...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...beneficial to their mental wellbeing. Purpose of this report is to is to ensure that the job description for the role of domestic assistant in Health Care Group, is in line with service delivery and the Care Quality Commissions Essential Standards of Quality and safety under the Health and Social Care Act 2008, as well as updating health and safety policies and procedures. For this reason we are going to conduct the process of job analysis. This report will apply to all Domestic Assistants across Healthcare home and hospital settings. 2- Findings Job analyzing is a process for collecting information about work performed and environment it takes place in, what is the purpose of the job. It identifies the knowledge, skills, abilities and personal competencies people need to perform their work well. From many methods of conducting job analysis, for this process Ive chosen examining documents (incl. job description, person spec, any other job related records), Interviewing job holder, and interviewing line manager. Each one of those methods has got its advantages and disadvantages. While examining documents like job description, gives you precise information about responsibilities of job holder, it doesn’t tell you how work is carried out, and there may be some responsibilities that are not included in job description. That is why I have chosen next method, which is interviewing the job holder. Mental health environment can change on a daily basis, so it is important that our...
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...kpbhs"No one wants to die," Steve Jobs said in his now-famous 2005 commencement address at Stanford. "Even people who want to go to heaven don't want to die to get there. "And yet death is the destination we all share. No one has ever escaped it. And that is as it should be, because death is very likely the single best invention of life. It is life's change agent. It clears out the old to make way for the new." These wise words came out of Jobs just a year after he got up close and personal with the notion of death, upon learning in 2004 he had a rare form of pancreatic cancer. On Wednesday, seven years later, he finally arrived at that "destination we all share." Above all, the loss of Steve Jobs is incredibly sad. But amid the raw, jumbled feelings in these early moments after hearing of his death, the other emotion that keeps surfacing is this sense of utter unfairness. More up his sleeve At 56, Steve Jobs, the co-founder of Apple, had given the world so much more than most people could ever dream - and he surely had so much more up his sleeve. And that is incredibly disappointing to consider. The secret to his success, the key to why his death is being mourned more like a pop star than a CEO and the biggest reason his untimely passing is profoundly unfair, are all the same: His products were polished reflections of an obsession with the customer experience. The consistent imprint across the products he touched over four decades - from the Macintosh, to the string of...
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... LESSON: 10 Job Evaluation Learning Objectives: 1. To know basic approach to Job Evaluation. 2. To importance of Job Evaluation and its effectiveness. 3. To know the important methods of Job Evaluation. Now friends we will discuss about how jobs used to be evaluated in an organization; if somebody having any idea about it please start explaining it; this can be explained in the following way. Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance. It should be noted that in a job evaluation programme, the jobs are ranked and not the jobholders. Jobholders are rated through performance appraisal. “Job evaluation is a process of finding out the relative worth of a job as compared to other jobs” Now, who is going to explain the objectives of job evaluation? The following objectives are derived from the analysis of the above-mentioned definitions: 1) To gather data and information relating to job description, job specification and employee specifications for various jobs in an organization. 2) To compare the duties, responsibilities and demands of a job with that of other jobs. 3) To determine the hierarchy and place of various jobs in an organization. 4) To determine the ranks or grades of various jobs. 5) To ensure fair and equitable wages on the basis of relative worth or value of jobs. In other words...
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...Job description & job analysis * Prepared by : Noha Reda Hassaan Fatma Mohammed * Outlines 1. Introduction 2. Definition & operational terms 3. Purpose of job analysis 4. Process of job analysis 5. Job description purpose 6. Components of job description 7. References * Objectives At the end of this session you will able to : 1. Define job description 2. Distinguish between job description , job specification & job analysis 3. Compare between job description & analysis 4. Analyze disadvantages of job description 5. Identify limitation of job description 6. List component of job description * Introduction -a job consists of a group of activities and duties that entail natural units of work that are similar and related. Jobs should be clear and distinct from other jobs to minimize misunderstandings and conflict among employees and to enable employees to recognize what is expected of them. -some jobs are required to be performed by several employees, each of whom occupies a separate position. -a position consists of different duties and responsibilities that are performed by only one employee * Operational terms * job analysis the procedure for determining the duties and skill requirements of a job and the process of obtaining information about jobs &kind of person who should be...
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...Job design determines the future of the company. Nowadays companies use job specialisation as their common job design. Job specialisation is a job composed of a small part of larger task or process (Williams & McWilliams, 2010). However workers will quickly feel bored due to repetition of same specific task every working day. Application of Job Characteristic model (JCM) that consists of five core dimension can solve the boredom and low job satisfaction of workers. JCM is an approach to job redesign that seeks to formulate jobs in ways that motivate workers and lead to positive work outcomes (Williams & McWilliams, 2010). The purpose of this article is to study the advantages and disadvantages of companies inserting job specialisation into their job design and application of JCM to diminish boredom and low job satisfaction of workers that caused by specialised job. Job design is the number, kind and variety of tasks that individual workers perform in doing their jobs (Williams & McWilliams, 2010). Adoption of job specialisation is very common job design among companies. It is widely practiced by successful companies like MacDonald, Subway and BMW in their production of their goods and services. The characteristic of job specialisation are low variety, simple, high repetition and tasks that are easier to learn. Jobs are separated and breakdown into smaller parts to simplify it, make it easier and focus so that employees can master the specific task in the minimum...
