Fitting the man to the job

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Fitting the man to the job
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• FMJ
• gtJob analysis
• gt Job description
• gt Employee specification
• gt employee selection criteria
• gt employee recruitment
• gt employee selection
• gt employee induction
• gt employee training gt maintaining
  job satisfaction

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Job Analysis

• gt what are the key factors that require
  particular skills and abilities
• Time and Motion Study
• Functional Job Analysis
• Perform the job
• Task Inventory
• Actual observations
• Critical Incident Technique
• Cognitive Task Analysis
• Exit interviews

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Job Analysis

• Actual work activities
• Tools, equipment, and other necessary work aids
• Job context
• Particular difficulties and distastes
• Personal characteristics
• Behavior requirements
• Performance standards

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Job Analysis

• Knowing what is most important asoect of a job is
  difficult to determine
• Scientific management approach
• Time and Motion Study
• Functional Job Analysis
• Perform the job
• Task Inventory
• Actual observations
• Hawthorn effect

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Hawthorne experiments

• conducted by Elton Mayo et al. at the Hawthorne
  works of the Western Electric Company.
• Measured Light Intensity vs. Worker Output
• Result Each change (including decreases)
  resulted in higher output and reported greater
  employee satisfaction
• Conclusions
• Light intensity has no conclusive effect on
  output
• Productivity has a psychological component
  Researchers interaction with the workers
  influenced higher performance
• Concept of Hawthorne Effect was created

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Relay Assembly Test Experiments 1927-1929

• Western Electric wanted more information
• Harvard researchers brought in to analyze the
  results Elton Mayo Fritz Roethlisberger
• Group of 6 Women (5) Assemblers and (1) Layout
  Operator
• One Observer Explained every incremental change
  and recorded results
• Manipulated factors of production to measure
  effect on output
• Pay Incentives
• Length of Work Day Work Week
• Use of Rest Periods
• Company Sponsored Meals
• Management Visits / Special Attention
• Result Most changes resulted in higher output
  and reported greater employee satisfaction
• Conclusions

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Relay Assembly Test Experiments 1927-1929

• Western Electric wanted more information
• Harvard researchers brought in to analyze the
  results Elton Mayo Fritz Roethlisberger
• Group of 6 Women (5) Assemblers and (1) Layout
  Operator
• One Observer Explained every incremental change
  and recorded results
• Manipulated factors of production to measure
  effect on output
• Pay Incentives
• Length of Work Day Work Week
• Use of Rest Periods
• Company Sponsored Meals
• Management Visits / Special Attention
• Result Most changes resulted in higher output
  and reported greater employee satisfaction
• Conclusions

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Relay Assembly Test Experiments 1927-1929

• Western Electric wanted more information
• Harvard researchers brought in to analyze the
  results Elton Mayo Fritz Roethlisberger
• Group of 6 Women (5) Assemblers and (1) Layout
  Operator
• One Observer Explained every incremental change
  and recorded results
• Manipulated factors of production to measure
  effect on output
• Pay Incentives
• Length of Work Day Work Week
• Use of Rest Periods
• Company Sponsored Meals
• Management Visits / Special Attention
• Result Most changes resulted in higher output
  and reported greater employee satisfaction
• Conclusions

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Relay Assembly Test Experiments 1927-1929

• Western Electric wanted more information
• Harvard researchers brought in to analyze the
  results Elton Mayo Fritz Roethlisberger
• Group of 6 Women (5) Assemblers and (1) Layout
  Operator
• One Observer Explained every incremental change
  and recorded results
• Manipulated factors of production to measure
  effect on output
• Pay Incentives
• Length of Work Day Work Week
• Use of Rest Periods
• Company Sponsored Meals
• Management Visits / Special Attention
• Result Most changes resulted in higher output
  and reported greater employee satisfaction
• Conclusions

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What makes people work
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Read the following statements and tick those that
apply to you.
What makes people work
There are no right or wrong answers.

