Case Study
CASE STUDY SOLUTION
The Carter Cleaning Company
Ahmed Ali
ID: 11901
Chapter 4:
Job Analysis Continuing Case:
The carter cleaning company: The job description
1. What should be the format and final form of the store manager’s job description?
Answer: The format noted in figure 4-6 could be a reasonable format to use. Students may recommend that Jen should include a “standards of performance” section in the job description. This lists the standards the employee is expected to achieve under each of the job description’s main duties and responsibilities, and would address the problem of employees not understanding company policies, procedures, and expectations. In addition, students may recommend that Jennifer instead take a competency-based approach which describes the job in terms of the measurable, observable, behavioral competencies that an employee doing that job must exhibit. Because competency analysis focuses more on “how” the worker meets the job’s objectives or actually accomplishes the work, it is more worker focused. 2. Was it practical to specify standards and procedures in the body of the job description, or should these be kept separately?
Answer: They do not need to be kept separately, and in fact both Jen and the employees would be better served by incorporating standards and procedures into the body of the description. The exception to this would be if the standards and procedures are so complex or involved that it becomes more pragmatic to maintain a separate procedures manual.
3. How should Jen go about collecting the information required for the standards, procedures, and job description? Answer: She should first go about conducting the job analysis, collecting information about the work activities, human behaviors, machines, tools, equipment, and work aids, performance standards, job context, and human requirements. The best methods for collecting this information in this case are through interview, questionnaires, observation, diaries/logs
The Carter Cleaning Company
Ahmed Ali
ID: 11901
Chapter 4:
Job Analysis Continuing Case:
The carter cleaning company: The job description
1. What should be the format and final form of the store manager’s job description?
Answer: The format noted in figure 4-6 could be a reasonable format to use. Students may recommend that Jen should include a “standards of performance” section in the job description. This lists the standards the employee is expected to achieve under each of the job description’s main duties and responsibilities, and would address the problem of employees not understanding company policies, procedures, and expectations. In addition, students may recommend that Jennifer instead take a competency-based approach which describes the job in terms of the measurable, observable, behavioral competencies that an employee doing that job must exhibit. Because competency analysis focuses more on “how” the worker meets the job’s objectives or actually accomplishes the work, it is more worker focused. 2. Was it practical to specify standards and procedures in the body of the job description, or should these be kept separately?
Answer: They do not need to be kept separately, and in fact both Jen and the employees would be better served by incorporating standards and procedures into the body of the description. The exception to this would be if the standards and procedures are so complex or involved that it becomes more pragmatic to maintain a separate procedures manual.
3. How should Jen go about collecting the information required for the standards, procedures, and job description? Answer: She should first go about conducting the job analysis, collecting information about the work activities, human behaviors, machines, tools, equipment, and work aids, performance standards, job context, and human requirements. The best methods for collecting this information in this case are through interview, questionnaires, observation, diaries/logs