tag:blogger.com,1999:blog-79808355757609799282024-03-13T13:16:11.454-07:00Equal Employment OpportunityAnonymoushttp://www.blogger.com/profile/15443252763531572891noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-7980835575760979928.post-7695260676838802322013-11-30T19:53:00.002-08:002013-11-30T22:52:06.695-08:00Job Analysis<!--[if gte mso 9]><xml>
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<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">Blog 2: Job Analysis</span></u></b></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">In
my next blog I will be talking about the benefits to job analysis. Describing what
job analysis is, how job analysis should be applied in the business world.
Mainly my focus comes from my sources talking about the different factors to
job analysis. My sources talks about job analysis methods for human resource in
the new millennium, the use of O*net Online website, industrial and commercial
training, and lastly job analysis for the changing workforce.</span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">Job
analysis is a family of formal methods for describing jobs and human attributes
necessary for jobs. Job analysis answer to major important questions: what do
people on a particular job do (task oriented)? What human characteristics are
necessary for a job (person oriented)? The Unit of analysis is the job not the
individual. Also, it deals with tasks/requirements for all positions within a
job classification or title rather than individual people’s jobs.</span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">O*net
program “is the nation’s primary source of occupational information” (O*net
website). It is used to focus on different job occupations as well as different
skills, and characteristics amongst many other thing a person must possess. “Central
to the project is the O*NET database, containing information on hundreds of
standardized and occupation-specific descriptors” (O*net website). O*net
program provides the primary source of occupational information. “The database,
which is available to the public at no cost, is continually updated by
surveying a broad range of workers from each occupation” (O*net). This website
allows career exploration, also for students and workers who are looking to
find or change their careers. “The Occupational Information Network (O*NET) is
being developed under the sponsorship of the <b>US Department of
Labor/Employment and Training Administration</b> (USDOL/ETA) through a grant to
the North Carolina Department of Commerce” (O*net website). O*net is very useful when trying to find what a certain occupation does, the necessary skills/training to have for this position. As well as education level, salary, and where will this job be at in the future.</span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">“Job
analysis may be viewed as the hub of virtually all human resource management
activities necessary for the successful functioning of organizations” (Singh,
Parbudyal). Human resource management need accurate and thorough job
information. Job analysis makes up the effective activity in human resource. “Job
analysis is focused on the collection of work-related information for the job
as it currently exists and/or has existed in the past” (Singh, Parbudyal). With
the increase in technology innovations jobs are becoming less static, and even less
individually based. “Consequently, the tasks to be performed, and the
knowledge, skills and abilities (KSAs) required for effective job performance
are also becoming more volatile, and sometimes more team-based” (Singh,
Parbudyal). “Job analysis has grown considerably in scope and applications,
especially over the last few decades. By the 1950s, even though there seemed to
be less academic publications than before, job analysis became an influential
management tool in business and industry” (Singh, Parbudyal). Job analysis
helps businesses focus on current jobs as well as foresee jobs in the future. “job
analysis has provided an informational base for a wide variety of organizational
and managerial functions, including among others, selection and staffing, training
and development, performance appraisal, compensation and benefits, job
descriptions and job design, and employment equity and affirmative action” (Singh,
Parbudyal). These are just a glimpse as to what all job analysis can provide to
an individual as well as to human resource management.</span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">Frederick
Oswald breaks down job analysis by indicating the different structures human resource
must achieve to acquire that the person can do the given job duty. “Job
analysis as a generic label for information-gathering methods whose critical
considerations include the type of job and worker data collected, the sources
of the data, the methods of gathering the data, and the level of substantive
and measurement/analytic detail required” (Frederick, L. Oswald). <span style="mso-spacerun: yes;"> </span>How job analysis can be determine if we look
at the job side is by job descriptions, performance appraisals, job evaluation
and job redesign, from the worker side is selection and training. These same
terms will be mention throughout my paper. They are consider very important
when applying job analysis to a company. Job analysis applies to managerial
jobs also for team-based work (KSAs and team functions). “These specific
applications…which reflect related general considerations concerning the scope
and nature of information collected from both the job (e.g., Functional Job
Analysis, critical incident technique, task analysis) and the worker (e.g., Job
Element Method, PAQ, and cognitive task analysis)” (Frederick, L. Oswald). The author
goes into another technique called the hybrid methods of information. Frederick,
L. Oswald goes onto say that this method is appropriate to help understand both
of these sides of job-analysis equation. The more information you know about
the two methods and applications, you will increase your chances for any
potential pitfalls in job analysis. “Job analysis takes place not only within
organizational and research contexts, but within a legal context as well (e.g.,
ADA and EEOC requirements,), and it is both art and science to implement a
competent job analysis that acknowledges and skillfully manages these contexts
in light of all relevant parties' intents and purposes” (Frederick, L. Oswald).
