Notes on Industrial and Organizational Psychology

INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY

  • Overview of the field focusing on understanding workplace behavior and enhancing productivity.

WHAT WILL WE COVER?

  • Job Analysis
  • Job-Oriented Approach
  • Person-Oriented Approach

JOB ANALYSIS

  • Definition: Method for describing jobs and/or the human attributes necessary to perform them.
  • According to Brannick, Levine, and Morgeson (2007, p. 8), three elements comprise a formal job analysis:
    1. Systematic Procedure:
    • Analyst specifies a procedure in advance and follows it meticulously.
    1. Breaking Job into Smaller Units:
    • The analysis examines every small part of the job including the nature of the job, tasks, performance expectations, duties, and hierarchy (who is the head or subordinate).
    1. Documented Results:
    • The analysis results should be presented in a written format, either electronically or on paper.

JOB ANALYSIS TECHNIQUES

  • ** JOB-ORIENTED APPROACH**
    • Focus: Provides information about the nature of tasks done on the job.
    • TASK DESCRIPTIONS:
    • A detailed picture of what a person does in a job.
    • Example: For police officers, a relevant task would be completing a report after arresting a suspect.
    • TASK CHARACTERISTICS:
    • Identifies common features that cut across various tasks/jobs.
    • Example: Characteristics shared by both police officers and teachers might include the use of pens and pencils, despite differing tasks.

TASK HIERARCHY

  • Tasks can be organized into a hierarchy, with higher-level descriptions broken down into smaller, more specific components.
    • Example: Major task performed by police officers is apprehending suspects, which can be broken down into specific actions such as:
    • Go to suspect’s house to make arrest.
    • Knock on door and identify self.
    • Handcuff suspect.
    • Inform suspect of legal rights.
    • Put suspect in car.
    • Drive suspect to police station.

BRANNICK ET AL. (2007) HIERARCHY OF SPECIFICITY

  • Defines a hierarchy consisting of five levels:
    1. Position: A collection of duties performed by a single individual.
    • Note: Typically, each employee holds a unique position although one individual may occupy more than one.
    • Example: Multiple police officers may share the title of “patrol officer” yet have distinct positions and task collections.
    1. Duty: Major components of a job.
    • Example for police officer: Enforcement of the law.
    1. Task: A complete work piece achieving a particular objective.
    • Example: Arresting suspects who violate the law.
    1. Activity: Divisions of tasks into smaller parts.
    • Example activities for arresting suspects include driving to the suspect’s home.
    1. Elements: Specific actions required to accomplish each activity.
    • Example element: Turn the ignition key to start the automobile.
  • Conclusion: A comprehensive job analysis can encompass extensive, detailed information about job responsibilities and tasks, resulting in lengthy reports.

PERSON-ORIENTED APPROACH

  • Definition: Provides a description of the characteristics or KSAOs essential for a person to perform successfully in a specific job.
  • KSAOs Defined:
    • Knowledge: Information necessary to perform a job.
    • Example: A carpenter should possess knowledge of local building codes and power tool safety.
    • Skills: Abilities to perform job tasks.
    • Example: A carpenter should demonstrate skills in reading blueprints and using power tools.
    • Ability: A person's aptitude to perform or learn job tasks.
    • Example: Using power tools requires hand-eye coordination; carpenters need good balance and the ability to work quickly.
    • Other Personal Characteristics: Relevant attributes not covered by the first three categories.
    • Example: Willingness to perform manual tasks and ability to work outdoors.
  • Distinction between KSAOs and tasks:
    • A task is what an employee does, defining the responsibilities of the job.
    • A KSAO is an attribute or characteristic necessary to perform tasks, indicating the ideal profile of the employee.

EXAMPLES OF KSAOs AND ASSOCIATED TASKS

  • Knowledge:
    • Legal arrest procedures.
  • Skill:
    • Proficiency in using a firearm.
  • Ability:
    • Effective communication with others.
  • Other Personal Characteristic:
    • Courage.
  • Related Tasks:
    • Arresting suspects, practicing firearm use on a range, mediating disputes to prevent violent incidents, entering dangerous areas to apprehend suspects.

JOB ANALYSIS METHODS

  • Numerous methods exist for conducting job and person-oriented analyses.
  • Some methods are tailor-made for either approach while others can cater to both.
  • The appropriateness of a particular method is determined by its intended purpose for analysis.
  • Conclusion: The functional approach to job analysis is pivotal in creating alignment between job requirements and the characteristics of employees needed to fulfil those roles.

CONCLUSION

  • Thank you for your attention!