45082
| Pregunta | Respuesta |
| Job Analysis - re-focus on work performance | Less traditional/rigid role definitions, and more emphasis on allowing for change and innovation. Campbell et al. 1990s re Multi-dimensional theory of job performance (distinguish performance from the results of that performance);Visweran & Ones 2000, distinguish between task & context, and the formal, informal and counterproductive dimensions of work |
| Job Analysis - future transition | Analysis should be geared more to the developing situation - i.e. to changing requirements |
| Job Analysis - new electronic formats (in analysis) | Wealth of data stored in organisations, but not always set up for easy analysis. Should build in more automatic data "collection" (mining) methods, implicit within the organisations computer systems |
| Job Analysis - worker-context interaction | The role-holder viewed as active creator/developer of their job, not simply passive carrying out. Concept of "socialisation" - i.e. to organisation's culture, teamwork, innovation. |
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