Sometimes work and worker characteristics can or well change over time with the
risen of technology, job redesign, and organizational change. “O*NET
occupational data base and, in general, about the future of job analysis in
light of changes in society, technology, and the business environment” (Frederick,
L. Oswald). O*net like I mention earlier helps determine where the job will be
in the future.</span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">There
are many steps that can be taken to determine the job analysis of a job. How
can human resource management examine from the work and worker stand point. What
skills and attributes needs to acquire for this job as well as the level of
performance needed for this job. Will this job be here in the next twenty years
or should we redesign to better fit with the ever changing of technology.</span></div>
<div align="center" class="MsoNormal" style="line-height: 200%; text-align: center;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">Work Citied</span></u></b></div>
<div class="MsoNormal" style="line-height: 200%; margin-left: .5in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">Frederick,
L. Oswald. "Job Analysis: Methods, Research, and Applications for Human
Resource Management in the New Millennium." Personnel Psychology 56.3
(2003): 800-2. ProQuest. Web. 27 Nov. 2013.</span></div>
<div class="MsoNormal" style="line-height: 200%; margin-left: .5in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">O*net
Online http://www.onetonline.org/</span></div>
<div class="MsoNormal" style="line-height: 200%; margin-left: .5in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">"Section
4: Career/human Resource Development." Industrial and Commercial Training
27.5 (1995): 19. ProQuest. Web. 27 Nov. 2013.</span></div>
<div class="MsoNormal" style="line-height: 200%; margin-left: .5in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 200%;">Singh,
Parbudyal. “<span style="mso-bidi-font-weight: bold;">Job analysis for a changing
workplace”</span><br />
<i>Human Resource Management Review, Volume 18, Issue 2, June 2008, Pages 87-99</i><br />
Parbudyal Singh</span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">In my blog I will be going further in
depth when it comes to equal employment opportunity (EEO) in the workplace. In
the United States basing an individual job application on race, gender,
disability, age, and religion etc. It is highly illegal and could result in law
suit settlements, fines etc. My main three key focus will be on sexual harassment,
American disability, and age discrimination in the organization. Employers
should base their decisions on the education and level of experience he might
have when applying for a job within the company.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">American Disability</span></u></b></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;"><span style="mso-tab-count: 1;"> </span>The American disability law was
designed to keep employers from discriminating against workers with mental or
physical disabilities. “The law mandates that employers reasonably accommodate
Individuals with disabilities who are qualified to perform the job” (Crampton,
Suzanne M., and John W. Hodge). For an individual who is disable the employer
must make the necessity changes to the job or work environment that gives the
individual an equal opportunity to perform their sufficiently. “It has been
estimated that there are 43 million Americans with disabilities, or approximately
one in six of us…fewer men and women with disabilities are employed compared to
those without disabilities (only 34% of men and 33% of women with disabilities
compared to 95% of men and 82% of women without disabilities), and those with
disabilities who are employed tend to work fewer hours on average
(approximately one-third less) than those without disabilities” (Crampton,
Suzanne M., and John W. Hodge). The ADA is put into place for employers with 15
or more employees to discriminate against a qualified individual with a
disability. “The law covers all employment practices (i.e., recruitment, pay,
hiring, firing, promotion, job assignments, training, leaves of absence,
benefits, layoffs, etc.)” (Crampton, Suzanne M., and John W. Hodge). Under the ADA,
a person is defined disable if they have a physical or mental impairment that
limits that person in some major life activities, who has a record with such an
impairment or who is regarded as having such impairment. “Organizations aren't
required to provide a reasonable accommodation…undue hardship means that an
"accommodation would be unduly costly, extensive, substantial or
disruptive, or would fundamentally alter the nature or operation of the
business" (Crampton, Suzanne M., and John W. Hodge). The ADA offers
general guidelines in determining when there is an undue hardship becomes unreasonable
and will place undue hardship on an employer. Here are some facts that
employees with disability faced when hired, reasonable accommodation, and
discharge: “Thirteen percent of all reported ADA complaints were in the area of
hiring. Eighty-two percent of the reported ADA complaints were filed based on
what happened to the individual after hire. Reasonable accommodation accounted
for 23 percent of the reported complaints to the EEOC and federal courts. Finally,
discharge accounts for nearly 50 percent of all complaints filed with the EEOC
and federal courts” (Crampton, Suzanne M., and John W. Hodge). Furthermore, the
ADA is establish to protect and help individuals with disabilities from being
discriminated against on the job. If more companies make themselves aware of
the ADA laws and provide reasonable accommodation would decrease the number of
suits filed in court.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Age discrimination</span></u></b></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;"><span style="mso-tab-count: 1;"> </span>The Age Discrimination in employment
act prohibits discrimination in terms, conditions, or privileges of employment
against all individuals forty years or older. “The original Age Discrimination
in Employment Act of 1967 (ADEA) protected workers between the ages of 40 and
65 who worked in firms with 25 or more employees (Age, 1967). The 1978 ADEA
Amendments extended coverage to people up to 70 years of age in the private
sector and to other workers without maximum limit in most government positions
(Age, 1978)” (Gene G-Y Shen, and H. Kleiner Brian). It is unfair that most
employers discriminate against applicants based on their age, whether they are
young or old. If they qualify for the position why not hire them to work for
the company. Amongst the people who face age discrimination is the younger
people who are looking for work. “From the unemployment rates…one may argue
that the age group of 55 and older has the lowest number, 3.0%, and
discrimination in hiring does not seem to apply to this group. Also, the age
group of 16-19 has the highest unemployment rate of 16.4%” (Gene G-Y Shen, and
H. Kleiner Brian). The reason why the younger age groups have higher
unemployment is due to that fact that older workers stay unemployed longer than
younger workers. Many organizations have high standards for hiring older
workers because they feel they will be more reliable and stay with the company.
