Videos and Assigned ReadingOffice Space0:28-8:11Hangover Part 217:06-20:56GE advertisementhttp://www.youtube.com/watch?v=Rfc6YPjq6xQAssigned ReadingPages 177-183

Job Analysis, Job Design and Introduction to Group ProjectSeptember 8, 2014

Class AgendaJob Analysis for a FirefighterThe importance of Job DesignApproaches to Job DesignNice car, crappy carPeople v. MatherlyInitech: Specializing in bad Job Design

Participation TodayI still need your inputWe need to conduct the job analysisI have multiple questions for you todayYour nametags have funny money on the back of them.Your name is written on this currencyWhen you answer a question, give me your cashThose with money at the end of class can take advantage of Participation Opportunity #11.

Participation Opportunity #11Please come to the front of the class, mic up, and give a solid one minute answer one of the following questions:What is your most embarrassing moment?Do you have a nickname? What is it? Why?What's your favorite quote/saying? Why?What is the best piece of advice you have ever received? Do you follow it?

Job Analysis for FirefighterTasks:Rescue victims Search burning buildings to locate fire victims.Administer first aid Dress with equipment Drive and operate fire fighting vehiclesMove toward the source of a fireRespond to fire alarms and other calls for assistanceAssess fires and situations and report conditionsPosition and climb laddersCreate openings in buildings

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Job Analysis for FirefighterKnowledge*

Public Safety and Security Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.Customer and Personal Service Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.Education and Training Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.Mechanical Knowledge of machines and tools, including their designs, uses, repair, and maintenance.Building and Construction Knowledge of materials, methods, and the tools involved in the construction or repair of houses, buildings, or other structures such as highways and roads.English Language Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.Administration and Management Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.Law and Government Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.Transportation Knowledge of principles and methods for moving people or goods by air, rail, sea, or road, including the relative costs and benefits.Geography Knowledge of principles and methods for describing the features of land, sea, and air masses, including their physical characteristics, locations, interrelationships, and distribution of plant, animal, and human life.

Job Analysis for FirefighterSkills*

Active Listening Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.Coordination Adjusting actions in relation to others' actions.Critical Thinking Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.Operation Monitoring Watching gauges, dials, or other indicators to make sure a machine is working properly.Monitoring Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.Operation and Control Controlling operations of equipment or systems.Service Orientation Actively looking for ways to help people.Instructing Teaching others how to do something.Judgment and Decision Making Considering the relative costs and benefits of potential actions to choose the most appropriate one.Speaking Talking to others to convey information effectively.

Job Analysis for FirefighterAbilities*

Problem Sensitivity The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.Reaction Time The ability to quickly respond (with the hand, finger, or foot) to a signal (sound, light, picture) when it appears.Arm-Hand Steadiness The ability to keep your hand and arm steady while moving your arm or while holding your arm and hand in one position.Manual Dexterity The ability to quickly move your hand, your hand together with your arm, or your two hands to grasp, manipulate, or assemble objects.Multilimb Coordination The ability to coordinate two or more limbs (for example, two arms, two legs, or one leg and one arm) while sitting, standing, or lying down. It does not involve performing the activities while the whole body is in motion.Response Orientation The ability to choose quickly between two or more movements in response to two or more different signals (lights, sounds, pictures). It includes the speed with which the correct response is started with the hand, foot, or other body part.Deductive Reasoning The ability to apply general rules to specific problems to produce answers that make sense.Oral Comprehension The ability to listen to and understand information and ideas presented through spoken words and sentences.Rate Control The ability to time your movements or the movement of a piece of equipment in anticipation of changes in the speed and/or direction of a moving object or scene.Speech Recognition The ability to identify and understand the speech of another person.

Job Analysis for FirefighterOther*

Dependability Job requires being reliable, responsible, and dependable, and fulfilling obligations.Cooperation Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.Integrity Job requires being honest and ethical.Concern for Others Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.Self Control Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.Stress Tolerance Job requires accepting criticism and dealing calmly and effectively with high stress situations.Attention to Detail Job requires being careful about detail and thorough in completing work tasks.Adaptability/Flexibility Job requires being open to change (positive or negative) and to considerable variety in the workplace.Initiative Job requires a willingness to take on responsibilities and challenges.Persistence Job requires persistence in the face of obstacles.

