autonomy
The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.

common metric questionnaire (CMQ)
An instrument that includes survey questions on background contacts with people, decision making, physical and mechanical attributes, and work setting.

competency alignment process (CAP)
A process in which the competencies in a job description match the competencies in the performance review.

feedback
The degree to which carrying out the work activities required by the job results in the individual's obtaining direct and clear information about the effectiveness of his or her performance.

job
A group of positions that are similar in their duties, such as computer programmer or compensation specialist.

job analysis
The process of gathering, analyzing, and synthesizing information about jobs.

job analysis information format (JAIF)
A questionnaire that provides core information about a job, job duties, and job requirements.

job characteristics model
A mode of job design based on the view that three psychological states toward a job affect a person's motivation and satisfaction. These states are experienced meaningfulness, experienced responsibility, and knowledge of results. A job's skill variety, identity, and task significance contribute to meaningfulness; autonomy is related to responsibility; and feedback is related to knowledge of results.

job description
The job analysis provides information about the job that results in a description of what the job entails.

job enlargement
A method of designing jobs that increases the number of tasks performed by a job incumbent without increasing the level of responsibility. It is sometimes called horizontal job change.

job enrichment
A method of designing a job so that employees can satisfy needs for growth, recognition, and responsibility while performing the job. The job characteristics model is used in establishing a job enrichment strategy.

job family
A group of two or more jobs that have similar duties.

job specification
A second product of job analysis. It is a written explanation of the knowledge, skills, abilities, traits, and other characteristics necessary for effective job performance.

management position description questionnaire (MPDQ)
A checklist of 208 items related to concerns and responsibilities of managers.

multimethod job analysis approach
Job analysis that combines interviews, on-site observation, task surveys, and statistical analysis of the survey responses.

Occupational Information Network (ONET)
A database that serves as a replacement for the Dictionary of Occupational Titles (DOT).

organization chart
A chart that presents the relationship among departments and units of the firm.

position
The responsibilities and duties performed by an individual. There are as many positions as there are employees.

position analysis questionnaire (PAQ)
A structured questionnaire of 194 items used to quantitatively assess jobs. It assesses information input, mental processes, work output, relationships, job contacts, and various other characteristics.

process chart
A chart that displays how jobs are linked or related to each other.

skill variety
The degree to which a job requires a variety of different activities in carrying out the work and involves the use of a number of an individual's skills and talents.

strategic job analysis
A form of job analysis that tries to predict what a job will look like in the future.

task
A coordinated and aggregated series of work elements used to produce an output (units of production or service to a client).

task identity
The degree to which the job requires completion of a “whole” and identifiable piece of work— that is, doing a job from beginning to end with a visible outcome.

task significance
The degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or the external environment.