...Chapter 5 & 6 Homework Economics for Management A firm in a perfectly competitive market invents a new method of production that lowers its marginal costs. What happens to its output? What happens to the price it charges? If the firm invents a new method of production that lowers its marginal costs then in turn it will be able to produce or output more. Nothing will occur to the price in which it charges as we know in a perfectly competitive market all of the firms are price takers however, since it is lowering its marginal costs it will wind up gaining a larger profit. (a) The firm has an employee who threatens to tell all other firms in the industry about how to implement this new technique. Will it be possible to bribe the employee not to do this? Explain why or why not. Ethically I would say no the firm cannot bribe the employee to not share the information however, if they have a code of conduct they can threaten the employee with termination. However, it is possible for the employer to bribe the employee with money as long as it is less of their economic revenue. The employee may still tell other firms in a limited quantity as by doing this it could add potential customers for this firm. (b) Why should this employee probably choose to tell only some of the other firms rather than all of them? If the employee only tells some of the other firms rather than all of them then at least only those that she tells can benefit from the economic profit. ...
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...Chapter 04 Job Analysis and Rewards Answer Key Changing Nature of Jobs True / False Questions 1. In most modern organizations, jobs are largely well established and change little over time. FALSE 2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. TRUE 3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job. FALSE 4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. TRUE 5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs. TRUE 6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations. FALSE 7. Advances in technology are one of the major reasons for changes in jobs. TRUE 8. A job family is a grouping of positions that are similar in their tasks and task dimensions. FALSE 9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element. TRUE 10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that...
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...Title: Contributing to the Process of Job Analysis Unit Code: 3CJA Coursework Component: Written Date of Submission: 27/02/2016 JOB ANALYSIS Job is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis provides the information such as knowledge, skills and abilities (KSAs) required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and personal competencies required to perform to a job in a desired manner. An important concept in a job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed. Purpose of Job Analysis The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as recruitment and selection, deciding compensation and benefits packages, assignment of duties, performance appraisal and analyzing training and development needs. On top of that, it assists in assessing the worth of a job and increasing personnel as well as organizational...
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...Job Analysis There are many responsibilities of HR Professionals and conducting a job analysis is one of those responsibilities. Since a job analysis is not typically performed on a daily basis, it is key for HR Professionals to take their time with the process. From reading articles and personally going through the job analysis process, it is a very critical and important procedure that if not taken seriously can affect the business. For example, not knowing what credentials are needed to perform certain tasks could lead to a negative outcome like negligence depending upon the actual position. One of the main reasons for conducting a job analysis is to be able to defend and validate the selection process in a court of law. No organization wants to be sued and performing a job analysis properly can assist in minimizing legal obstacles. Tasks, knowledge, skills, and abilities should be fully explored when conducting a job analysis. Conducting a job analysis at first glance seems to be an easy process; however HR Professionals have to be careful not to rush through the process. Taking time to go through the job analysis process is vital because in identifying the responsibilities for the job it is also the framework for the selection of the right talent for the organization. Each of the articles discusses how important conducting a job analysis is and the importance of truly defining the skills required to do the job. In considering the skills, the articles also points out...
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...important you understand how task analysis and person analysis works. The individual steps are outlined in chapter four. Part A: Chapter four 1. Does a task analysis focus on the person doing the task or task? Why? Task analysis is a systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance. It explains what must be done to perform a job or complete a process successfully. 2. What does KSAO stand for and how is this part of the task analysis? KSAO stands for Knowledge, Skills, Abilities, and Other characteristics. These are the attributes that an employee must possess in order to meet the appropriate standards of performance. 3. There were two company examples of task analysis provided in the text: Texas Instruments & Boeing, briefly explain how useful the task analysis was in these cases? In the Texas Instrument’s case: Task Analysis was used to develop a train-the-trainer program. A five step approach was to task analysis was used: 1. List typical tasks, 2. Survey staff, 3. Observe the classroom, 4. Conduct structured interviews, 5. Prepare and present a final report. Use of the task analysis allowed for input from all stakeholders, use of multiple methods, rating of tasks, view of broad perspective. The Task Analysis Process includes: Overall Job Description; Task identification; Identify What I Takes to Do the Job; Identify the Areas That Cam...
