Chapter 4
The Analysis and Design
of Work
©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education.
Organization Structure
 Who reports to whom and who does
what
 Vertical reporting relationships and
horizontal functional responsibilities.
 Two dimensions of structure are:
1. Centralization
2. Departmentalization
The Functional Structure
4-3
Divisional Structure
4-4
Divisional Structure: Geographic Structure
4-5
Divisional Structure: Client Structure
4-6
Job Analysis
Job analysis is the process of getting detailed
information about jobs.
It is important for organizations to match job
requirements and people to achieve high quality
performance.
Job analysis is the building block of everything that
HR (human resource) managers do.
Job Analysis Information
Job Analysis Example
Job Analysis: Position Analysis Questionnaire (PAQ)
• Information input
• Mental processes
• Work output
• Relationships with other persons
• Job context
• Other characteristics
LO 4-3
© McGraw Hill
10
Job Analysis: Sources and Methods
 Sources of Job Analysis Information
 Subject-matter experts
 Job incumbent
 Supervisors
 Social networks
 Prior information such as O*NET
Mechanistic Approach
Motivational Approach
 Focuses on psychological and motivational potential of a
job: The job characteristics model
Core Job Characteristics
 Skill variety
 Task identity
 Task significance
 Autonomy
 Feedback
Trade-Offs Among Job Design Approaches
Approach
Motivational
Mechanistic