job analysis lecture
TRANSCRIPT
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Scenario
Violet Jones's first job out of high school wasworking at a popular pizza restaurant as a waitress.
She was so excited to earn her first paycheck.
Unfortunately, her excitement faded very quickly
when she realized that she had no clue as to what herjob responsibilities entailed. She was fired within the
first week.
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What do you think
is the reason whyViolet was fired?
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Violet was fired within the firstweek. The reason was because Violetthought her only responsibility was
to wait tables and provide fooddeliveries.
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She did not know or understand that
she was also responsible for other tasks
such as cleaning tables, restockingsupplies and even taking out the trash atthe end of the shift. Violet's bad
experience in the restaurant world couldhave been avoided if her companyprovided ajob design.
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Job Design is a written documentoutlining the job responsibilities,
qualifications and required duties of a job.It also details how, what and in whatsequence tasks should be completed for
the job. A properly designed job shouldalso attract the right candidate becausethe potential employee will know exactly
what to expect from the position.
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Violet would not haveapplied for the pizza job if sheknew that she was alsoresponsible for cleaning andtrash collection.
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A correctly defined job design will alsodecrease job turnover and quitting, since the
applicant will understand their responsibilitiesup front. Scientific management, jobenlargement/job rotation, job enrichment and
the job characteristic theory are fourapproaches to developing job designs thatcompanies can embrace. Now Violet Jones hasbeen hired to be a manager at IntestinalDistress Taco Restaurant.
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In any organization,
work has to be dividedinto manageable units and
ultimately into jobs thatcan be performed by
employees.
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- is the process of systematically
organizing work into tasks that arerequired to perform a specific job.
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A job consists of a group ofrelated activities and duties. Ideally,the duties of a job should be clearand distinct from those of other
jobs and involve natural units ofwork that are similar and related.This helps minimize conflict andenhance employee performance.
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The collection of tasks and
responsibilities performed byone person is known as a
position.
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In a department with 1
supervisor, 1 clerk, 40
assemblers, and 3 tow-motor
operators. How many
positions and jobs are there?
Question
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There are 45positions
and 4jobs.
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SPECIALIZATION AND INDUSTRIAL
ENGINEERING CONSIDERATIONSThe term job as it is known today is
largely an outgrowth of the efficiency demandsof the industrial revolution. Work
simplification is based on the premise thatwork can be broken down into clearly defined,highly specialized, repetitive tasks to
maximize efficiency.
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SPECIALIZATION AND INDUSTRIAL ENGINEERING
CONSIDERATIONS
This approach to job design involvesassigning most of the administrative aspects ofwork (such as planning and organizing) to
supervisors and managers, while giving lower-level employees narrowly defined tasks toperform according to methods established and
specified by management.
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Industrial Engineering
- A field of studyconcerned with analyzing
work methods; makingwork cycles more efficient
by modifying, combining,
rearranging, or eliminating
tasks; and establishing time
standards.
Industrial Engineers -Isystematically identify,
analyze, and time the
elements of each jobswork cycle and determine
which, if any, elements can
be modified, combined,
rearranged, or eliminated toreduce the time needed to
complete the cycle.
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BEHAVIORAL CONSIDERATIONS
Job enlargement (horizontal loading)
- involves assigning workers additional tasks at
the same level of responsibility to increase the
number of tasks they have to perform. Alsoknown as horizontal loading, job enlargement
reduces monotony and fatigue by expanding
the job cycle and drawing on a wider range of
employee skills.
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BEHAVIORAL CONSIDERATIONS
Job rotation
- Another technique to relieve monotony and
employee boredom, which involves
systematically moving employees from one
job to another.
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BEHAVIORAL CONSIDERATIONS
Job enrichment (vertical loading)
- This is defined as any effort that makes anemployees job more rewarding or satisfying by
adding more meaningful tasks and duties. Alsoknown as vertical loading, job enrichment involves
increasing autonomy and responsibility by allowing
employees to assume a greater role in the
decision-making process.
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Enriching jobs can beaccomplished through such
activities as: increasing the level of difficulty and responsibility
of the job
assigning workers more authority and controlover outcomes
providing feedback about individual or unit jobperformance directly to employees
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adding new tasks requiring training, therebyproviding an opportunity for growth, and
assigning individuals specific tasks orresponsibility for performing a whole job rather
than only parts of it.
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Hackman & Oldhams Job
Characteristics Model
Core Job Characteristics Critical Psychological States Personal and Work Outcomes
Skill Variety
Task Identity
Task significance
Autonomy
Feedback
Experienced
Meaningfulness
of Work
Experienced
Responsibility
for outcomes
Knowledge of
Results
High internal work
Motivation
High job performance
High satisfaction with
work
Low absenteeism &
turnover
Strength of relationships is
determined by intensity of
employee growth need
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An organization consists of
one or more employees who performvarious tasks. The relationshipsbetween people and tasks must be
structured in such a way that theorganization can achieve its goals inan efficient and effective manner.
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What is an organizational structure?
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- refers to the formalrelationships among jobs inan organization.
Organizational Structure
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An organization chart is
often used to depict thestructure.
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As illustrated in such a chart indicates
the types of departments establishedand the title of each managers job and,
by means of connecting lines, clarifies
the chain of command and shows who isaccountable to whom.
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An organization chart presents asnapshot of the firm at a particular
point in time but does not provide
details about actual communication
patterns, degree of supervision, amountof power and authority, or specific duties
and responsibilities.
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Designing an organization involveschoosing a structure that isappropriate, given the companysstrategic goals. There are three
basic types of organizationalstructure, as depicted in Figure3.2: bureaucratic, flat, andboundaryless.
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Bureaucratic designs are becoming
less common; flat structures are
increasingly the norm;
Flat structures are increasingly the
norm; Boundaryless organizations
characterized by alliances and joint
ventures have started to evolve.
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Another emerging form of organization is
the virtual organization. These
organizations do not have a formal
structure or any one physical location, and
they co-ordinate their operations using the
Internet.
THE NATURE OF JOB
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THE NATURE OF JOB
ANALYSIS
Once jobs have been designed orredesigned, an employersperformance-related expectations
need to be defined and communicatedbased on job analysis, a process bywhich information about jobs issystematically gathered andorganized.
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- the procedure for determining the tasks,
duties, and responsibilities of each job and thehuman attributes (in terms of knowledge
skills, and abilities) required to perform it.
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In contrast to job design, which reflects
subjective opinions about the ideal
requirements of a job, job analysis is concernedwith objective and verifiable information about
the actual requirements. Once this information
has been gathered, it is used for developing jobdescriptions (what the job entails) and job
specifications (what the human requirements
are).
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Examples:
Job Analysis Worksheet
Job Safety Analysis Worksheet
Job Analysis position Job Description
Job Analysis Questionnaire
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