Chapter 4

Job characteristics model

A model of how job design affects employee reactions

O*NET

A system for classifying jobs. Replaced the Dictionary of Occupational Titles (DOT, known as the Occupational Information Network.

absence presence

Reduced attentive state that results from interacting with multiple media

Ability

Refers to a more general enduring capability that an individual possesses

Job Redesign

Refers to changing the tasks or the way work is performed in an existing job. There are are 4 approaches: (1) mechanistic, (2) motivational, (3) biological, and (4) perceptual-motor

Job Analysis

Refers to the process of getting detailed information about jobs

Human Resource Selection

human resource selection identifies the most qualified applicants for employment.

Skill variety

The extent to which the job requires a variety of skills to carry out the tasks

Why is job analysis important?

(1) managers must know details of jobs in their work group to understand the workflow process, (2) Must know job requirements to make intelligent hiring decisions, (3) Must evaluate performance, (4) must know work is being done safely

Motivational Approach

An approach to job design rooted in org psych. It focuses on job characteristics that affect psychological meaning and motivational potential.

Biological Approach

An approach to job design that comes from the sciences of biomechanics, and is usually referred to as ergonomics. The goal of this approach is to minimize physical strain by the worker

Perceptual-Motor Approach

An approach to job design that has roots in human-factors literature. Focuses on human mental capabilities and limitations. The goal is to design jobs in a way that ensures they do not exceed people's mental capabilities & limitations.

Mechanistic Approach

An approach to job design; its focus is to identify the simplest way to structure work that maximizes efficiency. Typically entails reducing the complexity of the work. "scientific management"

Job Evaluation

Assesses the relative dollar value of each job to the organization to set up internally equitable pay structures

Ergonomics

Concerned with examining the interface between individuals' physiological characteristics and the physical work environment.

Centralization

Degree to which decisionmaking resides at the top of the organizational chart

Decentralization

Degree to which work units are grouped based on similar functionality or similar work flow

Lean Production

Developed in japan, refers to manufacturing a good with a minimum amount of time, people, goods, & money

Knowledge

Factual or procedural information necessary to successfully perform a task

Skill

Level of proficiency at performing a task

Job Specification

List of knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job

Job Descriptions

List of tasks, duties, and responsibilities (TDR) that a job entails. observable

Human Resources Planning

Managers analyze an organization's HR needs in a dynamic environment and develop activities to help the firm adapt to change.

Position Analysis Questionnaire (PAQ)

Standardized job questionnaire that includes 194 items. has 6 sections: (1) information input, (2) mental processes, (3) work output, (4) relationships with other persons, (5) job context, and (6) other characteristics

Autonomy

The degree to which a job allows an individual to make decisions about the way the work will be carried out

Task identity

The degree to which a job requires completing a "whole" piece of work from start to finish

Feedback

The extent to which a person receives clear information about performance effectiveness from the work itself

Task significance

The extent to which the job has an important impact on the lives of other people.

Job Design

The process of defining how work will be performed and the tasks that will be required in a given job

Performance Appraisal

___ _____ deals with getting information about how well each employee is performing in order to reward those who are effective.

Career planning

____ ____ entails matching an individuals skills & aspirations with opportunities in the workplace

Organization Structure

_____ ____ refers to the relatively stable & formal network of vertical & horizontal interconnections among jobs that constitute the organization

Work flow design

______ ______ _______ is the process of analyzing the tasks necessary for a product or service, prior to allocating and assigning these tasks to a particular person

Strategy formulation

_______ ________ is the process by which a company decides how it will compete in the marketplace