Current studies of social work education have stimulated interest in the analysis and description of what social workers actually do. What activities and services do social workers perform? By whom are these activities usually performed, i.e., worker, supervisor or administrator? What skills are required to perform these activities adequately? What extent or degree of responsibility is involved in each activity at the various job levels of worker, supervisor, administrator. The present study is designed to test the applicability of industrial Job evaluation techniques to professional social work in an attempt to answer the questions posed, A survey of the current literature in social work and of current methods of job evaluation suggests that the "classification" method of job evaluation is most appropriate to the field of social work. Social work literature indicates nine broad areas of function or activities of professional social workers. While each of these areas is traditionally assumed to be assigned to specific job levels, further study of a specific agency (Vancouver, Child Guidance Clinic, Social Service Department) indicates that all workers have some degree of responsibility for each area of activity. Analysis of each worker's activities in units of five minutes: of time for a two week period provides a measure of the degree of skill and responsibility required of staff at various levels. Findings of this time study are then used to sort out job classes, to describe these classes, and to suggest a classification scheme applicable to any setting employing social workers. The findings suggest that all professional social workers require some measure of skill in each of the following areas of activity: Administrative, Consultative, Supervisory, Direct Service, Professional Education, Community Relations, Staff Development, Programme Development, Research, Major determinants of class appear to be the extent of work which is subject to review by others and the degree of knowledge and ability required in fields other than the major area of function. The process of job analysis, description and classification as illustrated in this study is an essential step for all agencies to take in measuring, delegating and interpreting the work of the agency. The classification scheme proposed should enable comparison of social work positions in a variety of settings. At the same time, it offers a partial solution to the dilemma of a profession which seeks to achieve professional practitioner status but offers very limited possibilities, for the direct service practitioner to enhance his earnings without assuming a traditionally higher rank of supervisor or administrator. / Arts, Faculty of / Social Work, School of / Graduate

Statement of the Problem The object of this study is to examine the effect of methodological variations in the Critical Incident Technique as it applies to job analysis. Three methodological areas were investigated in this study: I The questions asked the observers. It has been common practice in past studies to ask the observers to describe incidents in which a person acted in such a manner as to be particularly effective or ineffective with regard to performing the activity. It is possible that by asking additional kinds of questions which establish different criteria for reporting or ignoring incidents different kinds of behaviors would be reported. II The observers' perceptions of the aims of the activity. Flanagan (1954) suggests that the observers, in order to judge whether a person's behavior is effective or ineffective with regard to a particular activity must be aware of the general aims of the activity as laid down by the administrators of the activity. Few past critical incident studies have checked the qualifications of the observers used with regard to their awareness of the aims of the activity. No research has been carried out to determine the effect of observers perceptions of aims, which are in disagreement with the accepted aims, on the incidents they report. III The relative importance of the critical requirements. It may be possible to determine the relative importance of each critical requirement. Frequency of behaviors reported has been used as an indicator of the relative importance of critical requirements. Ratings by supervisors of the importance of each requirement, have also been used in an effort to establish their relative importance. Neither of these methods was proven to be valid. To date no effective, valid method has been discovered for determining the relative importance of the critical requirements. This study investigated these three areas in an attempt to test the following propositions: 1. Incidents collected from a "behavior pattern" questions will contain different kinds of behavior from those contained in incidents elicited from "isolated behavior" questions. 2. Observers who are in disagreement with the accepted aims of the activity under study will report different kinds of behavior from those reported by observers who are in agreement with these aims. 3. The relative importance of the critical requirements can be determined by using the observers' ratings of the criticalness of the behaviors they report. The Method Individual interviews were held with 126 observers (52 library staff members, 44 students and 30 faculty members) at the University of British Columbia. To elicit critical incidents the observers were asked two types of questions. "Isolated behavior" questions, asked for descriptions of behavior that was particularly effective or ineffective librarian performance. "Behavior pattern" questions, asked for descriptions of behavior that, while not particularly effective or ineffective in a single instance, did become significantly critical when repeated over a time. Critical requirement categories were generated and the types of behaviors elicited by each type of question and their relative contribution to each critical requirement were investigated. Each observer was asked to state his perception of the general aims of the librarians' job. This statement was compared with an "official" statement of aims. The behaviors reported by observers who were in disagreement with the "official" general aims were compared with the behaviors reported by observers who stated aims that were compatable with the "official" statement. Each observer was asked to rate the effectiveness or ineffectiveness of the behaviors he reported on a four-point rating scale. The average rating of the behaviors in each critical requirement category was calculated. These average ratings were used to rank order the critical requirements in terms of relative importance. This rank ordering was compared with the rank orderings obtained by calculating the frequency of behaviors in each critical requirement category and by having ten senior librarians rate the importance of each critical requirement category. Conclusions Thirty-seven critical requirement categories were generated by behaviors collected by both types of questions. The addition of the "behavior pattern" question resulted in a greater number of negative behaviors being reported and contributed greatly to the generation of 4 critical requirement categories. These findings support the hypothesis that additional kinds of behaviors can be elicited by varying the questions asked thus resulting in a more complete list of critical requirements. No observers were found who disagreed with the "official" statement of aims so no conclusions could be reached on the effect of such disagreement on behaviors reported. Subtle differences in emphasis within the framework of the "official" statement of aims did not influence behaviors reported to a significant extent. A rank ordering of critical requirements by averaging the observers' ratings of the behaviors they reported was achieved. The results did not prove that this rank ordering was a valid indicator of the relative importance of the critical requirements. / Arts, Faculty of / Psychology, Department of / Graduate

No description available.

No description available.

No description available.

No description available.

Much research has been undertaken to determine how Subject Matter Expert characteristics affect job analysis outcomes. The current study seeks to discover if performance levels are related to current incumbents ratings of their positions. A group of 114 corporate associates, from two administrative positions, served as Subject Matter Experts (SME) for this study. Separate job analyses for each position were conducted using the Job Analysis Task Checklist. The results for each job were analyzed to determine if SME performance levels affected job analysis outcomes. The results for both jobs showed that there were very few differences in job analysis results as a function of SME performance levels.

Thesis (Ed.D.)--Boston University.

The enterprise organizes and the related system need to adjust in accordance to the policy and the management¡A is following the product or in the service demand large fluctuation process¡A the staff population demand along with it fluctuation¡A in the related system is also biggest by the salary system to enterprise's transport business cost impact¡A the influence is also profoundest to the staff. Therefore the present paper is for the purpose of by the case analysis discussion enterprise development process¡A when organization system faced with significant transformation¡A salary system how appropriately in accordance to transformation and adjustment¡A and control related transformation theory and decision-making process.

Akademisk avhandling--Lund. / Extra t.p., wih thesis statement, inserted. Bibliography: p. 81-83.