Chapter 4Chapter 4

Analyzing Work and Designing JobsAnalyzing Work and Designing Jobs

Work Flow in OrganizationsWork Flow in Organizations

• Work Flow DesignWork Flow Design• The process of analyzing the tasks necessary for The process of analyzing the tasks necessary for

the production of a product or service.the production of a product or service.

• JobJob• A set of related duties.A set of related duties.

• PositionPosition• The set of duties (job) performed by a particular The set of duties (job) performed by a particular

person.person.

EQUIPMENT

What special equipment, facilities, and systems are needed?

ACTIVITY

What tasks are required in the production of the output?

OUTPUT

What product, information, or service is provided? How is the output measured?

RAW INPUTS

What materials, data, and information are needed?

HUMAN RESOURCES

What knowledge, skills, and abilities are needed by those performing the tasks?

Work Flow in OrganizationsWork Flow in Organizations

• Work ProcessesWork Processes• The activities in a work unit that members of a The activities in a work unit that members of a

work unit engage in to produce a given output.work unit engage in to produce a given output.

• Operating ProceduresOperating Procedures• These include all the tasks that must be These include all the tasks that must be

performed in producing the output.performed in producing the output.

Work flow Design and an Work flow Design and an Organization’s StructureOrganization’s Structure

• CentralizedCentralized• Authority is concentrated in a few people at the Authority is concentrated in a few people at the

top of the organization.top of the organization.

• DecentralizedDecentralized• Authority is spread among many people.Authority is spread among many people.

Job AnalysisJob Analysis

• Job DescriptionsJob Descriptions• A list of the tasks, duties, and responsibilities A list of the tasks, duties, and responsibilities

that a particular job entails.that a particular job entails.• Job SpecificationsJob Specifications

• A list of knowledge, skills, abilities, and other A list of knowledge, skills, abilities, and other characteristics that an individual must have to characteristics that an individual must have to perform a particular job.perform a particular job.

Sample Job DescriptionSample Job Description

Sample Job SpecificationsSample Job Specifications

• Knowledge Knowledge refers to factual or procedural refers to factual or procedural information that is necessary for information that is necessary for successfully performing a tasksuccessfully performing a task

• Skill Skill refers to an individual’s level of refers to an individual’s level of proficiency at performing a particular taskproficiency at performing a particular task

• Ability Ability refers to a more general enduring refers to a more general enduring capability that an individual possessescapability that an individual possesses

Job AnalysisJob Analysis

• Position Analysis Questionnaire (PAQ)Position Analysis Questionnaire (PAQ)• A standardized job analysis questionnaire A standardized job analysis questionnaire

containing 194 questions about work containing 194 questions about work behaviors, work conditions, and job behaviors, work conditions, and job characteristics that apply to a wide variety of characteristics that apply to a wide variety of jobs.jobs.

• Position Analysis Questionnaire (PAQ)Position Analysis Questionnaire (PAQ)Six sections concerning different aspects Six sections concerning different aspects

of the job:of the job:

1.1. Information inputInformation input-- Where and how a worker gets Where and how a worker gets

information needed to perform the job.information needed to perform the job.

2. Mental processes2. Mental processes- - The reasoning, decision making, The reasoning, decision making,

planning, and information-processing activities involved planning, and information-processing activities involved in performing the job.in performing the job.

3. 3. Work OutputWork Output-- the physical activities, tools, and devices the physical activities, tools, and devices

used by the worker to perform the job.used by the worker to perform the job.

• Position Analysis Questionnaire (PAQ)Position Analysis Questionnaire (PAQ)

4. 4. Relationships with Other PersonsRelationships with Other Persons- - The relationships with other people required in

performing the job.

5. 5. Job ContextJob Context- - The physical and social contexts where the work

is performed.

6. 6. Other CharacteristicsOther Characteristics- The activities, conditions, and characteristics

other than those previously described that are relevant to the job.

• Fleishman Job Analysis SystemFleishman Job Analysis System

Job analysis technique that asks subject-Job analysis technique that asks subject-matter experts to evaluate a job in terms of the matter experts to evaluate a job in terms of the abilities required to perform the job.abilities required to perform the job.

