How does the mechanistic approach differ from the motivation approach group of answer choices?

Chapter 3  The Analysis and Design of Work

70 

True/False Questions

1. 

The way in which a firm competes has little relationship to the 

way it is structured and how work tasks are organized. 

Answer: False  

 Page: 144   LO: 1   Difficulty: Easy   

AACSB: 6  

BT: Comprehension 

2. 

Workflow design is the process of analyzing the tasks necessary 

for the production of a product or service. 

Answer: True  

 Page: 145   LO: 1   Difficulty: Easy   

AACSB: 6  

BT: Knowledge 

3. 

Work-flow design refers to the relatively stable and formal 

network of vertical and horizontal interconnections among jobs 

that constitute the organization. 

Answer: 

False 

  Page: 145   LO: 1   Difficulty: Medium   

AACSB: 6  

BT: Knowledge 

4. 

The final stage in the work-flow analysis is to identify the inputs 

used in the developm

ent of the work unit’s product.

Answer: True

   Page: 148   LO: 1   Difficulty: Easy   

AACSB: 6  

BT: Knowledge 

5. 

Centralization refers to the degree to which work units are 

grouped based on functional similarity or similarity of work flow. 

Answer: False 

  Page: 150   LO: 1   Difficulty: Medium   

AACSB: 6  

BT: Knowledge 

Difference between job analysis and design

job analysis focuses on jobs that already exist; job design focuses on the jobs that are being created or changed

the process of defining the way work will be performed and the tasks that will be required in a given job

70-80% rather do something else

motivational mechanistic biological perceptual-motor

Motivational approach goal

max. intrinsic enjoyment. doing it for the sake of doing it

Mechanistic, biological, perceptual motor goal

maximize efficiency & safety

Arguements for motivational approachh

1) HR easier to manage if jobs are enjoyable 2) wont struggle with retention, compensation, performance management

Motivational approach uses what model

5 core characteristics of job characteristics model 

Job characteristics model 

challenging and fulfilling tasks = intrinsically enjoyable jobs

meaningfulness of work; responsibility for work; knowledge of results

belief job has meaningful outcome

responsibility of results

belief that worker controls the outcome

worker is aware of the outcome

exemplifies job characteristic model; take the money or stay! 

JCM strongly correlates with

pay, promotion opp, coworkers, supervision

missing JCM of invisible work

identification and meaning

record employees in slow mo; to eliminate or combine 

fast speeds; orient the placement of equipment

Mechanistic approach methods

micromotion and memomotion analysis, process engineering

sequence of steps; eliminates, combines, or automates steps Ex: shoe store

focused on physical safety;reduces psychical fatigue and health problems

perceptual motor application

focuses on mental capacities and limitations: lighting memorization

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DM 212
Pangasinan State University

