The Job Evaluation Process
Answers to Review Questions
1. How does job evaluation translate internal alignment policies (loosely coupled versus tight fitting) into practice? What does (a) organization strategy and objectives, (b) flow of work, (c) fairness, and (d) motivating people’s behaviors toward organization objectives have to do with job evaluation?
Organization strategy and objectives – Job evaluation aligns with the organization’s strategy by including what it is about work that adds value and contributes to pursuing the organization’s strategy and achieving its objectives.
Flow of work – Job evaluation supports work flow in two ways: (1) by integrating each job’s pay with its relative contributions to the organization and (2) by setting pay for new, unique, or changing jobs.
Fairness – Job evaluation can reduce disputes and grievances over pay differences among jobs by establishing a workable, agreed-upon structure that reduces the role of chance, favoritism, and bias in setting pay.
Motivate people’s behaviors toward organization objectives – Job evaluation calls out to employees what it is about their work that the organization values, what supports the organization’s strategy and its success. It can also help employees adapt to organization changes by improving their understanding of what is valued and why that value may have changed.
2. Why are there different approaches to job evaluation? Think of several employers in your area (the college, hospital, retailer 7-Eleven, etc.). What approach would you expect them to use? Why?
Different employers wish to emphasize different aspects of work; the different approaches should support the organization’s strategy. Consequently, a wide variety of job evaluation approaches exist. Some organizations desire to be more formalistic, legalistic, and thus use very detailed plans. For example, many nurses are unionized and also face constant review from patients and their lawyers. For both of these reasons, hospitals tend
1. How does job evaluation translate internal alignment policies (loosely coupled versus tight fitting) into practice? What does (a) organization strategy and objectives, (b) flow of work, (c) fairness, and (d) motivating people’s behaviors toward organization objectives have to do with job evaluation?
Organization strategy and objectives – Job evaluation aligns with the organization’s strategy by including what it is about work that adds value and contributes to pursuing the organization’s strategy and achieving its objectives.
Flow of work – Job evaluation supports work flow in two ways: (1) by integrating each job’s pay with its relative contributions to the organization and (2) by setting pay for new, unique, or changing jobs.
Fairness – Job evaluation can reduce disputes and grievances over pay differences among jobs by establishing a workable, agreed-upon structure that reduces the role of chance, favoritism, and bias in setting pay.
Motivate people’s behaviors toward organization objectives – Job evaluation calls out to employees what it is about their work that the organization values, what supports the organization’s strategy and its success. It can also help employees adapt to organization changes by improving their understanding of what is valued and why that value may have changed.
2. Why are there different approaches to job evaluation? Think of several employers in your area (the college, hospital, retailer 7-Eleven, etc.). What approach would you expect them to use? Why?
Different employers wish to emphasize different aspects of work; the different approaches should support the organization’s strategy. Consequently, a wide variety of job evaluation approaches exist. Some organizations desire to be more formalistic, legalistic, and thus use very detailed plans. For example, many nurses are unionized and also face constant review from patients and their lawyers. For both of these reasons, hospitals tend