Term
| Work Flow Analysis Useful |
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Definition
providing a means for the managers to understand all the tasks required to produce a high quality product
providing the skills necessary to perform those tasks |
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Term
| Work Flow Analysis Includes |
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Definition
| analyzing work outputs; analyzing work processes; analyzing work inputs |
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Term
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Definition
| products of, or services provided by, a work unit |
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Term
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Definition
| the activities that members of a work unit engage into produce a given output |
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Term
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Definition
| "ingredients" that go into the work processes and can be broken down into three categories: raw material, equipment, and human skills |
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Term
| Organization Stucture dimensions |
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Definition
Centralization
Departmentalization |
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Term
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Definition
| the degree to which authority resides at the top of the organizational chart |
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Term
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Definition
| the degree to which work units are grouped based upon functional similarity or similarity of workflow |
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Term
| What does organizational structure provide? |
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Definition
| cross-sectional overview of the static relationship between individuals and units that create the outputs |
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Term
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Definition
| functional deparmentalization; high level of centralization; high efficiency; inflexible; insensitive to subtle differences across products, regions, and clients |
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Term
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Definition
| workflow departmentalization; low level of centralization; semi-autonomous; flexible and innovative; sensitive to subtle differences across products, regions, and clients; low efficiency |
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Term
| Importance of Job Analysis to HR Managers |
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Definition
| work redesign; performance appraisal; job evaluation; career planning; training and development; selection; HR planning |
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Term
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Definition
| process of getting detailed information about jobs |
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Term
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Definition
| you have to select the right person |
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Term
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Definition
| konw what performing well vs not performing well is to give feedback |
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Term
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Definition
| know the job before you can redesign it |
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Term
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Definition
| make sure we have the right number of people; requires information about skill level for various jobs |
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Term
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Definition
| matching individual aspirations with opportunities |
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Term
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Definition
| assessing the dollar value of each job in the organization so we can set up equal pay structures |
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Term
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Definition
| lists of tasks, duties, and responsibilities (TDR's) |
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Term
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Definition
| a list of knowledge, skills, abilities, and other characteristics (KSAO's) |
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Term
| Position Analysis Questionnaire |
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Definition
| 194 item questionnaire; 6 sections; computer generates report |
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Term
| Fleishman Job Analysis System |
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Definition
| Defines abilities as enduring attributes; 52 cognitive, physical, etc abilities |
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Term
| Occupational Information Network |
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Definition
| replaced dictionary of occupational titles; uses common language across jobs for whats required |
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Term
| 4 Approaches to Job Design |
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Definition
| mechanistic, motivational, biological, perceptual-motor |
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Term
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Definition
roots in engineering; focuses on task specialization, skill simplification, repetition;
scientific management is part of this |
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Term
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Definition
earliest mechanistic approach
sought to identify the one best way to perform the job through the use of time and motion studies |
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Term
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Definition
| focuses on job characteristics that affect the psychological meaning and motivational potential of job design |
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Term
| motivational approach focuses on increasing job complexity through: |
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Definition
job enlargement,
job enrichment
the construction of jobs around sociotechnical systems |
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Term
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Definition
comes from the sciences of biomechanics
goal is to minimize the physical strain on the worker |
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Term
| Perceptual- Motor Approach |
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Definition
| roots in the human-factors literature; mental capabilities and limitations; ties to improve reliability, safety, and user reaction by designing jobs in a way that reduces the information processing requirements of the job |
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Term
| Positives of Motivational Approach |
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Definition
| higher job satisfaction and motivation; greater job involvement; lower absenteeism |
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Term
| Negatives Motivational Approach |
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Definition
| increased training time; lower utilization levels; greater likelihood of error; greater chance of mental overload and stress |
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Term
| Positives of Mechanistic Approach |
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Definition
| decreased training time; higher utlization levels; lower likelihood of error; less chance of mental overload and stress |
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Term
| Negatives Mechanistic Approach |
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Definition
| lower job satisfaction; lower motivation; higher absenteeism |
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Term
| Positives Biological approach |
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Definition
| less physical effort; less physical fatigue; fewer health complaints and medical incidences; lower absenteeism; higher job satisfaction |
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Term
| negatives biological approach |
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Definition
| higher financial costs because of changes in equipment or job environment |
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Term
| Perceptual- Motor Positives |
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Definition
| lower likelihood of error and accidents; less chance of mental overload and stress; lower training time; higher utlization levels |
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Term
| perceptual motor negatives |
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Definition
| lower job satisfaction and motivation |
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