The Importance of Job AnalysisThe use of Job Descriptions and Job Specifications is fundamental to successful:RecruitmentSelectionTrainingPerformance EvaluationCompensationBefore you can know what kinds of people to recruit and select, what to train them on, and on what basis to evaluate and compensate them, you must understand the job they will perform.

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Using Job Descriptions and Job SpecificationsRecruitment:The important tasks get grouped into a Job Description that defines the job.The accompanying KSAOs are included in the job posting.Selection:The KSAOs become the things we look for in resumes, references, interviews, ability tests, personality tests, etc. Legal Issues in Selection:If selecting on a given KSAO disproportionally harms a federally protected group, the practice can only be defended if the KSAO is critical for an important task.

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Using Job Descriptions and Job SpecificationsTraining:We design training to improve the Ks and Ss inherent in the important tasks. These form the basis for our evaluation of training success.Performance Evaluation:Performance of the important tasks is what gets measured with our evaluation instruments, along with the important KSAOs themselves.Compensation:The KSAOs become compensable factors used in Job Evaluation to assign a base salary to a given job. The rarer the KSAO, the more money the organization must pay for it.

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The Best Firefighter I KnowChief Northcutt is a tremendously important and BUSY man. I greatly enjoyed his presentation and I hope you did as well. If you did:Live sectionPlease sign the card.Online sectionsIf you enjoyed the presentation, e-mail me a few brief words of thanks or just your name and I will include your words with the card.

Job DesignSeptember 8, 2014

Reminder of Why You Are HereOrganizational Behavior:A field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.Human Resource Management:The policies, practices, and systems that influence employees attitudes, behavior, and performanceRepresents the practical application of the science of Organizational Behavior

Your Responses OnlineI supervise six people directly and deal with around 70 others, all of whom need to work together at various times in various combinations for us to be successful. Im hoping to learn some new techniques that will help me manage all of these people in a positive and efficient way. I'd love to find ways to improve morale and motivate co-workers.It is very important to show employees why their job is important and how their work affects other people positively. S.M.

Job DesignJob Design is the process of defining how work will be performed and the tasks that will be required in a given job4 basic approaches to Job Design:MechanisticMotivationalBiologicalPerceptual

The Mechanistic Approach to Job DesignFocus of this approach is to identify the simplest way to structure work that maximizes efficiencyJobs designed around the concepts of task specialization, skill simplification, and repetitionReduces need for high-ability workers and allows easy substitution of employeesFor what types of jobs would this approach be most appropriate?What is the impact on employees of this type of design?

Your Responses OnlineThis approach does not take employees into consideration but just the company as a whole to make their profit. It only turns employees into human machines or robots doing the same functions everyday. Employees lose interest in their jobs and its often evident in their poor customer service and lack of interest in the job. D.E.

Your Responses OnlineAlthough this approach to job design has outcomes of decreased training time and less room for error, it also creates lower job satisfaction and lower motivation among employees. The repetitive nature of this job design gets so BORING, which is why jobs in the fast food industry and in factories doing line work are among the least desirable. K.C.

Enhancing Meaningfulness in the Mechanistic ApproachSome jobs HAVE to be specialized, routine, andwell, boring. For example, assembling machines.There are still actions we can take to make these jobs feel important to those who hold them.http://www.youtube.com/watch?v=Rfc6YPjq6xQThanks Sonja!

The Motivational Approach to Job DesignFocus of this approach is to identify the job characteristics that affect psychological satisfaction and motivational potential.Most famous study related to this approach proposed the Job Characteristics Theory:Basic premise is that jobs are more intrinsically enjoyable when work tasks are challenging and fulfilling.Identified five core job characteristics combine to make some jobs more rewarding than others:Variety, Identity, Significance, Autonomy, and Feedback

Job Characteristics TheoryVarietyDegree to which job requires a number of different activities that involve a number of different skills and talents IdentityDegree to which job requires completing a whole, identifiable piece of work from beginning to endSignificanceDegree to which job has a substantial impact on the lives of others, particularly people in the world at large

Your Responses OnlineAbove all of that I was able to watch and partake in each patients transformation. Being there from beginning to end of their surgical journey was an incredible experience. We had patients with general cosmetic concerns all the way to dog attack and accident reconstructions. Patients lives would be changed in such positive ways, it was such a great experience to be part of.-A.P.

