chapter 4: job analysis
1. Functional Organizational Structure
Definition: Employees grouped by specialized functions (e.g., Marketing, HR, Finance).
Advantages:
Specialization and efficiency
Clear chain of command
Expertise in specific areas
Disadvantages:
Poor interdepartmental communication
Limited flexibility
Silo mentality
2. Divisional Organizational Structure
Definition: Organization divided into self-contained units based on products, markets, or locations.
Advantages:
Focus on specific markets or products
Flexible and responsive
Clear accountability
Disadvantages:
Duplication of resources
Limited economies of scale
Potential for conflict between divisions
· What is Job Analysis and why is it important?: gathering detailed information about the job
· Sources of Information: job description, duties and responsibilities, pay, etc.
· Products of Job Analysis
o Job Description
§ TDRs: tasks, duties, responsibilities and what will you do in the job
o Job specification
§ KSAOs: knowledge, skills, abilities, other and what do you need to perform the job
o How does Job Analysis benefit other HR functions
· 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
· 3 Job Design Approaches
o Mechanistic Approach: Putting tasks together for highest efficiency and develops specialization
o Motivational Approach: Designing jobs that create meaning for employees, Job enlargement (horizontal), Job enrichment (vertical)
Job enrichment: the practice of enhancing a job by increasing the variety of tasks, responsibilities, and opportunities for personal growth to make the work more fulfilling and motivating for employees.
Job enlargement: expanding the scope of a job by adding more tasks of similar complexity, giving employees a wider variety of responsibilities to increase job satisfaction and reduce monotony.
o Biological Approach: Designing jobs based on physical strain/physical
limits