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Chapter 3 Worker Oriented Methods

Chapter 3 Worker Oriented Methods. Job Element Method Position Analysis Questionnaire (PAQ) Other Trait-Based Worker-Oriented Measures THRESHOLD TRAITS ANALYSIS SYSTEM (TTAS) ABILITY REQUIREMENTS SCALES (E. Fleishman) OCCUPATIONAL REINFORCER PATTERN MEHODS WITH SUBSTANTIAL ATT TO EQUIPMENT

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Chapter 3 Worker Oriented Methods

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  1. Chapter 3 Worker Oriented Methods • Job Element Method • Position Analysis Questionnaire (PAQ) • Other Trait-Based Worker-Oriented Measures • THRESHOLD TRAITS ANALYSIS SYSTEM (TTAS) • ABILITY REQUIREMENTS SCALES (E. Fleishman) • OCCUPATIONAL REINFORCER PATTERN • MEHODS WITH SUBSTANTIAL ATT TO EQUIPMENT • Cognitive Task Analysis Chapter 3 Worker Oriented Methods

  2. Worker-Oriented Methods • Most “psychological” • Focus on KSAOs • Os = preferences, values, temperament, personality • Job Element • Blurs distinction between what gets done and abilities required to do it (elements not the same as FJA term) • PAQ • Well known in business...elements here means a finite list of things • Other trait-based methods • TTAS has a comprehensive “global” list of traits • Cognitive task analysis • Mental processes (where a lot of work is now and in the future) Chapter 3 Worker Oriented Methods

  3. Job Element Method(E. Primoff, OPM) • Most similar to work oriented • An element is combo of a behavior& evidence for it • CONTENT OF ELEMENTS • Behaviors: Cognitive, psychomotor and work habits • GATHERING INFORMATION • Requires experts • RATING SCALES • SMEs rate on • “barely acceptable” to “superior” • “trouble likely if not considered” • “practical” – to expect incumbent to have • DERIVED SCALES • Based on previous scales (above) to get “total value”, “item index” (for test), “training value” • ASSIGNING ELEMENTS TO CATEGORIES • 5 levels of importance • RESEARCH ON JEM: THE J-COEFFICIENT • A ‘validity’ coefficient derived from human judgments • Can be useful is anyone takes the time to use the method • REMARKS ON JEM • An ability is whatever it takes to do it (circular reasoning) Chapter 3 Worker Oriented Methods

  4. Position Analysis Questionnaire(E. McCormick) S-O-R theory • Requires expert job analyst • Elements apply to all jobs • Why is this an advantage for job evaluation? • DEVLOPMENT AND STRUCTURE OF THE PAQ • 194 items (now 300) • 187 for attributes; 7 for pay concerns • Six major divisions (see table 3.4 p 74) • PAQ RESULTS • Good for job evaluation and FLSA • USES OF PAQ (objectives) • Standardize an approach to ID worker requirements • Job evaluation / disability considerations • Can this address any issues with your job? • RELIABILITY AND VALIDITY • Better agreement with same job/ less between jobs • Related to GATB mean scores (163 jobs) • RESEARCH ON THE PAQ: COMMON KNOWLEDGE EFFECTS • Inter-rater reliability in ‘90s for different types of raters • But the rater needs to be very familiar with the job itself • RECENT PAQ DEVELOPMENTS • cDOThttp://www.paq.com Chapter 3 Worker Oriented Methods

  5. Other Trait-Based Worker-Oriented Measures • THRESHOLD TRAITS ANALYSIS SYSLTEM (33 traits) • F. Lopez (‘70) • Theoretically coherent • Trait oriented • Multipurpose • Legally defensible • For selection / training / description/ evaluation • Two sections: 1. can do 2. will do Is this applicable to your job? • ABILITY REQUIREMENTS SCALES • E. Fleishman & Mumford • Generic human abilities • Abilities linked to tests for them • For selection and to build job families Is this applicable to your job? • OCCUPATIONAL REINFORCER PATTERN • Borgen, ‘88 • Individual differences in what they need (e.g. recognition, working together / alone) • METHODS WITH SUBSTANTIAL ATTENTION TO EQUIPMENT • AET (ergonomics) • Job Components Inventory (entry level jobs; vocational guidance; training) Chapter 3 Worker Oriented Methods

  6. Cognitive Task Analysis • Cognitive psych: Mental activities must be inferred • Often difference (cognitive) ways to achieve the same outcome • TYPES OF KNOWLEDGE AND SKILL • Declarative vs. Procedural (what the difference?) • Generative knowledge (finding new relationships) • Self knowledge (know your limitations!) • K (acquired information) v. S (procedural) • Automated skills (fast and effortless) • Representational skills (mental models) • Decision making skills (Kahneman’s system I and system 2) • How experts complete their jobs Chapter 3 Worker Oriented Methods

  7. COGNITIVE TASK ANALYSIS METHODS • Interviewing • Team communication • Diagramming • Verbal report • Psychological scaling • A SIMPLE EXAMPLE • TSA screener (they are missing a lot these days) • the experienced ones develop a database of three dimensional rotated objects • RELIABILITY AND VALIDITY –difficult to assess • REMARKS ON COGNITIVE TASK ANALYSIS -Coming soon to a job near your What is a task in your job that requires cognitive task analysis? Chapter 3 Worker Oriented Methods

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