The number and nature of the outputs selected create
challenges for how to process the inputs to generate the
outputs effectively. For example: McDonald recorded their Analyzing Work Outputs
worst speed-of performance metrics following the launch
of new menu items.
Work-flow design is the process of analyzing the tasks
Teams are not a panacea. For teams to be effective, it is
needed for the production of a product or service, prior to
essential that the level of task interdependence (how
allocating and assigning these tasks to a particular job
much they have to cooperate) matches the level of Analyzing Work Processes
category or person.
outcome interdependence (how much they share the
reward for task accomplishment).
These inputs can be broken down into the raw materials,
equipment, and human skills needed to perform the Analyzing Work Inputs
tasks.
Centralization
Dimensions of Structure
Departmentalization
High levels of centralization tend to go naturally with
functional departmentalization because individual units in
the structures are so specialized that members of the unit Functional Structure
may have a weak conceptualization of the overall
organization mission.
Structural Configurations Organization structure refers to the organization's
generally stable and formalized network of vertical and
Are not very efficient because of the redundancy
horizontal links between roles.
associated with each group carrying its own functional
Divisional Structure
specialists. It also “self-cannibalize” if the gains achieved
in one unit come at the expense of another unit.
The choice of structure also has implications for people
who would assume the jobs created in functional versus
divisional structures. Taller structures have implications Structure and the Nature of Jobs
for organizational culture in terms of ethics and
accountability.
Changing the tasks or the way work is done in an existing
job.
One must thoroughly comprehend the job as it exists (job
analysis) and its place (work-flow process) in the larger
work unit’s work-flow process in order design jobs
effectively.
Identifying the simplest way to structure work that
maximizes efficiency. This approach focuses on: task
specialization, skill simplification, and repetition.
Reducing the complexity of the work to make the work so
simple that anyone can be trained quickly and easily to
perform it. However, this can lead to unethical practice of
some companies in undeveloped countries.
Mechanistic Approach
The organization reduces its need for high-ability (classical industrial engineering)
individuals and thus becomes less dependent on
individual workers.
This approach are performed in developing countries
where there is a large supply of low-skilled labor and
relatively lax legal guidelines regarding safety standards.
However, this can lead to a backlash against companies
that benefit from this unethical practice.
Focus on increasing the meaningfulness of jobs through
such interventions as job enlargement, job enrichment,
and the construction of jobs around socio-technical
Motivational Approach (organizational psychology and
systems.
management literature)
Creating meaningful work requires matching the right
type of person to the right type of task.
Minimize physical strain on the worker by structuring the
physical work environment around the way the human
body works. Any job that creates a significant number of
injuries is a target for ergonomic redesign.
Programs also have a positive psychological effect on
workers by emphasizing an organizational climate that
values safety and health.
Improve reliability, safety, and user reactions by
designing jobs to reduce their information-processing
requirements.
Similar to the mechanistic approach, this approach
generally decreases the job’s cognitive demands.
Perceptual-Motor Approach
(human-factors literature)
The new technology serves as a source of distraction
from the primary task, reducing performance and
increasing the opportunities for errors.
Team-based work design is a central component in terms
of strategy and competitive advantage
Redesign is similar to analyze a job that has not yet exist.
Work Redesign A firm often seeks to redesign work to make it more
efficient or effective.
Managers analyze an organization’s human resource
Human Resource Planning needs in a dynamic environment and develop activities
that enable a firm to adapt to change.
To identify the most qualified applicant, it must determine
the task will be performed by the individual employed and
Selection
the knowledge, skills and abilities he/she must have to
perform effectively.
The Importance of Job Analysis The training will prepare individuals to perform the jobs
Training and Development effectively; and some training programs may be more
extensive than others.
Work-Flow Analysis and Organization Structure
Gathering information about how an employee behave
Performance Appraisal their work (effective or ineffective) and provide with
justification for why the poor performance is disciplined.
Matching an individual’s skills and aspirations with
Career Planning opportunities that are or may become available in the
organization.
Assessing the relative dollar value of each job to the
Job Evaluation
organization to set up internally equitable pay structures.
Managers must have detailed information about all the
jobs in their work group to understand the work-flow
process.
Managers need to understand the job requirements to
make informed hiring decisions.
The Importance of Job Analysis to Line Managers
A manager is responsible for ensuring that each
individual is performing satisfactorily (or better).
Managers ensure that the work is being done safely,
Job Redesign identify potential hazards, and create an environment in
which individuals are allowed to avoid unsafe situations.
TDRs are observable
Job Description: a list of the tasks, duties and
responsibilities (TDRs) that a job consists. An effective balance between breadth and specificity
Job Analysis: the process of collecting detailed when constructing job descriptions.
THE ANALYSIS AND DESIGN OF WORK information about jobs.
Nature of Information
Job Specification: a list of the knowledge, skills, abilities
and other characteristics (KSAOs) that a person must
have to perform the job.
Job Analysis Information Assess the informal social network that exists within the
formal organizational structure.
Although incumbents may provide the most accurate
estimates, supervisors may be a more precise source of
Sources of Job Analysis Information Job Incumbent
information about the importance of job duties.
Other sources, such as customers, can be helpful,
particularly for service jobs. External job analysts may be
the best source when it comes to analyzing skill levels.
Information Input
Job Design: the process of defining how work will
be performed and the tasks that will be required Mental Processes
in a that job.
Work Output
Position Analysis Questionnaire (PAQ): one of the
broadest and most well-researched instruments.
Relationships with other persons
Job Context
Job Analysis Methods Other Characteristics
Biological Approach Uses a common language that generalizes across jobs to
(ergonomics) describe the abilities, work styles, work activities, and
work context required for various occupations that are
more broadly defined
The Occupational Information Network (O*NET)
Individuals who want to improve their ability to find
employment can obtain from the O*NET relatively
accurate information about what jobs they are qualified
for given their current literacy level.
Most inaccuracy is likely to result from job descriptions
simply being outdated. The job analysis process must
also detect changes in the nature of jobs.
Dynamic Elements of Job Analysis
A trend referred to as “dejobbing” in organizations -
consisting of viewing organizations as a field of work
needing to be done rather than a set of discrete jobs held
by specific individuals.