Chapter 2 - Job Analysis And Design

Front 1

In a job context, independence--having control over one's work and one's response to the work environment.

Back 1

Autonomy

Front 2

Concurrent use of two or more job analysis techniques (e.g., interviews and observation).

Back 2

Combination

Front 3

A knowledge, skill, ability, or behaviour associated with successful job performance.

Back 3

Competency

Front 4

A list of the level of each competency required for each of a number of jobs.

Back 4

Competency matrix

Front 5

A list of competencies required in a particular job.

Back 5

Competency model (competency framework)

Front 6

Achieving maximal output with minimal input.

Back 6

Efficiency

Front 7

Approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format.

Back 7

Employee log

Front 8

The influence of the external environment on job design. Includes employee ability, availability, and social expectations.

Back 8

Environmental considerations

Front 9

The study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life.

Back 9

Ergonomics

Front 10

Information that helps evaluate the success or failure of an action or system.

Back 10

Feedback

Front 11

A face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job- and performance-related information.

Back 11

Focus group

Front 12

Approach to collecting job- and performance-related information by a face-to-face meeting with jobholder, typically using a standardized questionnaire.

Back 12

Interview

Front 13

of related activities and duties.

Back 13

Job Group

Front 14

Systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-simplification purposes.

Back 14

Job analysis

Front 15

Checklists that seek to collect information about jobs in a uniform manner.

Back 15

Job analysis questionnaires

Front 16

A code that uses numbers, letters, or both to provide a quick summary of the job and its content.

Back 16

Job code

Front 17

A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job.

Back 17

Job description

Front 18

Identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment.

Back 18

Job design

Front 19

Adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills.

Back 19

Job enlargement

Front 20

Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance.

Back 20

Job enrichment

Front 21

Groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements.

Back 21

Job families

Front 22

Key part of a job description, including job title, location, and status.

Back 22

Job identity

Front 23

The work performance expected from an employee on a particular job.

Back 23

Job performance standards

Front 24

Moving employees from one job to another to allow them more variety and to learn new skills.

Back 24

Job rotation

Front 25

A written statement that explains what a job demands of jobholders and the human skills and factors required

Back 25

Job specification

Front 26

Standardized questionnaires used to survey employees to collect information about jobs, working conditions, and other performance-related information.

Back 26

Mailed questionnaires

Front 27

An occupational classification created by the federal government, using skill level and skill types of jobs.

Back 27

National Occupation Classification (NOC)

Front 28

An approach to collecting job- and performance-related information by direct observation of jobholders by a specialist.

Back 28

Observation

Front 29

Collection of tasks and responsibilities performed by an individual.

Back 29

Position

Front 30

are used to assess periodically the opinion of an organization's employees.

Back 30

Pulse surveys

Front 31

The larger society's expectations from employees regarding job challenge, working conditions, and quality of work life.

Back 31

Social expectations

Front 32

The feeling of responsibility or pride that results from doing an entire piece of work, not just a small part of it.

Back 32

Task identity

Front 33

Knowing that the work one does is important to others in the organization or to outsiders.

Back 33

Task significance

Front 34

An attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities.

Back 34

Variety

Front 35

The sequence of and balance between jobs in an organization needed to produce the firm's goods or services.

Back 35

Work flow

Front 36

The set ways of performing work in an organization.

Back 36

Work practices

Front 37

Facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements, and so on, associated with a job.

Back 37

Working conditions