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Intro To HRM- 4
| Question | Answer |
|---|---|
| What are some key things to consider while working on a job design? | Which tasks should be emphasized How simple or complex are these tasks How many tasks can employees perform How much flexibility is given to employees |
| What is job design? | Determining job tasks and responsibilities employees are expected to perform |
| What is Job Analysis? | Job analysis is systematically identifying tasks, duties and responsibilities expected to be performed in a job as well as competencies to be successful |
| What is job descriptions? | Job descriptions: written summaries of the specific tasks |
| what are Job specifications? | Job specifications: competencies required by a jobholder to be able to perform the job successfully |
| What is the efficiency approach? | Scientific management pioneered by Frederick Taylor in 1911 sought to maximize efficiency Emphasized standardization of production processes Repetition increased skill and speed |
| Job simplification removed decision-making authority from employees and placed it with a supervisor t/f? | t |
| What is a motivational approach? | Maximized employee’s drive to work as hard as possible Focused on making jobs more interesting, challenging and complex |
| What is a job characteristices model? | identified 5 job dimensions and 3 psychological states that affect motivation and satisfaction |
| What is Growth need Strength? | Growth need strength: extent to which individuals need to learn and be challenged |
| What are some ways to improve motivation and satisfation at work? | - Changing job tasks - Job enlargement - Job rotation - Job enrichment - enpowerment |
| what is job enlargement and job rotation? | Job enlargement: assigning additional tasks, increasing volume or variety Job rotation: moving workers from one job to another in a systematic manner (also a training tool) |
| what is job enrichment and enpowerment? | Job enrichment: increasing level of responsibility or control over tasks of a job Empowerment: employees have input and authority over how they work and participate in decisions |
| what are employee teams? | Groups who work collaboratively toward a common goal |
| What are work teams and parallel teams? | Work teams: well defined, stable, full-time members Parallel teams: cross functional group to address problem or issue (members retain their formal positions as well) |
| What are project teams and self managed teams? | Project teams: exist for limited time to accomplish an objective Self-managed teams: members work collaboratively to make decisions, hire, plan, schedule work, and accomplish goals |
| What is a job discription and what does it include? | it is a written summary of specific tasks, responsibilities and woking conditions of a job. it includes Job title Job identification specifying important aspects of job Essential duties and responsibilities Job specifications: the competencies |
| What are the 4 things required to perform a job analysis? | observation, diary, interview, and questtionaire |
| what is observation? | Observation: job analyst observes and documents activities performed while employee works (helps reduce bias but difficult to capture all aspects of job) |
| What is Diary? | Diary: employee keeps log of tasks and activities (may only log tasks they tend to emphasize and leave out others) |
| What is interview? | Interview: job analyst conducts structured interviews of jobholder and supervisor (time-consuming and may be inaccurate) |
| What is questionaire? | Questionnaire: standard questionnaire administered to large number of employees performing the job (requires considerable time up-front, doesn’t offer opportunity for follow-up |
| What is a standardized approach? | Use a single instrument (questionnaire or O*NET) to collect data |
| what is the reason behind Functional job analysis? | Use Functional Job Analysis (FJA) to compare jobs by focusing on job dimensions that apply to all jobs |
| what is position analysis questionnaire used for? | Use Position Analysis Questionnaire (PAQ) which is a standardized survey measuring behaviors needed to perform job |
| for the customized approach in job analysis techniques what are the 3 main things? | critical incidents approach task inverntory approach job element approach |
| what is critical incidents approach? | Critical incidents approach focuses on specific descriptions of work activities that distinguish good from poor performance |
| what is task inventory approach? | Task inventory approach focuses on collecting information to identify tasks needed to be performed on job |
| what is job element approach? | Job element approach focuses on analyzing employee competencies rather than on tasks to be performed |
| small companies | Have a more fluid, open-ended approach to job design Need employees to perform multiple tasks and wider array of tasks |
| large companies | Have more bureaucracy and specialization Need more rules and regulations on how work is done |
| Employee stress may result from unclearly defined roles t/f | t |
| what is role overload and role underload? | Role overload: too many expectations or demands placed on employees Role underload: having too few expectations or demands |
| what is role ambiguity and rold conflict? | Role ambiguity: uncertainty about daily tasks expected and how to perform them Role Conflict: tension caused by incompatible or contradictory demands |
| what are the 3 things that may be effective in attracting and retaining workers and facilitate work/family balance? | flextime compressed work week job sharing |
| what is flextime and compressed work week and job sharing | Flextime: employees choose starting and/or ending time Compressed workweek: reduce number of days worked (four 10-hour days) Job sharing: two employees work part time to complete a single job responsibilities |
| what are impacts on job designs? | Availability of skills sets in the labor market Aging of the workforce and supply of workers Availability of technology and trend toward virtual teams Globalization with employees in multiple countries Diversity and cross-cultural issues |
| what are the most stressful jobs out there | paramedics, teachers, and social workers |
| 40% of employees claim jobs are extermely stressful t/f | t |
| what are some of the reasons to why an employees job may be stressful? | heavy workload, infrequent breaks, long hours, routine work with little meaning or uncertain expectations, lack of control |
| what are some unpleasant conditions that one should eliminate at work? | Extreme hot or cold temperatures Lack of privacy Extensive noise Tasks with extended physical exertion |
| what are the solutions to address job stress? | Ergonomics: design of tasks, jobs, environments to make them compatible with needs, abilities and limitations of people Job rotation: employees alternate between tasks that require high and low physical exertion |
| What is essential functions? | Essential functions: job tasks, duties and responsibilities required of a person in a job |
| Job Analysis helps address issue of reasonable accommodation and modifications to how work is done. t/f | t |
| who oversees guidelines for employee safety and heath? | OSHA |
| what are some of the guidelines for job design include? | Exposure to hazardous chemicals Regulations for machine operators Requirements for protective equipment Standards for working surfaces and environments |
Created by:
akashjpatel268