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...using the Job Analysis template Job analysis is an in-depth study of a job (not the person in the job). It provides information for job descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related units of competency. Whatever sources you use to get basic information on what the job entails, the analysis should end up with written results that can be reviewed by the incumbent, or other employees who know the job. During the review, duties, competencies, knowledge, skills, abilities, and other characteristics of the job can be added, deleted or modified. Job analysis is designed to provide a reliable method of quickly and effectively identifying critical competencies (ie knowledge, skills and abilities) and establishing the qualifications for a job or role. The step-by-step process below will assist you to complete a job analysis using the template provided. |Process |Explanation | |Step 1. Understand the job |Start by developing a complete understanding of the position. This is the foundation on which training (and | |including duties and tasks |other human resources processes) is based. The basis of a job is the...
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...1 Question #2: Job analysis is a key HR function. Provide an overview of the job analysis process, including brief descriptions of key job analysis techniques. Job analysis is defined as the process used to collect information about the task, responsibilities of a given job, duties (which can include frequency, duration, skill, effort etc.) and outcomes and work environment (can include unpleasant conditions and extreme temperatures. These can include definite risk) of a particular job. It usually answers questions like who does the work, where does the work come from and what equipment is used. The job analysis is completed by the HR and a line manager or an incumbent. A job analysis is an analysis of the job and not the person so you stick to the jobs description and not the personal effects of an employee. There are several tools that can be used to conduct a job analysis. I will briefly discuss observations, interviews, questionnaires and surveys and checklist. The first, observations is watching employees do their jobs and writing down notes. The observer can do some of the job task themselves and ask questions to the employees while they work. The second, interviews is a face-to-face tool. The interview is best when there is a specific set of questions based on the observations. The third, questionnaires and surveys are usually responded to by expert incumbents or upper management. Questionnaires include task statement in the form...
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...Job Analysis Job Analysis Performing a job analysis is a crucial component of Human Resource Management. This undertaking has a significant impact on the company and employee. According to Dr. Tara Carprenter and Tim Barnhart (2007 para. 1); “job analysis consists of identifying a job’s component parts and then discovering what employee behaviors are required for successful performance (Carpenter, Tara Dr. & Barnhart, Tim).” This analysis will then transition and lead to additional HR functions such as recruiting, compensation determination, hiring selection, training needs and performance appraisals. The ultimate goal of job analysis should be to improve performance and productivity. When beginning the process of job analysis, one needs to collect data to understand the position and the departmental requirements. Managers can collect the data using a variety of methods including; interviews, questionnaires, historical data analysis, reports and records. Managers need to outline tasks, responsibilities, knowledge required, skills, experience and performance standards. Developing an outline will considerably assist the HR team in determining its recruitment strategy and compensation package. In the attached job analysis chart, the Essential Function Importance Level (EFIL) methodology was utilized to assist in the creation of a job analysis for a Fraud management position. The EFIL model provides a formula to determine level of importance...
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...manage their entire career from basic training until retirement and later through one office. This improves the career management potential for all active duty and reserve Soldiers, to include the National Guard. Human Resources Command is comprised of over 40 operations throughout the United States. Responsibility includes every aspect of a Soldiers career from job development, awards, and continuing education. The Army is like no other organization. While conducting a job study, there are factors that must be taken into consideration that are not relevant to civilian jobs. In the Army, the job analysis process is used to identify individual tasks to job performance and survival on the battlefield. “Job analysis is the process used to identify individual critical tasks (including leader tasks) a job incumbent must perform to successfully accomplish his/her mission and duties as well as to survive in the full range of military operations. They are the critical tasks for that job. They may be one of four types: common Soldier tasks, branch specific tasks, common skill level tasks, shared tasks.” A job analysis will...
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...money, time, effort and other resources just to have a good advertisement and recruitment strategies to attract the best and suitable candidates. Yet when it comes to actually assessing which job candidates or applicants are likely to perform and do the job well and effectively that can make the most important contributions to the organization, it’s the time for the management to do the necessary assessments and effective measurement techniques to apply in the instance. In order to make a good selection, the hr people should consider on what particular measurement techniques and tools to be used because it is a cost to the organization it is very substantial to select and do effective assessments to guide selection decisions. There are enormous selection techniques and different types of formal assessments used by the companies of today. The first step in developing or selecting on what particular assessment method to use for a given situation is to understand first what the job requires employees to do and in return what are the knowledge, skills and abilities (KSAs) individuals must possess in order to perform well the job. ------------------------------------------------- ------------------------------------------------- 1. ) How useful is realibility and validity in job analysis and selection? Expound your...