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...November, 2014 PRESENTED TO: Alice Muringu 1. JOB SATISFACTION 4 A. DEFINATION 4 B. IMPORTANT FACTORS USED TO MEASURE AND INFLUENCE JOB SATISFACTION 4 C. DETERMINANTS OF JOB SATISFACTION 5 i. The Evaluative Component 5 ii. The Cognitive Component 6 iii. The Affective Component 7 D. CAUSES OF JOB SATISFACTION 9 i. Job characteristic 9 ii. Social information processing (organizational characteristics) 10 iii. Dispositional (worker characteristics) 10 iv. Life Satisfaction 10 E. IMPACT FOR JOB SATISFACTION 11 F. JOB SATISFACTION APPLICATIONS 12 i. Company policies 12 ii. Salary/benefits 12 iii. Interpersonal /social relations 12 iv. Working condition 13 v. Achievement 13 vi. Recognition 13 vii. Autonomy 14 viii. Advancement 14 ix. Job Security 14 x. Work-life Balance Practices 14 G. MEASURES OF JOB SATISFACTION 15 i. Overall Job Satisfaction 15 ii. Job Descriptive Index (JDI) 15 iii. Global Job Satisfaction 16 iv. Job Satisfaction Relative to Expectations 16 v. Minnesota Satisfaction Questionnaire 16 vi. Job in General Scale 17 vii. Job Satisfaction Survey 17 viii. Job Satisfaction Index 17 ix. Job Diagnostic Survey 18 x. Career Satisfaction 18 H. REFERENCE 20 * JOB SATISFACTION DEFINATION Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability...
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...between Job Satisfaction, Job Performance Attitude towards Work and Organizational Commitment Habib Ahmad Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan E-mail: habib.msfin26@iiu.edu.pk Tel: +92-03335339752 Khursheed Ahmad Lecturer in Department of Management Sciences, University of Swat, Pakistan E-mail: khursheed66@yahoo.com Tel: +92-03088787874 Idrees Ali Shah Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan E-mail: idree.as1985@gmail.com Tel: +92-033491093119 Abstract Many attempts are made to find determinants of job satisfaction and its relationship with other variables but most of the study is done in the west. This paper utilizes survey data collected form 310 employees of 15 advertising agencies of Islamabad (Pakistan) to test interdependency of job satisfaction and job performance, effect of organizational commitment and attitude towards work on job satisfaction and impact of organizational commitment and attitude towards work on performance. Response patterns, analyzed by gender, education, department, income and age are also discussed. Results show a weak relation between job satisfaction and performance where as organizational commitment has strong positive relation with performance and attitude towards work has a strong positive relation with job satisfaction. The study identifies insignificant impact of organizational commitment on job satisfaction and attitude towards work on job performance...
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...Analyzing a Job - Rewriting a Job Description Marc Kahue HRM531 March 12, 2012 A. Muse Analyzing a Job - Rewriting a Job Description With a variety of age cohorts seeking employment, some would prefer to traditionally walk through a business’ front door and personally inquire of any job openings. Others would prefer to frequent different job search engines on the Internet in the comfort of their own home. Websites such as www.monster.com, www.careerbuilder.com, and www.simplyhired.com are great tools for job seekers and job postings are listed by date. For this analysis, the popular website used to search for a job posting is www.indeed.com and the selected job position is for a Target Team Leader in San Diego, California. The analysis will include the identified need, strategy, performance requirements, and the knowledge, skills, and abilities (KSA) required to satisfy the operational gap within the organization. The need identifies the open position to fill and why it is necessary for an organization to create a job position, while the strategy covers the approach used to outline the position’s details. The duties of the position will be included in the performance requirements and its distinction from KSAs will be explained as well. For most, job postings are a potential employee’s initial point of contact with a given organization and the posting itself can identify the need of the organization. Looking at Target’s job posting on www.indeed.com, and after careful...
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...Leadership of Steve JOB Abstract Insert body of abstract here. If there is no abstract, delete this page. Enjoy your APA template! Leadership of Steve Jobs “Jobs didn't create the Macintosh project -- it was started by Jef Raskin in 1979 -- but he took it over in 1981 and brought it to fruition. Jobs didn't write the code or design the circuit boards, but he provided the vision that made it happen.”(Macworld; Nov 2011,) Steve Jobs was a visionary it all started for him in 1976 when he cofounded the Apple company with Steve Wozniak in their garage. Steve Jobs found electronics fascinating he worked on electronic hobby kits when he could. While in college Steve Jobs dropped out but keep going to classes that interested him in the field of electronics and he would also attend computer club forums with friend Steve Wozniak. Shortly after he landed a part time job with Hp where is good friend Steve Wozniak worked. He later returned home from College and found a job with Atari where he helped to innovate some of the features of the famous game known as pong again with the help of Steve Wozniak. According to Grossman lev, McCracken, Harry (2011)“Jobs already had a lot of experience, though not the kind you usually think of as preparation for building a company.” Steve Jobs major business challenges came when he started Apple were he did not know much about computers but what he wanted to do was to sell them. He was not technical but he knew how to get people and...
