual performance?

Answer 10

Involving OCB- doing work that is not formally a part of the job
Ex. Having similar personalities between coach and athlete and how that relates to something like performance or positive psychology

Question 11

Q: What personality traits get the most positive affect when they use their strengths at work?

Answer 11

A: high extraversion and low neuroticism

Question 12

Q: high agreeableness and high contentiousness between coaches and athletes made their relationship ________

Answer 12

A: Stronger

Question 13

Q: What are some issues with high performers?

Answer 13

A: higher stress, less committed to company, avoid conflict so peer evaluations are not effective

Question 14

Q: What is ONET

Answer 14

A website where there is info about a lot of different jobs- done through job analysis

Question 15

Q: What is the difference between job-oriented dimensions vs work-oriented dimensions on ONET?

Answer 15

A:
Worker oriented- requirements for jobs, worker characteristics
Vs
Job oriented- info about jobs, workforce data

Question 16

Q: In class, we discussed a research study involving shared mental models in air traffic control. Please describe how work analysis was used within the context of this study.

Answer 16

A: The job was broken down into smaller parts and people rated how important certain aspects were. The people who had the same value for jobs had shared mental models

Question 17

Q: Approaches toward work analysis tend to fall across a dimension from more behavioral (task/work) focused to being more person (requirements/personality) focused. Briefly describe what this dimension entails and provide one example of a work analysis approach at either end of this dimension.

Answer 17

Behaviour- doing things like task inventory or FJA to break down job into tasks
Person- what does it take to do the job well (requirements) by doing things like critical incidents reports or personality assessments

Question 18

Q: What are the three domains that JA tries to cover?

Answer 18

Task - what do you do
Personal attributes- what do you need to do to get it right’
Context- what is the environment at work