Chapter 4 - Acs 485- Defn

Front 1

work analysis

Back 1

is a systematic process of gathering information about work, jobs, and the relationships among jobs.

Front 2

Ability

Back 2

refers to demonstrated competence to perform an observable behavior or a behavior that results in an observable product

Front 3

Skill

Back 3

is a competence to preform a learned, psychomotor act, and may include a manual, verbal or mental manipulation of data, people or things.

Front 4

Position Analysis Questionnaire (PAQ)

Back 4

: questionnaire that assesses activities using 6 categories

Front 5

Management Position Description Questionnaire (MPDQ)

Back 5

- standardized instrument designed specifically for use in analyzing managerial jobs.

Front 6

Competency modeling

Back 6

attempts to identify and define individual competencies that are common or core for an occupational group or the organization as a whole

Front 7

Job Compatibility Questionnaire (JCQ)

Back 7

- work analysis method to be used in the development of personnel selection instruments and intervention strategies. Gathers info on all aspects of the work experience that are thought to be related to employee performance, absences, turnover and job satisfaction. Not recommended for managerial positions

Front 8

Job Characteristics Model -

Back 8

enhances the intrinsic aspects of an employee’s work to increase satisfaction and performance.

Front 9

Task identity

Back 9

doing a job from beginning to end with a visible outcome

Front 10

Autonomy

Back 10

freedom in planning and doing work

Front 11

Task significance

Back 11

job has substantial impact of the lives or work of others

Front 12

Multimethod Job Design Questionnaire (MJDQ)

Back 12

- asks job incumbents to evaluate the motivational, mechanistic, biological, and perceptual-moto approaches to measuring work.

Front 13

Strategic Job analysis

Back 13

- forecast what a job may be like in a new environment with new strategic goals, new technologies, increased customer contact, or expanded duties.

Front 14

Work Process Mapping (WPM)

Back 14

tool used with increasing frequency, as it has proven to be important supplement to traditional text based job descriptions. A work process map produces a picture of how people do their work to achieve specific aims.

Front 15

Critical incident technique

Back 15

is a qualitative approach for obtaining specific, behaviourall focused descriptions of work or other activities

Front 16

Functional Job analysis

Back 16

is a worker-oriented job analysis method that attempts to describe the whole person

Front 17

job descriptions

Back 17

describes the job in terms of its content and scope. Includes information on job duties and resonsibilities, an identification of critical internal and external customer etc.

Front 18

job diagnostic survey

Back 18

is an instrument designed to measure the five key elecemtns of the job charcteristic model

Front 19

job specifications

Back 19

consists of KASOCS needed to carry out the job tasks and dudites. May include specific educational requirements or years of experience

Front 20

Occupational Information Network (O*NET)

Back 20

provides automated database for collecting describing and presenting reliable and valid occupational information

Front 21

person or worker oriented methods

Back 21

collects information based on KASOCs or behaviours

Front 22

strategic job analysis

Back 22

forecasts what a job maybe like in a new environment

Front 23

task or job oriented methods

Back 23

indicate the tasks or duties required to perform a job

Front 24

trait oriented methods

Back 24

focus on latent traits ( mental physical of personality) that aperson has in order to perform to get specfic results

Front 25

Work process mapping

Back 25

applies a simplified version of flowcharting to describing work processes