Textbook Notes (369,137)
Canada (162,407)
BUS 381 (65)
Chapter 4

Chapter 4: Designing and Analyzing Jobs

12 Pages

Business Administration
Course Code
BUS 381
Rick Iverson

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Chapter 4 Designing and Analyzing JobsOrganizing WorkOrganizational structureformal relationships among jobs in an organizationThree basic types bureaucratic flat boundarylessJob DesignJob designprocess of systematically organizing work into tasks required to perform a specific job must also meet human psychologicalphysiological needsJobgroup of related activities and duties held by one person or multiple peoplePositioncollection of tasksresponsibilities performed by one personeg if there is 1 manager 5 employees and 1 janitor there are 7 positions but 3 jobsWork simplificationassigning administrative aspects of work planning organizing to supervisorsmanagers while lowerlevel employees do narrow tasks according to specified methodsoMight increase efficiency in certain stable environmentsoNot effective in changing environment or with educated employees wanting challenge Industrial engineeringanalyzing work methods making work cycles more efficient by modifying combining rearranging or eliminating tasks and establishing time standardsoMay neglect human considerations high turnover low satisfactionBehavioural sciencefocus on identifying job dimensions that would both improve efficiency and job satisfaction of employeeJob enlargement horizontal loadingway to relieve monotony and boredom assign workers additional tasks at the same level of responsibilityJob rotationsystematically moving employees from one job to anotherJob enrichment vertical loadingadding more meaningful tasks and duties increasing responsibility and role in decisionmakingoHigher difficultyresponsibility leveloMore authoritycontroloMore feedbackoAdding new tasks that require traininggrowthoAllow one person to do a whole job not only parts of itJob characteristics modelmotivationsatisfaction linked to 5 core characteristicsoSkill varietyoTask identityoTask significanceoAutonomyoFeedbackThree psychological statesoExperienced meaningfulnessoExperienced responsibilityoKnowledge of resultsTeambased job designfocus on giving a team rather than individual a wholemeaningful piece of work to do empowering team members to decide how to accomplish the workTeamsmall group of people with complementary skills working toward common goals with joint responsibilityaccountability Human engineeringergonomicsintegrateaccommodate physical needs of workers into job design adapt entire job system work environment machines equipment and processes to match human characteristicsThe Nature of Job AnalysisJob analysisprocedure for determining tasksdutiesresponsibilities of each job and the human attributes knowledge skills and abilities required to perform itoSometimes called the cornerstone of HRMJob descriptionlist of dutiesresponsibilitiesrelationshipsworking conditions of a jobJob specificationlist of human requirements eg knowledge skills abilities needed to perform the job6 Steps in job analysis1Identify usepurpose of information2Review relevant background info eg organization chart process charts existing job descriptions3Select positionsjobs to be analyzed4Analyze jobscollect data on job activities required behaviors working conditions human traits and abilities needed5Review information w job incumbents6Develop job descriptionsspecificationsMethods of Collecting Job Analysis InformationQualitative Job Analysis MethodsInterviewmost widely usedo3 types individual group supervisorQuestionnairesObservationParticipant diarylogQuantitative Job Analysis MethodsPosition Analysis Questionnaire PAQcollects quantifiable data concerning dutiesresponsibilities of various jobsFunctional job analysis FJAclassifies jobs based on types and amounts of responsibility for data people and things identifies performance standards and training reqsNational Occupational Classification NOCdatabase created by fed govt w 30000 standardized descriptions of occupations and their requirementsoOccupationcollection of jobs w similar set of dutiesWriting Job Descriptions and Job SpecificationsJob descriptionincludes what jobholder does how heshe does it and under what conditions the job is performed
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