chapter 4: job analysis

Functional Organizational Structure

Employees grouped by specialized functions (e.g., Marketing, HR, Finance).

Advantages of Functional Organizational Structure

Specialization and efficiency, clear chain of command, expertise in specific areas.

Disadvantages of Functional Organizational Structure

Poor interdepartmental communication, limited flexibility, silo mentality.

Divisional Organizational Structure

Organization divided into self-contained units based on products, markets, or locations.

Advantages of Divisional Organizational Structure

Focus on specific markets or products, flexible and responsive, clear accountability.

Disadvantages of Divisional Organizational Structure

Duplication of resources, limited economies of scale, potential for conflict between divisions.

Job Analysis

Gathering detailed information about the job.

Sources of Information for Job Analysis

Job description, duties and responsibilities, pay, etc.

Products of Job Analysis

Job description and job specification.

TDRs

Tasks, duties, responsibilities; what will you do in the job.

KSAOs

Knowledge, skills, abilities, other; what do you need to perform the job.

Job Design

Defining the work/tasks required for the job.

Job Re-design

Changing the tasks or the way work is performed in an existing job.

Mechanistic Approach to Job Design

Putting tasks together for highest efficiency and developing specialization.

Motivational Approach to Job Design

Designing jobs that create meaning for employees, including job enlargement and job enrichment.

Job Enrichment

Enhancing a job by increasing the variety of tasks, responsibilities, and opportunities for personal growth.

Job Enlargement

Expanding the scope of a job by adding more tasks of similar complexity.

Biological Approach to Job Design

Designing jobs based on physical strain and physical limits.