Professor/Program Coordinator at Private and State Universities

DM 212
Pangasinan State University

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1. 1. Job Analysis Job Design and Job Acquisition Maris Tan Discussant
2. 2. A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. A JOB DESCRIPTION is often the outcome of a successful Job Analysis. Explanation: It is the formal process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century.[1] Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs.
3. 3. industrial / organizational psychologists are often the professionals who perform job analysis. These professionals use either a task- oriented or worker-oriented approach. The task-oriented approach focuses on identifying each individual task involved in performing the job well. The worker-oriented approach focuses on the attributes need in a prospective employee to perform the job successfully. The Occupational Information Network (O*NET) is an online website which provides analyses of a variety of jobs. Purpose : The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal
4. 4. training Job Analysis can be used in training/"needs assessment" to identify or develop: 1. Training content 2. Assessment tests to measure effectiveness of training 3. Equipment to be used in delivering the training 4. Methods of training (i.e., small group, computer-based, video, classroom)
5. 5. selection procedures Job Analysis can be used in selection procedures to identify or develop: 3.Job duties that should be included in advertisements of vacant positions; 5.Appropriate salary level for the position to help determine what salary should be offered to a candidate; 7.Minimum requirements (education and/or experience) for screening applicants; . Interview questions; 9.Selection tests/instruments (e.g., written tests; oral tests; job simulations); 6. Applicant appraisal/evaluation forms; 12.Orientation materials for applicants/new hires
6. 6. compensation Job Analysis can be used in compensation to identify or determine: 1. Skill levels 2. Compensable job factors 3. Work environment (e.g., hazards; attention; physical effort) 4. Responsibilities (e.g., fiscal; supervisory) 8.Required level of education (indirectly related to salary level)
7. 7. performance review Job Analysis can be used in performance review to identify or develop: 1. Goals and objectives 2. Performance standards 3. Evaluation criteria 4. Length of probationary periods 5. Duties to be evaluated is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.
8. 8. methods of job analysis Several methods exist that may be used individually or in combination. These include: 1. Review of job classification systems 2. Incumbent interviews 3. Supervisor interviews 4. Expert Panels 5. Structured questionnaires 6. Task inventories 7. Check Lists 8. Open-ended questionnaires 9.Observation 10.Incumbent work logs
9. 9. observation methods Observation methods consist of direct observation, work methods analysis, technique of critical incident. 1. Direct observation This form is based on analysis of job in order to observe and make records of behaviors/events/activities/tasks/duties when something is happening. 2. Work methoDs analysis The form of analysis on work methods is applicable to describe manual and repeated manufacturing jobs, for example the jobs of assembly-line. Such analysis on work methods consists of analysis of time, motion study and micro-motion.
10. 10. 3. critical inciDent technique (cit moDel) The method of critical incident technique is applied to discover behaviors towards working condition which can help classify performance into good and bad level.
11. 11. interview method This tool is considered to be very useful to analysis of jobs. In which questions are given to both incumbents and supervisors under such form of individual or a group. Interview consists of structured Interviews, unstructured interview, open-ended questions questionnaire methoDs Questionnaire methods includes 6 techniques as follows: 1. Position Analysis Questionnaire (PAQ model) 2. Functional job analysis (FJA model) 3. Work Profiling System (WPS model) MOSAIC model 4. Common Metric Questionnaire (CMQ model) 5. Fleishman Job Analysis System (FJAS model)
12. 12. OTHER METHODS OF JOB ANALYSIS 1. Task Inventory 2. Job element method 3. Diary method 4. Checklists and rating scales 5. Competency profiling 6. Examining Manuals/reference materials 7. Technical conference 8. Threshold Traits Analysis System (TTAS model)
13. 13. What Aspects of a Job Are Analyzed? Job Analysis should collect information on the following areas: 3.Duties and Tasks 4.Environment 5.Tools and Equipment 6.Relationships Supervision given and received 7.Relationships with internal or external people 8.Requirements
14. 14. banK teller General Purpose Accurately and efficiently process and record routine transactions for bank customers including cashing checks, accepting deposits and withdrawals, processing loan payments and money transfers. Promote and advise on the bank's products and services.
15. 15. banK teller Main Job Tasks and Responsibilities ■ receive and count working cash at beginning of shift ■ identify customers, validate and cash checks ■ accept cash and checks for deposit and check accuracy of deposit slip ■ process cash withdrawals ■ perform specialized tasks such as preparing cashier's checks, personal money orders, issuing traveler's checks and exchanging foreign currency ■ perform services for customers such as ordering bank cards and checks ■ receive and verify loan payments, mortgage payments and utility bill payments ■ record all transactions promptly, accurately and in compliance with bank procedures ■balance currency, cash and checks in cash drawer at end of each shift ■ answer inquiries regarding checking and savings accounts and other bank related products ■ attempt to resolve issues and problems with customer's accounts ■ initiate new accounts ■ explain, advise on and promote bank products and services to customers
16. 16. Education and Experience *** College diploma or equivalent (Board Passer) ■ some clerical, administrative, cash handling, sales or customer service experience preferred ■ knowledge of customer service principles ■ relevant computer skills ■ on-the-job training usually provided Key Competencies ■ strong numerical ability ■ good listening and communication skills ■ customer service orientation ■ accuracy and attention to detail ■problem solving ■ honesty and integrity ■ judgment ■ stress tolerance ■ adaptability
17. 17. job descriptions are written statements that describe the: duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and reporting relationship and coworkers of a particular job. Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. They clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
18. 18. JOB DESIGN is the process of defining how work will be performed and the tasks that will be required in a given job. JOB REDESIGN refers to changing the tasks or the way work is performed in an existing job. This can be done most effectively through understanding the trade-offs between certain Design Approaches: VII.MECHANISTIC APPROACH This most often entails reducing the complexity of the work to provide more human efficiency that is, making the work so simple that anyone can be trained quickly and easily to perform it. The Mechanistic Approach focuses on designing jobs around the concepts of TASK SPECIALIZATION, SKILL SIMPLIFICATION, AND REPETITION. SCIENTIFIC MANAGEMENT was one of the earliest and best known style of Mechanistic Approach. An example of this is the Time and Motion Studies to identify the most efficient movements for workers to make.
19. 19. I. MOTIVATIONAL APPROACH It focuses on the job characteristics that affect Psychological meaning and motivational potential and it views Attitudinal Variables (such as satisfaction, intrinsic motivation, job involvement) and Behavioral Variables (such as performance and attendance) as the most important outcomes of a Job Design. Job Design interventions emphasizing the Motivational Approach tend to focus on increasing the meaningfulness of jobs.
20. 20. A model of how job design affects employee reactions is thee “JOB CHARACTERISTICS MODEL”. According to this model, jobs can be described in terms of 5 characteristics: 4.SKILL VARIETY-is the extent that a job that requires a variety of skills to carry out the tasks. 5.TASK IDENTITY- is the degree to which a job requires completing whole piece of work from beginning to end. 3. AUTONOMY-is the degree to which the job allows an individual to make decisions about the way the work will be carried out. 8.FEEDBACK-is the extent to which a person receives clear information about performance effectiveness from the work itself. 10.TASK SIGNIFICANCE-is the extent to which a job has an important impact on the lives of other people.
21. 21. III. BIOLOGICAL APPROACH The Biological Approach to job design comes primarily from the sciences of Biology, (ex. The Study of Body Movements), work physiology, and occupational medicine and it is usually referred to as ERGONOMICS. ERGONOMICS is concerned with examining the interface between individuals’ physiological characteristics and the physical work environment. Goal: To minimize the physical strain on the worker by structuring the physical work environment around the way the human body works. Focus: Outcomes such as physical fatigue, aches, and pains, health complaints.
22. 22. IV. PERCEPTUAL – MOTOR APPROACH The Perceptual – Motor Approach to Job Design has roots in human – factors literature. Focus: Human mental capabilities and limitations. Goal: To design jobs in a way that ensures they do not exceed people’s mental capabilities and limitations. This approach generally tries to improve reliability, safety and user reactions by designing jobs to reduce information-processing requirements.
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What is mechanistic approach in HRM?

Which approach to job design focuses on mental capacities and limitation to reduce issues in the workplace?

What is the focus of the perceptual motor approach?

What is the process of defining the way work will be performed and the tasks that a given job requires multiple choice question?