Implications for Jobs and JA


Terms in this set (...)

- aka, the kinds of job information collected
- will need to know more about:
1. Flexibility within a job
2. Personality characteristics required for a job
3. The degree of interpersonal relations for a job (teams, customer-service, culture)
4. The different roles a worker will play (interpersonal, informational, decisional, group-process
5. Incorporating more job design features into JA
6. Connections between tasks, concepts, and people
7. New scales to be used that incorporate core competencies more
Sources of Information
- potential new sources of info to be used in JA in the future:
1. Customers
2. Specialists
3. Computers
Methods of Collecting Data
- potential new ways of collecting JA data in the future:
1. Computer networks
2. Electronic performance monitoring
3. Forecasting
Units of Analysis
- may use more "task clusters" and Big Five traits
- however, for legal purposes and in order to truly understand a job, using tasks is still very important
Other Considerations
- might look to start averaging information across incumbents instead of eliminating differences based on measurement error. Can use these differences to help predict success in a job.
- more JA data is being stored online