HR MGMT Exam 2 Ch. 4

Types of Job Design

- Job enrichment - job enlargement - job rotation

Job Characteristics Model

- Skill variety, task identity and task significance --> experienced meaningfulness - Autonomy --> experienced responsibility - Feedback --> knowledge results * all lead to desired outcome (motivation, performance and satisfaction)

Concerns with Job Analysis

- employees fear it limits creativity, pay deductions/ layoffs - Job incumbent influence (manager still doing employees job, instead of supervising/ training them) - Managerial Straitjacket (limit managerial flexibility

Components of Job Description

- identification - general summary - Essential job functions and duties - job specifications - disclaimers and approvals

Essential Functions and Duties

- listed in order of importance - contains clear, precise statements on the major tasks, duties and responsibilities performed in a job

Job Specification

- lists the knowledge, skills, and abilities an individual needs to perform a job satisfactorily - education, experience, work skill requirements, personal abilities and mental/physical requirements needed to do job

Process of Job Analysis

- plan the job analysis - Prepare for and Introduce - Conduct - Develop Job Descriptions and Job Specifications - Maintain and Update Job descriptions and specifications

Functional Job Analysis

- uses competency approach to job analysis and a functional definition of what is done in a job can be generated by examining the 3 components DATA, PEOPLE and THINGS

Task

Distinct, identifiable work activity comprised of motions that employees perform

Virtual team

Individuals who are separated geographically but who are linked by communications technology

Job Analysis

Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. - Task Based (most common), Competency Based and functional

Job

a grouping of tasks, duties and responsibilities that constitutes the total work assignment for an employee

Duty

a larger work segment comprised of several tasks that are performed by individuals

Compressed Workweek

accomplishing a full weeks work in fewer that 5 days of 8 working hours each

Job enlargement

broadening the scope of a job by expanding the number of different tasks that are performed

Job Redesign

changing existing jobs in different ways to improve them

Self-directed team

comprised of individuals who are assigned a cluster of tasks, duties ad responsibilities to be accomplished

Competency Based Job Analysis

considers how knowledge and skill are used - identify characteristics that make employees successful on the job

Marginal Job Functions

duties that are part of a job that are incidental or ancillary to the purpose and nature of the job

Work

effort directed toward accomplishing results, and such effort may be performed by humans, machines or both

Telework

employees complete work through electronic interactions, telecommunications, and internet technology

Performance Standards

flow directly from a job description and indicate what the job accomplishes and how performance is measured in key areas

Task- Based Job Analysis

focuses on the components and characteristics of work embedded within a job

Special Purpose team

formed to address specific problems, improve work processes, and enhance the overall quality of products and services

Job Description

identifies a jobs tasks, duties and responsibilities - describes what is done, why it is done, where and how

Job enrichment

increasing the depth of a job by adding responsibility for planning, organizing, controlling and evaluating the job

Competencies

individual capabilities that ca be linked to enhanced performance by individuals or teams

Job Incumbent

individual who is responsible for a certain office within a corporation

Job Sharing

involves 2 employees performing the work of 1 full-time job

Work-Life Balance

involves employer-sponsored programs designed to help employees balance work and personal responsibilities

Person-Job Fit

matching the characteristics of people with the characteristics of jobs

Contingent Worker

not a full-time employee but is a temporary or part-time worker for a specific period of time and type of work

Job Design

organizing tasks, duties, and responsibilities into a productive unit of work

Feedback

the amount of info employees receive about how well or how poorly they have performed

Autonomy

the extent of individual freedom and discretion in the work and its scheduling

Task Identity

the extent to which the job includes a recognizable unit of work that is carried out from start to finish and results in a known consequence

Skill Variety

the extent to which the work requires several activities for successful completion

Task significance

the impact the job has on other people and the organization as a whole

Labor Force Participation Rate

the percentage of the population that is working or seeking work

Job Rotation

the process of shifting a person from job to job

Workflow analysis

the study of the way work moves through an organization - inputs, equipment, people --> work --> output