Job Analysis - Chapter 7

Front 1

What is a job description and what are the best job analysis methods for completing one?

Back 1

Brief summary or snapshot of a job, should use job analysis methods that provide work-oriented descriptors (Functional Job Analysis, Critical Incident Technique, Combination Job Analysis Method)

Front 2

List and describe the 4 parts of a job description

Back 2

1. Identifiers: job title, reporting relationships, codes)

2. Summary: mission or objective statement, concise statement about essence of a job)

3. Duties and Tasks: describe content of the job in duties/functions)

4. Other information: responsibility, nature of supervision/supervising, work conditions

Front 3

List and describe the 4 rating formats for a performance appraisal

Back 3

1. Graphic rating scales (based on persona traits, subjective & not very legally sound)

2. Behaviorally Anchored Ratings Scales (use anchors, or behavioral statements, for each point on the rating scale) (BETTER CHOICE)

3. Behavioral Observation Scales (Use behavioral statements also, but has rater respond to each item) (BETTER CHOICE)

4. Forced-choice scales (require rater to choose two statements from four given, one that least and most describes incumbent) -- this is most informative, but least liked by managers

Front 4

List the three goals of performance appraisal

Back 4

1. support administrative decisions based on past performance (raises, etc.)

2. improve performance through feedback (coaching)

3. provide a standard or criterion that I/O psychologists can use to validate tests or evaluate interventions

Front 5

What is the best job analysis method for performance appraisal and why?

Back 5

* Job analysis for performance appraisal should focus on behavior under control of incumbent and is associated with good or poor outcomes

Critical Incident Technique - helps to restrict job analysis information by ignoring typical or ordinary job behavior, and critical incidents can be used to create BARS, BOS, and forced-choice scales

Front 6

What other job analysis methods can be used for performance appraisal and why?

Back 6

1. Functional Job Analysis & task inventories: provide information about specific tasks required to complete the job successfully

2. Management Position Description Questionnaire (MDPQ) - can be used to create customized performance appraisal forms based on task content of the job and tailored to level of position

Front 7

What is a behavioral job description?

Back 7

Behavioral job description: incorporates standards into task descriptions to indicate what constitutes successful job performance in objective terms

Front 8

Describe equity theory and the 3 kinds of equity an organization should worry about

Back 8

Equity theory: people compare their inputs (credentials, experience, effort) and their outcomes (compensation, rewards) to other peoples' inputs and outcomes

1. same job, same company (most equal)

2. different jobs, same company (ordering jobs according to worth)

3. same job, different companies (market value, need to be competitve)

Front 9

List four general attributes considered to be compensable factors

Back 9

1. skill

2. effort

3. responsibility

4. working conditions

Front 10

Name the first major class of job evaluation methods and describe methods that are included.

Back 10

1st class: Comparing Whole job vs. Compensable factors

1. ranking method: simplest method where committee ranks each job based on a job description and overall worth

2. factor comparison method: committee ranks each job separately based on compensable factors, assigns dollar value to each job in each factor, and then dollar values across factor sum to the dollar value of the job as a whole (Salary or Wages)

3. point method - committee compares jobs within compensable factors but uses points instead of dollars

Front 11

Name the second major class of job evaluation methods and describe methods that are included.

Back 11

2nd class: Comparing Jobs vs. Attributes

1. point factor methods - most commonly used methods, committee evaluates each job on each compensable factor, but instead of using job titles for evaluation scale, narrative descriptions of each level or degree of factor are used

2. direct assessment methods - use statistical means, instead of human judgement. Also use key jobs (believed to be equitably paid according to market) and multiple regression to create equation to determine new salar for jobs. Criterion: key job salary, Predictors: set of measures for each job

Front 12

What job analysis methods are best for job evaluation?

Back 12

1. Position analysis questionnaire (PAQ) - most widely used, it can be used to predict differences in salary across jobs very well

2. Task Inventory - creates list of tasks done in jobs, but usually narrower in scope than PAQ

* note job analysis should provide information on SAME attributes ACROSS jobs to be useful

Front 13

List and describe the 3 needs that should be considered during job design.

Back 13

1. production system needs - jobs should be efficient and contribute to the accomplishment of an organization's mission

2. social-organizational needs - job design needs to consider the impact on turnover, training, and selection

3. individual worker needs - physical environment, job content, internal social relations, and career path factors of incumbents

*note job design is mainly done by industrial engineers

Front 14

What are the 3 types of Design decisions during job design?

Back 14

1. accomplished by people: determine if job is simple enough for machines or computers

2. task allocation: decide how many people are needed to operate machines or tools, and what tasks each person will complete

3. job relations: influences how job holders relate to one another by how tasks are allocated and how machines/equipment are designed

Front 15

Describe job analysis methods for job design/redesign.

Back 15

* They should provide information about the relation of tasks to one another and the desired goal (flow charts, matrices)

1. Multimethod Job Design Quesionnaire (MJDQ) -provide information related to individual outcomes, also covers efficiency, safety, comfort, and job content like task significance

2. Critical Incident Technique - Can also be used to point out problems in job performance for improved job design