Critical Psychological States 1 Experienced Meaningfulness the extent to which

Critical psychological states 1 experienced

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Critical Psychological States 1. Experienced Meaningfulness: the extent to which the employee experiences the work as important, valuable, and worthwhile. 2. Experienced Responsibility: the degree to which the employee feels personally responsible or accountable for the outcome of the work. 3. Knowledge of Results: the degree to which the employee understands, on a regular basis, how effectively he or she is performing. Human engineering considerations Human Engineering (Ergonomics): an interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system – the work, environment, machines, equipment, and processes. Flexible Work Arrangements: a work arrangement that gives employees autonomy over when to start the finish their work day. Telecommuting: a work arrangement that gives employees autonomy to work from home or other off-site facilities. Employee engagement in job redesign Employees who fulfill their job requirements on a daily basis are in the best position to identify where changes need to be made Employee engagement in job redesign increases the probability that the employees will remain with the organization, because employees know they have played a role in shaping the intrinsic job quality and increasing the meaningfulness of the job
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The Nature of Job Analysis – Job Analysis: the procedure for determining the tasks, duties, and responsibilities of each job and the human attributes (in terms of knowledge, skills, and abilities) required to perform it. Job Descriptions: a list of the duties, responsibilities, reporting relationships, and working conditions of a job – one product of job analysis. Job Specifications: a list of the “human requirements”; that is, the requisite knowledge, skills, and abilities needed to perform the job – another product of job analysis. Competency Analysis: reviewing an organization’s values, mission statement, and strategic direction to identify behaviors, skills, and knowledge that all employees in a company must demonstrate. Four competencies at managerial level are: 1. Leading for results 2. Building workforce effectiveness 3. Leveraging technical and business systems 4. Modeling, teaching, and coaching company values Uses of job analysis information Human resources planning Recruitment and selection Compensation Performance appraisal Labour relations Training, development, and career management Designing HRIS (human resources information systems) Organizational change initiatives Steps in Job Analysis –
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