These are two tangible products of the job analysis process. The job description is a written statement that describes the activities and responsibilities of the job as well as its important features such as working conditions and safety hazards. The job specification summarizes the personal qualities, traits, skills, and background required for completing a certain job. These two may be completely separate or in the same document. Position rotation can be further broken down into within-function rotation and cross-functional rotation. Within-function rotation is where an employee rotates between jobs with similar levels of responsibility and in the same functional or operational areas.
The journal entry by the buyer to record a return of merchandise purchased on account under a perpetual inventory system would credit Accounts Payable. For all of your questions, let’s find and give answers. Course Hero is not sponsored or endorsed by any college or university. The security system for this website has been triggered. Completing the challenge below proves you are a human and gives you temporary access.
An example of job enlargement in a university may be assigning a Professor the task of looking after the NSS activities besides his/her teaching in his/her Department. Similarly, a clerk in an office who is doing the typing work only may also be assigned the task of drafting letters, sorting of incoming mails and filing of letters. Job enlargement consists of making a job larger in scope by combining additional task activities into each job through expansion.
The relationship between feedback and job performance is more controversial. In other words, the mere presence of feedback is not sufficient for employees to feel motivated to perform better. In fact, a review of this literature shows that in about one-third of the cases, feedback was detrimental to performance. Refers to whether a person’s job substantially affects other people’s work, health, or well-being.
Another advantage is the ancillary effect of cross-training employees for different tasks, which will increase the flexibility and adaptability of the organization. Since most tasks are not done in isolation, job design is very often used for a group of employees. In some cases, teams can be created that have an overall responsibility for larger task or set of tasks. It is up to the team to decide how the job will be accomplished, which individual will do what tasks, and when. In most cases, team members will have many skills which allow them to change jobs from time to time. Some people have suggested job rotation also as a motivational strategy.
Refers to the extent to which the job requires a person to utilize multiple high-level skills. Verify the job analysis information with the worker performing the job and with his or her immediate supervisor. This will help confirm that the information is factually correct and complete. This review can also help gain the employee’s acceptance of the job analysis data and conclusions by giving that person a chance to review and modify descriptions of the job activities. Decide how to use the information since this will determine the data to collect and how to collect it. Some data collection techniques such as interviewing the employee and asking what the job entails are good for writing job descriptions and selecting employees for the job.
Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades. However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years. Task rotation usually what does the normative approach ask regarding the lifespan takes place in jobs that involve a high degree of physical demands on the body or a high degree of repetitive tasks that can become extremely tedious. Employees are periodically removed from these mentally stressful or physically demanding tasks to a less demanding task for a while to give them a break.
The Hawthorne studies introduced psychology into the workplace. They proved that there is a dynamic social system in the workplace, and that this social system can be more important than physical working conditions. __________ are drawings used to analyze movement of people or material. The study of work, often called human factors, is called __________. ___________ is a system providing some portion of any profit for distribution to employees.