FITTING THE MAN TO
THE JOB
FMJ
=>Job analysis
=> Job description
=> Employee specification
=> employee selection criteria
=> employee recruitment
=> employee selection
=> employee induction
=> employee training
=> maintaining job satisfaction
Job Analysis
=> what are the key factors that require particular skills
and abilities
QTime and Motion Study
QFunctional Job Analysis
QPerform the job
QTask Inventory
QActual observations
QCritical Incident Technique
QCognitive Task Analysis
QExit interviews
JOB ANALYSIS
•
Actual work activities
•
Tools, equipment, and other necessary work aids
•
Job context
•
Particular difficulties and distastes
•
Personal characteristics
•
Behavior requirements
•
Performance standards
JOB ANALYSIS
• Knowing what is most important asoect of a job is
difficult to determine
• Scientific management approach
Q Time and Motion Study
Q Functional Job Analysis
Q Perform the job
Q Task Inventory
Q Actual observations
• Hawthorn effect
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
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:
• Experiments yielded positive effects even with negative influences – workers’
output will increase as a response to attention
• Strong social bonds were created within the test group. Workers are influenced
by need for recognition, security and sense of belonging
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:
• Experiments yielded positive effects even with negative influences – workers’
output will increase as a response to attention
• Strong social bonds were created within the test group. Workers are influenced
by need for recognition, security and sense of belonging
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:
• Experiments yielded positive effects even with negative influences – workers’
output will increase as a response to attention
• Strong social bonds were created within the test group. Workers are influenced
by need for recognition, security and sense of belonging
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:
• Experiments yielded positive effects even with negative influences – workers’
output will increase as a response to attention
• Strong social bonds were created within the test group. Workers are influenced
by need for recognition, security and sense of belonging
WHAT MAKES PEOPLE WORK
What makes people work
READ THE FOLLOWING STATEMENTS AND TICK
THOSE THAT APPLY TO YOU.
There are no right or wrong answers.
__ A I am successful in life and/or work, and I’m recognized by my peers for
being so. I’m 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’.
MASLOW’S
Hierarchy
Of Needs
SelfActualization
Esteem Needs
Belongingness & Love
Needs
Safety Needs
Physiological Needs
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 one’s potential and
fulfills one’s innate aspirations)
DEFICIT (D-NEEDS)
• If you don’t 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.
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, selfactualizing (approximately 2%)
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 couldn’t
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
17
(welfare)
JOB DESCRIPTION
• Job description  job specification
• Required skills, abilities and qualities of enployees
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?
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
WHO SHOULD RECRUIT?
• Males are more successful – females are more likely
to accept job from male recruiter.
• However, rampant sexism reported from male recruiters
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
SELECTION TECHNIQUES
•
•
•
•
•
•
•
Resumes
Interviews
Letters of Recommendation
Assessment Centers
Psychological Tests
Drug Tests
Lie Detectors (worthless)
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
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?
• 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.
http://www.facebook.com/mr.fortys
even
• 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.
http://www.facebook.com/mr.fortys
even
• 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.
http://www.facebook.com/mr.fortys
even
• 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.
http://www.facebook.com/mr.fortys
even
• 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.
• .
http://www.facebook.com/mr.fortys
even
• 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.
http://www.facebook.com/mr.fortys
even
• 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.
http://www.facebook.com/mr.fortys
even
MAINTAINING JOB SATISFACTION
•
Job simplification
•
Job enlargement
•
Job enrichment
•
Job rotation
•
Team building
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