• __ A I am successful in life and/or work, and
  Im recognized by my peers for being so. Im
  satisfied with the responsibility and role that I
  have in life and/or work, my status and
  reputation, and my level of self-esteem.
• __ B I am part of, and loved by, my family. I
  have good relationships with my friends and
  colleagues - they accept me for who I am.
• __ C My aim is self-knowledge and enlightenment.
  The most important thing to me is realizing my
  ultimate personal potential. I seek and welcome
  peak experiences.
• __ D I generally feel safe and secure - job,
  home, etc - and protected from harm. My life
  generally has routine and structure - long
  periods of uncontrollable chaos are rare or
  non-existent.
• __ E Aside from dieting and personal choice, I
  never starve through lack of food, nor lack of
  money to buy food. Aside from the usual trauma of
  moving house, I have no worry at all about having
  somewhere to live - I have a roof over my head.

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MASLOWS
Hierarchy Of Needs
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Hierarchy of Needs

• The hierarchy has five levels
• Physiological Needs oxygen, water, protein,
  salt, sugar, calcium and other minerals and
  vitamins, shelter and sleep etc.
• Safety Needs security, stability, protection
  from physical and emotional harm
• Belongingness Love Needs affection, belonging,
  acceptance, friendship, community
• Esteem Needs (Internal ones are need for
  self-respect, confidence, autonomy, and
  achievement. External ones are need for respect
  of others, status, fame, glory, recognition and
  attention.) Maslow feels these are the roots to
  many, if not most of our psychological problems.
• Self-actualization (doing that which maximizes
  ones potential and fulfills ones innate
  aspirations)

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• DEFICIT (D-NEEDS)
• If you dont have enough of something you have a
  deficit (need)
• Maslow's hierarchy seems to follow the life
  cycle. A baby's needs are almost entirely
  physiological. As the baby grows, it needs
  safety, then love. Toddlers are eager for social
  interaction, attention and affection. Teenagers
  are anxious about social needs, young adults are
  concerned with esteem and only more mature people
  transcend the first four levels to spend much
  time self-actualizing.
• Under stressful conditions, or when survival is
  threatened, we can regress to a lower level
  need.

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• BEING NEEDS (SELF-ACTUALIZATION)
• Needs that do not involve balance
• Once engaged, they continue to be felt
• Continuous desire to fulfill potentials (be all
  you can be)
• You need to have lower needs taken care of, at
  least to a considerable extent
• Only a small percentage of the population is
  truly, self-actualizing (approximately 2)

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How important is a job

• Workplace violence In 1996, Clifford McCree
  returned to his former place of work 14 months
  after being fired from his maintenance job with
  the City of Fort Lauderdale. He killed five
  former coworkers, wounded one, and killed
  himself. His suicide note said, The economic
  lynching without regard or recourse was something
  very evil. Since I couldnt support my family,
  life became nothing. I also want to punish
  some...that helped bring this about.
• Going Postal is now part of our language.
• Cross-culturally High incidence of suicide
  among ashamed Japanese executives
• Transition to adulthood work represents a
  coming of age
• Loss of a job marks return to dependency (welfare)

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Job description

• Job description ? job specification
• Required skills, abilities and qualities of
  enployees

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Employee Selection

• 50 of college grads leave their first job within
  3-5 years
• How to improve selection techniques so that both
  parties find the right match?

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Recruiting Process

• Where to recruit?
• Help-wanted ads, job fairs. Sort of a shot-gun
  approach
• Placement services of professional associations
• College recruiting
• Informal connections. These are very powerful.
• On-line recruiting

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Who should recruit?

• Males are more successful females are more
  likely to accept job from male recruiter.
• However, rampant sexism reported from male
  recruiters

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Is Recruiting Successful?

