LABMAN JOB DESIGN & JOB DESCRIPTION MIDTERMS

job

a collection of tasks, duties and responsibilities assigned to an individual worker

mechanism through which work is done, products and services delivered and all parties ultimately rewarded

job design

the process of organizing work into jobs

organization factors, people issues, legal and union requirements

factors that influence the makeup of a job

organizational factors

management styles, bureaucratic structure, products of services produced, technology requirements and the general economic health of the enterprise

people issues

people skills and limitations, personal motivational needs, behavior characteristics, expectations, social mores, work force availability, ability to function in the conditions of the environment

legal and union requirements

legislative and labor rules and regulations

job enrichment

an attractive and useful theory that brings the motivational aspects of human relations into the workspace

job analysis

the process of collecting and analyzing information about the tasks, workflow and job being done in an organization so that the job description's, work standards and performance appraisal systems can be developed

working conditions

The physical surroundings and the atmosphere of the workplace, and the way staff are treated by managers

technology

methodology and instrumentation, both technical skills and physical dexterity factors

job specifications

a written summary of the minimum qualifications required of workers to do a particular job

qualifications, skills, special knowledge and experience

availability of labor

Types and quality of personnel available; both are limiting factors in job design.

personal interactions

types, frequency, and degree of coordination required with other people, both inside and outside the organization

legal aspects

Personnel and facility licensure requirements

workflow

includes the tasks, activities, and responsibilities required to execute each step in a business process

time of arrival of work orders and service needs

work itself

actual tasks and duties that must be performed and completed to do the work

work process

similar methodology and workflow but deals with steps and timing of tasks that must take place in the work process, specifically, coordination with other jobs or departments

staffing

establishing the types and numbers of workers needed

the process of matching people with jobs that meet the goals and structure of the organization

part of the operational budget procecss and is dependent on the volume of work to be done

scheduling

builds on staffing information and focuses on matching people on a day-to-day basis with the fluctuating work load of the laboratory

where and when the employees work

job description

formal written document of job design

a written statement that designates the tasks, duties, working conditions and reporting relationships for a specific job

establishes the authority for the worker to do the job and sets the boundaries and limitations of responsibilities

employees and organization

2 job description objectives

performance appraisal

represents the formal communication system used by an organization to asses and provide feedback to the employees about job performances

performance standards

provide measurment against which a similar object can be compared

performance criteria

Standards used to evaluate employee performance.

scale rating methods and peer comparison

two kinds of appraisal focus

scale rating methods

predetermined standards or criteria against which performance or behavior is matched, including descriptive statements and rating scores

peer comparison

Procedure that compare the behavior or performance levels of an employee with his or her co-workers.

forced choice method

critical incident method

method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective

behaviorally anchored rating scales

measure performance by directly assessing job performance behaviors

mixed standard scales

method of performance measurement that uses several statements describing each trait to produce a final score for that trait

ranking method

The simplest method of job evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty.

forced distribution

Performance appraisal method in which ratings of employees' performance levels are distributed along a bell-shaped curve.

point allocation method

The rater is given 100 points that must be allocated among the staff, with the best member receiving the highest score.

paired comparison

technique in which each employee in a work group or a collection of individuals with the same job title is compared with every other individual in the group on the various dimensions being considered

Normal R.F maier

proposed the Three Types of Evaluation

Interviews

tell and sell method, tell and listen method and problem solving method

three types of evaluation interviews

tell and sell method

the strategy is to inform the worker of the results of the performance appraisal and then persuade the person to change, usefuli n dealing with young or inexperienced employees

tell and listen method

The key here is to share the results of the review with the employee and then actively solicit his or her opinion and feelings. The meeting is designed to be give and take session, with each participant gaining from the encounter.

problem solving method

The focus of this meeting is on the mutual identification and solving of problems, with particular emphasis on stimulating the growth and development of the employee.