Trends in Job AnalysisTrends in Job Analysis

• DejobbingDejobbing- viewing organizations as a field - viewing organizations as a field of work to be done, rather than as a set or of work to be done, rather than as a set or series of jobs held by individuals.series of jobs held by individuals.

Job DesignJob Design

The process of defining how work The process of defining how work will be performed and what tasks will be will be performed and what tasks will be required in a given job.required in a given job.

Designing Efficient JobsDesigning Efficient Jobs

• Industrial EngineeringIndustrial Engineering

The study of jobs to find the simplest The study of jobs to find the simplest way to structure work in order to maximize way to structure work in order to maximize efficency.efficency.

Designing Jobs that MotivateDesigning Jobs that Motivate• Five characteristics of a Motivating JobFive characteristics of a Motivating Job

1. 1. Skill Variety-Skill Variety- The extent to which a job The extent to which a job requires a variety of skills to carry out the tasks requires a variety of skills to carry out the tasks involved.involved.

2. 2. Task Identity-Task Identity- The degree to which a job The degree to which a job requires completing a “whole” piece of work form requires completing a “whole” piece of work form beginning to end.beginning to end.

3. 3. Task Significance-Task Significance- The extent to which The extent to which the job has an important impact an the lives of the job has an important impact an the lives of other people.other people.

Designing Jobs that MotivateDesigning Jobs that Motivate

4. 4. Autonomy-Autonomy- The degree to which the job allows an The degree to which the job allows an individual to make decisions about the way the individual to make decisions about the way the work will be carried out.work will be carried out.

5. 5. Feedback-Feedback- The extent to which a person receives The extent to which a person receives clear information about performance effectiveness clear information about performance effectiveness from the work itself.from the work itself.

• Job EnlargementJob Enlargement- Broadening the types of tasks performed in - Broadening the types of tasks performed in

a job.a job.

• Job ExtensionJob Extension-Enlarging jobs by combining several -Enlarging jobs by combining several

relatively simple jobs to form a job with a wider relatively simple jobs to form a job with a wider range of tasks.range of tasks.

• Job RotationJob Rotation- Enlarging jobs by moving employees - Enlarging jobs by moving employees

among several different jobsamong several different jobs

• Job EnrichmentJob Enrichment- Empowering workers by adding more - Empowering workers by adding more

decision-making authority jobs.decision-making authority jobs.

Flexible Work SchedulesFlexible Work Schedules

• FlextimeFlextime• A scheduling policy in which full-time A scheduling policy in which full-time

employees may choose starting and ending employees may choose starting and ending times within guidelines specified by the times within guidelines specified by the organization.organization.

• Job SharingJob Sharing• A work option in which two part-time A work option in which two part-time

employees carry out the tasks associated with a employees carry out the tasks associated with a single job.single job.

Flexible Work SchedulesFlexible Work Schedules

• Compressed WorkweekCompressed Workweek• A schedule in which workers complete their A schedule in which workers complete their

weekly hours in fewer than 5 days.weekly hours in fewer than 5 days.

TeleworkTelework

• Telework or TelecommutingTelework or Telecommuting• Doing one’s work away from a centrally Doing one’s work away from a centrally

located office.located office.

Designing Ergonomic JobsDesigning Ergonomic Jobs

• ErgonomicsErgonomics• The study of the interface between individuals’ The study of the interface between individuals’

physiology and the characteristics of the physiology and the characteristics of the physical work environment.physical work environment.

• Ergonomic Job Design Ergonomic Job Design has been applied in has been applied in redesigning equipment used in jobs that are redesigning equipment used in jobs that are physically demanding.physically demanding.

Designing Jobs That Meet Mental Designing Jobs That Meet Mental Capabilities and LimitationsCapabilities and Limitations

• Limit the amount of information and Limit the amount of information and memorization that the job requiresmemorization that the job requires

• Limit distractions or interruptionsLimit distractions or interruptions