Job Characteristics TheoryAutonomyDegree to which job provides freedom, independence, and discretion to the individual performing the workFeedbackDegree to which carrying out the duties of the job provides the worker with clear information about how well he or she is performing

The Motivational Approach to Job DesignQuote from textbook: To retain and attract the best people, its necessary to provide them with autonomy and independence to make their own decisions.Do you agree? Why or why not?What is the biggest danger of following this advice?In what situations might this not be true?

Your Responses OnlineSo long as there is trust and clear boundaries to work within, top talent thrives in an environment where they are afforded autonomy and independence to make their own decisions. B.H.If you feel the need to keep staring over someones shoulder while they work or critiquing every last choice they make, then you did not hire the right person. R.S.

Your Responses OnlineIf the decisions they made were wrong and create collateral damage that's detrimental to the company, who should be responsible?-L.C.With that being said, giving workers autonomy and independence cannot be done successfully without having a level of accountability.-C.L.With rights come responsibilities. Dr. Wild, et al.

The Biological Approach to Job DesignFocus of this approach is to examine the interface between individuals physiological characteristics and the physical work environment.Looks at outcomes such as physical fatigue, aches, pains, and health complaints.Also called ergonomics.

Citroen GSA

Citroen GSA

Audi A8

Audi A8

Freaking Lamborghini

..made me look like an amateur

The Importance of ErgonomicsLive section students:Have you ever attended class in Matherly Hall?How did your classroom there compare to this classroom (STU104)?Does the quality of this classroom (STU104) enhance your learning experience?

The Perceptual-Motor Approach to Job DesignFocus of this approach is on human mental capabilities and limitations and designing jobs within these parameters.Generally reduces cognitive demands of the job.Idea is that job holders can be responsible for too much information.

The Perceptual-Motor Approach to Job Design

The Importance of Job DesignHave you ever had a job or task that seemed to be terribly thought out or designed? How did this impact your ability to do your job?Did you suggest change? Were your suggestions heard?

Your Responses OnlineBut, as time wore on I hated it, it was HOT and extremely dirty, youre working in this giant warehouse in the heat of a Florida summer with nothing but a crappy fan to occasionally cool you down. I eventually left vowing to NEVER work in the heat again.

Your Responses OnlineThey seemed to be either overstaffed or underprepared, because they didnt even have enough rakes or brooms for us. Instead, they would just tell us to pick up the leaves. It took us several hours to do a job that would take 10 minutes with a rake. M.M.

Your Responses OnlineThe night before one of these camp activities, my boss came up to one of my coworkers and I, and said that the next evenings activity would be a life-sized board game, and we needed to somehow make it happen. That was literally all the information we were given. This task wasnt just poorly designed it wasnt designed at all! C.S.

Your Responses OnlineI noticed these inefficient steps really had a negative effect on the stress level of employees. I set some plans and created and gave a detailed presentation to my supervisor. She really appreciated the time I took to come up with these new ideas and was very open to listening to my ideas. She also appreciated a refreshing prospective to the old systems they had in place. C.M.

Your Responses OnlineMy boss spoke to me about my suggestions and made it clear she did not like changing what she normally does. This frustrated me because I didnt feel valued, even though the new method was one that the client liked since it saved them time and money, which was my top priority. I was not able to fully do my job since my supervisor inhibited me from doing so. S.R.

Your Responses OnlineMy freshman year of high school I became a camp counselor. I was assigned to the eighth graders and I was only a year older than them at most. I had to go to my supervisor withone ofmy co-workers who volunteered in switching grades with me and we had to explain to him, in great detail, why he should switch us.He finally saw the problem that I was facing and switched our grade assignments but after this incident I decided not to work for the summer camp again. N.C.

Bottom Line on Job DesignAll four approaches should be considered when trying to design satisfying jobs.To whatever degree possible, we want to design jobs that are:Efficiently designed As in the mechanistic approachPsychologically satisfyingAs in the motivational approachComfortable, logical, and safeAs in the biological approachReasonable in cognitive demandsAs in the perceptual motor approachThese do not have to be mutually exclusive goals.

Initech: Designing Bad JobsDoes Peter seem happy with his job?Are there obvious problems with the design of his job?

********Citroen interior: http://ranwhenparkeddotnet.files.wordpress.com/2013/02/citroen-gsa-15.jpg*********