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Chapter 3 Worker Oriented Methods 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– cDOT http://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 doIs 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?
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