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Questions and Answers
What is one of the four pillars of decent work defined by the International Labor Organization?
Which method involves a group of job experts identifying objectives for an ideal worker?
Which step in the task analysis process involves writing statements that contain action, object, and WH questions?
In the context of job analysis, what does 'KSAOs' stand for?
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What is the primary purpose of using questionnaires in task analysis?
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Which of the following is NOT a method used to identify different tasks performed in a job?
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Which test was developed by Purdue University to analyze job structures?
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What does the term 'social protection' refer to in the context of decent work?
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What is the primary focus of the Functional Job Analysis (FJA)?
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Which of the following is NOT one of the compensable job factors identified during job evaluation?
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What is the primary purpose of the Job elements inventory (JEI)?
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Which element of job analysis provides written statements describing the contributions and outcomes needed from a position?
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In job evaluation, what is the significance of determining factor weights?
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What aspect does the Job components inventory (JCI) particularly evaluate?
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Which analysis method is specifically described as addressing the ergonomic relationship of the worker with work objects?
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What does the term 'Element' refer to in job analysis?
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Study Notes
Industrial/Organizational Psychology
- Applies psychology principles in the workplace, focusing on issues involving people in organizations.
- The International Labor Organization (ILO) defined decent work in 1999 as work that complies with international labor standards, provides equal opportunities, offers social protection, and engages in tripartism.
Job Analysis
- Identifies the tasks performed in a specific job using a range of methods including:
- Systematic observation
- Interviews
- Checklists
- Technical conference method
- Diary methods
- Ammerman technique
- Job participation
- Questionnaires
Task Statements
- Concisely and clearly describe the actions, objects, and conditions involved in a task.
Task Analysis
- Evaluates the frequency and importance of each task using a group of subject matter experts (SMEs).
KSAOs (Knowledge, Skills, Abilities, and Other Characteristics)
- Identifies the essential qualifications needed to perform a job:
- Knowledge: Body of information required.
- Skill: Proficiency in performing a learned task.
- Ability: Capacity for performing a wide range of tasks.
- Other Characteristics: Personality traits, willingness, interests, motivation, licenses, degrees, and experience.
Job Analysis Tools and Techniques
- Several tools are used to gather data for job analysis:
- Position Analysis Questionnaire (PAQ): 194 items covering input, mental processes, work output, relationships, job context, schedule, pay, and responsibility.
- Job Structure Profile (JSP): A revised PAQ emphasizing intellectual and decision-making aspects.
- Job Elements Inventory (JEI): Alternative to PAQ, with 153 items designed for easier understanding.
- Functional Job Analysis (FJA): Quick method focusing on the time spent on data, people, and things.
- Job Components Inventory (JCI): Used in England, with over 400 questions regarding tools, equipment, perceptual and physical requirements, math and communication skills, and decision-making.
- Arbeitswissenschaftliches Erhebungsverfahren zur Tätigkeitsanalyse (AET): Focuses on the relationship between worker and work objects.
Job Analysis Terminology
- Helps to define the scope of job analysis:
- Element: Smallest unit of job action.
- Task: Work act performed to achieve a specific objective.
- Position: Place or role within an organization defined by the tasks performed.
- Job: Collection of similar positions with a shared job title.
Job Evaluation
- Determines a job's worth relative to other jobs within an organization.
- Key steps:
- Determining compensable job factors: Responsibility level, physical and mental demands, education, training, experience, and working conditions.
- Establishing levels for each compensable factor: Determining the level of education required or the level of responsibility, for example.
- Assigning factor weights: Giving weighted points to each factor based on its importance.
Pay Equity
- Ensures fair and equitable pay for different jobs and among employees:
- Internal Pay Equity: Comparing jobs within the organization to ensure those with higher value are paid accordingly.
- External Pay Equity: Comparing jobs outside the organization to ensure competitiveness by considering salaries, benefits, taxes, and other factors.
- Sex and Race Equity: Preventing pay disparities based on gender or race through comparable worth principles, where different but comparable jobs should be paid the same.
Products of Job Analysis
- Job analysis serves as the foundation for several essential HR documents and processes:
- Job Description: A written statement outlining the duties, responsibilities, and most important contributions of a specific position, including reporting relationships and coworkers.
- Job Specifications: Minimum qualifications required for a job.
- Job Evaluation: Determines the relative worth of a job within the organization.
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Description
Explore the key concepts of Industrial/Organizational Psychology, focusing on job analysis and task analysis. This quiz covers essential aspects of determining task statements and evaluating KSAOs in the workplace. Test your knowledge on how psychological principles are applied in organizational settings.