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...Locate several job descriptions that apply to the position you have selected from the list. I will choose an entry-level job in a customer service call center. This entree level job will be a bank call center customer service representative. I will talk about Bank A and Bank B call center customer service representative. According to task analysis information, I will create Bank C call center customer center representative. Compare the common tasks and behavioral objectives contained within the job descriptions or lists of duties. Customer service is an organization’s relationship with its customers. Call center customer service representative communicates with customers by telephone to provide information about products or services, open and cancel accounts, or obtain details of complaints. Call center customer service job duties involves meeting the customer’s expectations, listening to their statements, and solving their problems. As shown in Appendix the common list of duties of Bank A and Bank B call center customer service representative, the duties involve customer satisfaction and problem solving. If we compare the common tasks of Bank A and Bank B call center representatives, Bank A call center customer service representatives review insurance policy terms to determine whether a particular loss is covered by Insurance. Bank...
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...Lakesha Eaton HRM-590 Professor Brett Gordon Job Analysis Literature Reviews March 19, 2015 Job Analysis and Job Description are closely interrelated. The information gathered on each job through job analysis is subsequently organized and compiled in a Job Description. The adequacy of the Job Description therefore depends heavily upon the extent of information obtained through Job Analysis. For the remainder of this paper I will focus on the process of job analysis by discussing the definition and literature reviews on this topic. "Job analysis is the process of defining the specific job duties, educational requirements, work experience, and skills to fulfill a vacant position." Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. The first article I found on job analysis is by Chelan David, titled “ How Conducting a Job Analysis Improves Your Business Efficiency, Growth, and Innovation.” According to this author, “ conducting a job analysis is important because organizations are being asked to work leaner and more efficiently while developing growth and innovation.” It’s essential to be conscious of the significant responsibilities for each position...
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...Job Analysis Jen C. Martinez PSY 435 October 1, 2012 Dr. Ellen Myers Job Analysis There are many reasons for analyzing jobs. One reason would be to study and evaluate exactly what a job requires. Another reason would be to describe specifically what skills are needed and the qualifications that are required to complete the job properly. The positions should be stated very clearly what is required so that all of the employees know what is expected of them without having any confusion. The person performing the job analysis should be able to watch a person performing the job or, at the very least know exactly what the job is supposed to accomplish so that the basic characteristics of a potential employee can be evaluated. Jobs change; therefore the job description will change as well. There are some companies that search for an easier, less physical ways while maintaining the same results. There are some employees who are able to find these ways and that is one reason why job descriptions change over time. The position that I have chosen to analyze is a Casual Quality Assurance Technician with Nestle Waters North America. The main purpose for this job is to make sure that all processes from raw materials to the finished product is compliant with the Nestle Waters North America standards. The right candidate would also be responsible for inspecting the products for any flaws and be able to diagnose the issue if there is a problem. The position also requires record keeping...
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...Job analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable information about the actual requirements of a job, and the skills and competencies required to meet the local area and University’s needs. Job analysis facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and restructuring or redesigning jobs to reflect the requirements of the local area and/or University-wide changes. Key Factors in Job Analysis Task identity: Employees receive more satisfaction from doing a ‘whole’ piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the employee and others. It is important that employees see the end results of the work they have produced either on their own or as a part of a team. Variety: Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For...
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...is a job analysis? Why should a company perform job analysis for the organization's jobs? Job Analysis refers to the various methods that are used to analyze the requirements of the job. Two tools used for this include the job description and mission statement of an organization. Organizations should always perform job analysis for their jobs to ensure their employee selection is valid and defensible; thus accurately measuring the requirements of the job itself in a fair and reliable way. Essentially, a valid selection procedure should effectively measure whether or not the applicant’s qualifications match those that are needed for the job, and not much more or less. 2. Describe three major methods or techniques that organizations use for job analysis process. Three major techniques utilized by organizations and companies in the job analysis process include Narrative Job Analysis, Task-Analysis Inventory, and the Position Analysis Questionnaire. Narrative Job Analysis is a narrative or descriptive set of information about a particular job or position within an organization. The quality of the information contained in the description typically depends on the writing skills of the analyst. Task-Analysis Inventory refers to a set of methods with the goal of analyzing all the tasks performed in the focal job. Once a list of tasks is developed for the job, an analyst will evaluate each task on things such as amount of time spent, frequency, etc. The Position Analysis Questionnaire...
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