job analysis

Examples of job analysis in the following topics:

• Tactics for Improving Fit

  • The basis for improving fit between the employee and the job is striking a balance between job design and individual—crafting the job in such a way that it complements the employee's individual skills, aspirations, personality, and attributes.
  • As a result, flexibility to tailor the job design for both organizational effectiveness and employee job satisfaction is a significant, ongoing part of the job design process.
  • This design becomes the foundation for the job description, which is a more exact picture of the job's nature and which comprises the following:
  • The first step in improving fit for a given job design is training.
  • Job analysis employs a series of steps which enable a supervisor to assess a given employee/job fit and to improve the fit, if necessary.

• Employee Recruitment

  • The different stages of recruitment are: job analysis, sourcing, screening and selection, and onboarding.
  • Job analysis involves determining the different aspects of a job through, for example, job description and job specification.
  • The former describes the tasks that are required for the job, while the latter describes the requirements that a person needs to do that job.
  • Methods of screening include evaluating resumes and job applications, interviewing, and job-related or behavioral testing.
  • Internet job boards and job search engines are commonly used to communicate job postings.

• Employee Selection

  • A selection system should depend on job analysis.
  • This ensures that the selection criteria are job related and propose value additions for the organization.
  • The selection ratio (SR) is the number of job openings (n) divided by the number of job applicants (N).
  • When the SR is equal to 1, the use of any selection device has little meaning, but this is not often the case as there are usually more applicants than job openings.
  • As N increases, the quality of hires is likely to also increase: if you have 500 applicants for 3 job openings, you will likely find people with higher-quality work among those 500 than if you had only 5 applicants for the same 3 job openings.

• Applying the Ethical Decision Tree

  • For instance, a decision to close a coal mine because coal contributes to global warming may be positive for society at large, but it imposes high costs on the employees who will lose their jobs.
  • Decision-tree analysis can help identify or uncover the potential impacts of alternatives so that a decision maker can select the one that is most consistent with her ethical and moral beliefs.

• Job Characteristics Theory

  • The Job Characteristics Theory is a framework for identifying how job characteristics affect job outcomes.
  • The Job Characteristics Theory (JCT), also referred to as Core Characteristics Model and developed by Hackman and Oldham, is widely used as a framework to study how particular job characteristics impact job outcomes, including job satisfaction.
  • No one combination of characteristics makes for the ideal job; rather, it is the purpose of job design to adjust the levels of each characteristic to attune the overall job with the worker performing it.
  • The job characteristics directly derive the three states.
  • The five core job characteristics can be combined to form a motivating potential score for a job that can be used as an index of how likely a job is to affect an employee's attitudes and behaviors.

• Defining Job Satisfaction

  • Job satisfaction is the level of contentment a person feels regarding his or her job.
  • Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction.
  • Affective job satisfaction is a person's emotional feeling about the job as a whole.
  • Cognitive job satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay, hours, or benefits.
  • These assessments help management define job satisfaction objectively.

• How Job Satisfaction Influences Behavior

  • Job satisfaction can affect a person's level of commitment to the organization, absenteeism, and job turnover.
  • Job satisfaction can affect a person's level of commitment to the organization, absenteeism, and job turnover rate.
  • Job satisfaction also reduces stress, which can affect job performance, mental well-being, and physical health.
  • There are some indications that job satisfaction is directly tied to job performance; nonetheless, feeling less stressed can positively affect a person's behavior.
  • —for improvement and job enrichment.

• Perspectives on Motivation

  • Variable compensation, as found in many sales jobs, is a prime example of this concept.
  • Job-oriented theories adhere to the view that employees are motivated to complete tasks effectively because of an innate desire to be fulfilled or to contribute and that compensation and other forms of incentives are less important to them.
  • Frederick Herzberg's Two-Factor Theory is the most well known of the job-oriented theories, despite the fact that it has not been supported by empirical evidence.
  • Clearly, our understanding of workplace motivation could benefit from further research and empirical analysis.

• Defining Job Design

  • To understand job design, it is helpful to identify some key elements and their relationship with job design processes.
  • Managers should design jobs that motivate employees.
  • In job design, it is necessary to identify and structure jobs in a way that uses the company's resources efficiently.
  • Reward systems also play a role in job design.
  • Another modern job design theory is the Core Characteristics Model, which maintains five important job elements that motivate workers and performance:

• What is Organizational Behavior?

  • Organizational studies encompass the study of organizations from multiple perspectives, methods, and levels of analysis.
  • Some scholars also include the categories of "meso"-scale structures, involving power, culture, and the networks of individuals in organizations, and "field"-level analysis, which studies how entire populations of organizations interact.
  • Concepts such as leadership, decision making, team building, motivation, and job satisfaction are all facets of organizational behavior and responsibilities of management.