Chapter 4
Build Acceptance of Diversity
-Diversity pays off for company -Conflicts are reduced - Internal problem solving takes place
Solve Diversity Issues and Create an Inclusive Culture
-Diversity permeates the Company -Problems are Approached proactively -Everyone gets along -Business results improve
Begin the Process of Dealing with Diversity
-Diversity training is provided -Affirmative action compliance occurs -Protected classes are a focus -Conflicts and problems occur
Four Approaches to Diversity
-Ignore Diversity -Begin the Process of Dealing with Diversity -Build Acceptance of Diversity -Solve Diversity Issues and Create an Inclusive Culture
Ignore Diversity
-Status quo is protected -Possible legal issues are -Increased Diversity is not important
IV. Developing Job Descriptions and Job Specifications
A. Draft job descriptions and specifications B. Review drafts with managers and employees C. Finalize job descriptions and recommendations
III. Conducting the Job Analysis
A. Gather job analysis data B. Review and compile data
II. Preparing For and Introducing Job Analysis
A. Identify jobs and methodology B. Review existing job documentation C. Communicate process to managers/employees
I.Planning the Job Analysis
A. Identify objectives of job analysis B. Obtain top management support
V. Maintaining and Updating Job Descriptions and Job Specifications
A. Update job descriptions and specifications as organization changes B. Periodically review all jobs
Job Enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed
Task
Distinct, identifiable work activity composed of motions
Autonomy
Extent of individual freedom and discretion in the work and its scheduling
Task Identity
Extent to which the job includes a "whole" identifiable unit of work that is carried out from start to finish and that results in a visible outcome
Skill Variety
Extent to which the work requires several different activities for successful completion
Job
Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee
Five Steps in the Job Analysis Process
I. Planning the Job Analysis II. Preparing For and Introducing Job Analysis III. Conducting the Job Analysis IV. Developing Job Descriptions and Job Specifications V. Maintaining and Updating Job Descriptions and Job Specifications
Job Description
Identification of the tasks, duties, and responsibilities of a job
Task Significance
Impact the job has on other people
Job Enrichment
Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job
Performance Standards
Indicators of what the job accomplishes and how performance is measured in key areas of the job description.
Competencies
Individual capabilities that can be linked to enhanced performance by individuals or teams
Person-Job Fit
Matching characteristics of people with characteristics of jobs
Business Process Reengineering (BPR)
Measures for improving such activities as product development, customer service, and service delivery.
Responsibilities
Obligations to perform certain tasks and duties
Job Design
Organizing tasks, duties, responsibilities, and other elements into a productive unit of work
Job Rotation
Process of shifting a person from job to job
Job Sharing
Scheduling arrangement in which two employees perform the work of one full-time job
Work Flow Analysis
Study of the way work (inputs, activities, and outputs) moves through an organization
Job Analysis
Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.
Feedback
The amount of information employees receive about how well or how poorly they have performed
Job Specifications
The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily
Duty
Work segment composed of several tasks that are performed by an individual
Diversity
reflects the differences in human characteristics and composition in an organization
Business Case
• Diversity allows new talent and ideas from employees of different backgrounds, which can enhance organizational performance. • Diversity helps recruiting and retention because protected-class individuals often prefer to work in organizations with coworkers of various demographics. • Diversity allows for an increase of market share because customers can be attracted to purchase products and services with varied demographic marketing activities. • Diversity can lead to lower costs because there may be fewer discrimination lawsuits.
