Job Analysis Essay

Job analysis can be defined as a method used to describe the specific role of a job, and the attributes necessary to properly perform the tasks needed to complete that job. A job analysis method answers criteria about a job such as: the job description, the tasks needing to be done while on the job, the length of time needed to accomplish mandatory tasks, how difficult the job is, length of time needed to learn how to complete the job, and personal characteristics needing to be attained for a higher performance level. Defining a formal job analysis consists of three main elements. First, the procedure must be systematic. Second, a job must be described in components rather than the overall job. Lastly, the analysis results in a written product.

For career development, job analyses creates a fundamental outline of the requirements needed at each level in the company, making it clear for those hoping to move up to higher positions. As far as legal issues, most industrialized countries have their own unique laws that prohibit discrimination amongst employment. Job analyses create a basic list of criteria needed to perform a job, rather than personal characteristics, making it straight forward for a company to follow their country’s legal procedures. Additionally, performance appraisals are used to measure the quality of work being done. According to the textbook, “a well-designed performance appraisal system will be based on a job analysis.” (Spector, 2000, p 60). When a company decides to go through a selection process, job analyses help them by guiding them through what individual characteristics and attributes are the job may require. Similarly, when workers go through training programs, job analyses serve as a guide to see what is required for the job and needing improvement. The overall purpose is to create a clear guideline and description for a specific job that is useful for several functions within a company (Spector,

This theory recognizes that motivation begins within an individual, but can also be influenced by outside factors. Additionally, the goal-setting theory discusses the importance of feedback for an individual to indicate their progress towards goal achievement. Ways to motivate under the goal-setting theory includes giving workers specific and challenging goals. Secondly, managers should make sure workers truly accept organizational goals. Workers will not be inclined to accomplish challenging goals unless they have been personally motivated by these organizational goals. In the goal-setting theory, motivation is tied to job performance because workers are trying to accomplish organizational goals (Spector, 2000). Therefore, if a worker is more motivated to accomplish those specific goals, they are going to have a higher job performance. Likewise, motivation is tied to job satisfaction because workers are more likely to have personal motivation if they are happy with their work environment. If a worker is unsatisfied with their current job, they are more likely to under-perform and never reach organizational