Job Analysis, Work Descriptions, and Work Groups

Flashcards covering industrial and laboratory management concepts including job analysis, legal hiring requirements, performance appraisal methods, and the stages of work group development.

Job Analysis

An evaluation and documentation of the tasks, conditions, requirements, and authority arrangements of a working situation.

Job Description

A written document describing the tasks, expectations, reporting relationships, and other information relative to the employment of an individual.

Formal Job Analysis

A process involving the observation and measurement of tasks and relationships with others, followed by a thorough documentation of the gathered information.

Scope of Labor

The evaluation of knowledge, skills, and abilities (KSAs) required to perform a job, relative to the availability of qualified persons in the marketplace.

O*NET

The Occupational Information Network, sponsored by the U.S. Department of Labor, which provides a content model to identify important information about occupations and people.

Exempt Status

A designation indicating whether an employee is salaried (exempt) or hourly (nonexempt).

Title VII of the Civil Rights Act

A 1964 law that forbids employers of more than 15 persons to discriminate against anyone on the basis of race, color, religion, sex, or national origin.

CLIA '88

The Clinical Laboratory Improvement Amendment of 1988, which cites specific educational and certification requirements for different levels of laboratory employees.

Behavioral Interview

A hiring assessment where the candidate is asked how they would react in certain situations rather than direct questions about their skills.

Competency-Based Performance Evaluation

An evaluation based on a limited number of specifically defined tasks that are taught and assessed by direct observation during the orientation period and periodically thereafter.

Criteria-Based Performance Evaluation

An evaluation method based on rating the performance of the employee on specifically defined criteria such as knowledge, judgment, attendance, and reliability.

360-Degree Evaluation

An evaluation process where a manager is assessed by both the person they report to and the employees who report to them.

Formal Work Groups

Groups assigned to a particular area to perform different pieces of a process, defined by staffing and scheduling.

Informal Work Groups

Groups that develop based on the personalities and priorities of the individuals within formal group settings.

Forming Stage

The tentative first stage of work group development where members get to know one another and establish hierarchy and mutual accommodation.

Storming Stage

The second stage of work group development where imbalances and conflicts come to the forefront and must be resolved.

Norming Stage

The third stage of work group development where members come to agreement on how things are done and who does them.

Performing Stage

The final stage of work group development where all members are comfortable with the dynamics and are productive.