“Older workers tend to be less absent, less likely to quit and more satisfied
with their jobs than younger employees. Older workers also tend to have fewer
accidents than younger employees. With such favorable attitudes about older
workers, why are there so many early retirement incentive programs and a lack
of interest in hiring older workers?” (Gene G-Y Shen, and H. Kleiner Brian).</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Sexual Harassment</span></u></b></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;"><span style="mso-tab-count: 1;"> </span>Sexual harassment is a great concern
in the work organization and occur in a variety of workplace relationship. No
one based on their occupation or profession is immune to sexual harassment. “Sexual
harassment is far more pervasive and less obvious than physical assault and
includes verbal behaviour and other forms of sexual expression. Verbal
harassment includes sexual innuendoes, comments, and sexual remarks;
suggestive, obscene, or insulting sounds; implied or overt threats; and sexual
propositions, invitations, or other pressure for sex” (Kim, Steve, and H.
Kleiner Brian). Sexual harassment is a form of hostility and aggression. It is
also an abuse of power when a boss use it for their advantage. “It is not done
in jest or "good fun"; rather it is done to intimidate and hurt
others. It also is an inappropriate and unacceptable way to control others
through degradation and intimidation” (Kim, Steve, and H. Kleiner Brian).
Everyone deserves to be treated with dignity and respect. Sexual harassment can
have some negative damage on an individual both economically and psychological.
“Psychological and physical consequences include depression, helplessness,
decreased work or academic performance, withdrawal, devastating impacts on
family, insomnia, chronic fatigue, nausea, and other physiological complaints.
Economic consequences include loss of job and attendant financial benefits,
promotion, important work assignments, ostracism, and stigma” (Kim, Steve, and
H. Kleiner Brian). There are two types of sexual harassment, one is quid pro
quo and the second one is hostile environment. Quid pro quo is defined: “the
harasser has taken away job benefits (e.g., discharge or demotion) because
sexual favors on the part of the employee were not forthcoming" and hostile
environment is defined : "(1) she belongs to a protected group, (2) she
was subject to unwelcome sexual harassment, (3) the harassment was based on
sex, (4) the harassment affected a term, condition or privilege of employment,
and (5) [the employer] knew or should have known of the harassment and failed
to take proper remedial action" (Greenlaw, Paul S., and Robert D. Lee, Jr).
In order for sexual harassment to stop, the person who is being harassed must
know where to go to report such inappropriate conduct. “The employer should
have a procedure for resolving sexual harassment complaints…encourage victims
of harassment to come forward and should not require a victim to complain first
to the offending supervisor…file an effective complaint or grievance process
and taking immediate and appropriate action when an employee complains…be confidentiality
as much as possible and provide effective remedies, including protection of
victims and witnesses against retaliation” (Kim, Steve, and H. Kleiner Brian).</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;"><span style="mso-tab-count: 1;"> </span>Furthermore, by having the equal
employment opportunity in place will reduce the amount of discrimination in the
work place. Whether it be discrimination based on disability, sexual harassment
and age. EEO is put in place for organization to make better improvements on
the job force.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;"><span style="text-decoration: none;"><br /></span></span></u></b></div>
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<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;"><span style="text-decoration: none;"><br /></span></span></u></b></div>
<div align="center" class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Work
Citied</span></u></b></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Crampton,
Suzanne M., and John W. Hodge. "The ADA and disability
accommodations." <i>Public Personnel Management</i> Spring 2003: 143+. <i>Academic
OneFile</i>. Web. 7 Nov. 2013.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Gene
G-Y Shen, and H. Kleiner Brian. "Age Discrimination in Hiring." Equal
Opportunities International 20.8 (2001): 25-32. ProQuest. Web. 7 Nov. 2013</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Greenlaw,
Paul S., and Robert D. Lee, Jr. "The legal evolution of sexual
harassment." <i>Public Administration Review</i> 55.4 (1995): 357-364. <i>Academic
OneFile</i>. Web. 7 Nov. 2013.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; text-indent: -.5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 150%;">Kim,
Steve, and H. Kleiner Brian. "Sexual Harassment in the Workplace."
Equal Opportunities International 18.2-4 (1999): 20-2. ProQuest. Web. 7 Nov.
2013.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; text-indent: -.5in;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
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