• No. It is not scientifically conducted.
• Much of recruiting is based upon first
  impressions
• Both sides paint unrealistic pictures
• Thus, corporations have moved toward realistic
  job previews. Correlate positively with job
  satisfaction and reduced turnover

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Selection Techniques

• Resumes
• Interviews
• Letters of Recommendation
• Assessment Centers
• Psychological Tests
• Drug Tests
• Lie Detectors (worthless)

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Pen and Paper Techniques

• Standard application blanks
• Biographical inventories longer and more
  detailed.
• High predictive validity
• Most useful information academic achievement,
  scientific interests, popularity, and social
  activities

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Interviews

• Unstructured conversational, low predictive
  validity
• Structured predetermined list of questions.
  Less open to interviewer bias
• Situational questions focus on critical
  incidents. Do you answer like a successful
  employee?

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• Types of test
• Intelligence test these are mental ability
  test. They try to evaluate learning ability,
  ability to understand instructions and make
  judgments. Main objective of intelligence test is
  to hire employees who are flexible and who have
  better grasping power.
• Aptitude test are used to measure individuals
  ability to learn certain skills E.g. clerical,
  mechanical, mathematical etc. These test
  evaluate efficiency to perform specific task and
  ability to accomplish job effectively.
• Personality test are used to measure the basic
  aspects of an applicants personality such as
  motivation, emotional balance, self confidence,
  interpersonal behavior etc.

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• Types of personality tests
• Projective test these test try to predict
  personality or thinking of an individual person.
  The candidate is given in particular situation
  certain set of pictures are presented out of
  which individuals are required to present story.
  Story presented by individuals shows in attitude
  and behavior of individual to certain set of
  things.
• Interest test these test show area of work
  which the person is interested in as individual
  is believed to perform better in area of his
  interest.
• Preference test try to compare employees
  preference with job and organizational
  requirement. These test show how people differ in
  their preference for achievement, meaningfulness,
  discretion etc.

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• Achievement test these are designed to measure
  what applicants can do on the job currently. E.g.
  typing test shows typing proficiency of an
  individual person.
• Simulation test it is duplication of activities
  and problems employees face at their workplace.
  These exercise are used in organization to hire
  managers at different level in the company.
• Assessment center is a extended work sample. It
  uses the procedure that incorporates individual
  and group exercise. These exercise are designed
  to simulate type of work candidates will be
  expected to do.

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• In basket exercise in this method candidate is
  required to perform set of activities such as
  writing letters, preparing reports, memos which
  he is required to do in particular position. The
  results of candidate actions are evaluated.
• Leader less group discussion in this method
  certain set of candidates are divided into groups
  and are asked to have discussion on given topic
  or perform an activity the person one who emerges
  as guide will be selected among the group.

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• Business games in this method candidates will
  be given a real situation e.g. launching a
  product in which they are required to design
  product, decide upon advertisement strategy etc.
  plan developed by candidates will indicate
  efficiency level possessed by them.
• Individual presentation individuals are given
  topic for presentation which they are required to
  present in limited period of time. The candidates
  ability is judged on the basis of his ability to
  present topic creatively.
• .

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• Selection interview is a formal in depth
  conversation which evaluates applicants
  acceptability. Main objective of selection
  interview is to ask in question which are not
  covered in initial test, this type of interview
  focuses on testing candidates knowledge in area
  of his specialization.
• Reference check this is proved to be one of
  important tool to verify information given by
  candidates, if the reference names are of
  previous employers etc. through means of
  reference it is possible to get information which
  may have not been mentioned by candidate.

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• Job offer next step in selection process is to
  give job offer letter to selected candidates. It
  consist of date of joining, details of job etc.
  these are particularly important to candidates
  who are already into job as they are required to
  give notice in prior to leaving the previous job.
  
• Contract of employment it is a employment
  contract executed by employer and candidate.
  Companies mostly stress upon job contract as they
  bind employees to be with company for certain
  period of time to reduce employee turnover of
  company.
• Evaluation this step basically evaluates
  weather the selected candidates are able to
  deliver efficient performance as per expectation
  of company.

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Maintaining Job satisfaction

• Job simplification
• Job enlargement
• Job enrichment
• Job rotation
• Team building

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References

• Burton Jesse Hendrick Fitting the man to the
  job
• Cary L. Cooper Ivan T. Robertson Work
  Psychology
• Understanding human behaviour in the workplace
  SECOND EDITION John Arnold