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37 Cards in this Set
- Front
- Back
In a job context, independence--having control over one's work and one's response to the work environment.
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Autonomy
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Concurrent use of two or more job analysis techniques (e.g., interviews and observation).
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Combination
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A knowledge, skill, ability, or behaviour associated with successful job performance.
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Competency
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A list of the level of each competency required for each of a number of jobs.
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Competency matrix
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A list of competencies required in a particular job.
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Competency model (competency framework)
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Achieving maximal output with minimal input.
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Efficiency
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Approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format.
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Employee log
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The influence of the external environment on job design. Includes employee ability, availability, and social expectations.
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Environmental considerations
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The study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life.
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Ergonomics
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Information that helps evaluate the success or failure of an action or system.
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Feedback
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A face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job- and performance-related information.
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Focus group
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Approach to collecting job- and performance-related information by a face-to-face meeting with jobholder, typically using a standardized questionnaire.
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Interview
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of related activities and duties.
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Job Group
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Systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-simplification purposes.
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Job analysis
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Checklists that seek to collect information about jobs in a uniform manner.
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Job analysis questionnaires
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A code that uses numbers, letters, or both to provide a quick summary of the job and its content.
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Job code
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A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job.
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Job description
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Identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment.
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Job design
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Adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills.
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Job enlargement
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Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance.
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Job enrichment
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Groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements.
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Job families
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Key part of a job description, including job title, location, and status.
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Job identity
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The work performance expected from an employee on a particular job.
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Job performance standards
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Moving employees from one job to another to allow them more variety and to learn new skills.
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Job rotation
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A written statement that explains what a job demands of jobholders and the human skills and factors required
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Job specification
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Standardized questionnaires used to survey employees to collect information about jobs, working conditions, and other performance-related information.
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Mailed questionnaires
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An occupational classification created by the federal government, using skill level and skill types of jobs.
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National Occupation Classification (NOC)
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An approach to collecting job- and performance-related information by direct observation of jobholders by a specialist.
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Observation
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Collection of tasks and responsibilities performed by an individual.
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Position
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are used to assess periodically the opinion of an organization's employees.
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Pulse surveys
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The larger society's expectations from employees regarding job challenge, working conditions, and quality of work life.
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Social expectations
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The feeling of responsibility or pride that results from doing an entire piece of work, not just a small part of it.
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Task identity
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Knowing that the work one does is important to others in the organization or to outsiders.
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Task significance
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An attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities.
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Variety
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The sequence of and balance between jobs in an organization needed to produce the firm's goods or services.
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Work flow
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The set ways of performing work in an organization.
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Work practices
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Facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements, and so on, associated with a job.
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Working conditions
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