SMO311 Chapter Notes - Chapter 3: Job Enrichment, Job Analysis, Paq

• School: University of Alberta
• Department: Strategic Management and Organization
• Course: SMO311
• Professor: Kent Rondeau

Document Summary

Job analysis: the need to match job requirements with people skills. Involves the acquisition of detailed i(cid:374)for(cid:373)atio(cid:374) a(cid:271)out jo(cid:271)s. co(cid:374)sidered the (cid:858)(cid:271)uildi(cid:374)g (cid:271)lo(cid:272)k(cid:859) of h . Importance: work redesign(make more efficient or improve quality) Workforce planning: accurate info about the level of skill required in a job. Job description: refers to the outcome of job analysis and involves a list of tasks, duties, and responsibilities (tdrs) that a particular job entails. Occupational classification (noc) (https://www. canada. ca/en/employment-social- development/services/noc. html) provides standardized sources of information about jobs in canada: best instrument for analyzing jobs: position analysis questionnaire (paq) How to make jobs more motivating: job characteristics model: skill variety, task identity(degree to which job requires completing the entire job), task significance, autonomy, and feedback. Competencies identified for middle managers: leadership, rigorous thinking, positive interaction, results orientation, and personal competencies. Designing motivating jobs: when jobs are performed by skilled knowledge workers, jobs should be designed to motivate job incumbents.