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...PROGRAM Organizational BehaviorPersonal Reflection About Job SatisfactionSubmitted by ; Mr. Lynn Pyi(Austria) Submitted to ; Dr. Ioan Voicu | Student ID ; 5819019 | | Date; 21, September, 2015 | Personal Reflection of Job Satisfaction Job satisfaction is a pleasurable or positive feeling about a job and it is one of most important job attitudes. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects of facets of jobs, such as nature of work or supervision. Others believe it is not so simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Job satisfaction of employees improves the organization or company’s advantages. A person with a high level of job satisfaction holds positive feelings about his or her job, whereas a person with a low level holds negative feelings. Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships...
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... Executive Summary I. Brief Biography of Steve Jobs II. Steve Jobs and Apple III. Ethics and Values IV. Death of Steve Jobs V. Conclusion VI. References Executive Summary Steve Jobs has been labeled a visionary by many, and rightfully so. Though he may not be the tech celebrity that he once was, nor is his name any longer so strongly associated with the basic, commonplace components of software and hardware design that he helped to pioneer and that computer users the world over take for granted, the charismatic, passionately counterculture chief executive officer of Apple Computer was once the most important individual in Silicon Valley and even today dictates the trends and, some would say, overall health of the industry, continuing to drive innovation. I. Brief Biography of Steve jobs Steve Jobs is a great man so the rules don’t apply, is how Steve Jobs is described at the beginning of his career at Apple computer. From his early childhood, he was always thought of as an oddball or different. From Steve Jobs rise to power, to his fall, and to his second coming, Steve Jobs has always been different. Steven Paul Jobs was born an orphan on February 24, 1955 in Los Altos, California. Steve Jobs was adopted from infancy by a Northern California machinist named Paul Jobs and an accountant Clara Jobs, both now deceased. Being mostly a typical boy Steve...
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...Steve Jobs was born in San Francisco, California, on February 24, 1955, to two University of Wisconsin graduate students who gave him up for adoption. Smart but directionless, Jobs experimented with different pursuits before starting Apple Computers with Steve Wozniak in 1976. Apple's revolutionary products, which include the iPod, iPhone and iPad, are now seen as dictating the evolution of modern technology. He died in 2011, CONTENTS * Synopsis * Early Life * Apple Computers * Departure from Apple * Reinventing Apple * Pancreatic Cancer * Later Innovations * Personal Life * Final Years QUOTES "It's in Apple's DNA that technology alone is not enough. It's technology married with liberal arts, married with the humanities that yields us the result that makes our hearts sing." – Steve Jobs « prev1 / 4next » following a long battle with pancreatic cancer. Early Life Steven Paul Jobs was born on February 24, 1955, in San Francisco, California, to Joanne Schieble (later Joanne Simpson) and Abdulfattah "John" Jandali, two University of Wisconsin graduate students who gave their unnamed son up for adoption. His father, Abdulfattah Jandali, was a Syrian political science professor and his mother, Joanne Schieble, worked as a speech therapist. Shortly after Steve was placed for adoption, his biological parents married and had another child,Mona Simpson. It was not until Jobs was 27 that he was able to uncover information on his biological parents...
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...STILI UDHEHEQES I STEVE JOBS Bibliografia e Steve Jobs * Ka lindur ne 24 Shkurt 1955 dhe eshte femi i adaptuar nga Paul & Clara Jobs. * Ka punuar per HP ne nje program internshipi mbas shkolles se mesme. * E ka lene kolegjin qe ne semestrin e pare. * 1976: Themeloi Apple Computers me Steve Wozniak ne 1976. * 1984: Prezantoi Modelin Macintosh ne treg * 1985: Dha doreheqjen nga Drejtimi i Apple computers I detyruar nga Bordi I Drejtuesve. * 1986 Themeloi Next Computers * 1986: Bashke themelues I Pixar Animation Studio. * 1997: Next computers ju shit Apple & Jobs u be perseri CEO. * 2001: Lancoi revolucionarin ipod * 2007: Prezantoi 3G iphone, te parin e llojit te tij ne treg. Sharmi (Charisma) What is charisma? In Dubrins book on leadership he suggests that charisma “involves a relationship between the leader and the people being led”6. He furthermore points to the importance of “management by inspiration” as he calls it and he point to the different communication styles of a charismatic leader7. In essence, charisma is a key aspect of leadership, as Dubrin discusses. Steve Jobs is famed for his ability to give speeches and captivate the audience’ attention8. He is able to captivate his employees and audience with the ability of an evangelist. In this respect we can observe that he posses the charismatic abilities that Dubrin demands by communicating his ideas using metaphors and...
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...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers and...
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