1. Instructions: You do not have to do a detailed job analysis (such as identifying countless tasks and KSAO's, nor rating and ranking tasks and KSAO's). I would like you to find someone with a job (e.g., spouse, friend or coworker) and "interview" them regarding his/her job. If there is a job description for their job, do not use the job description. I want you to collect all job data simply by "interviewing" them. After you have collected job information, I would like you to do the following (after you've given me a job title for their position).
a. Identify, the 5 to 7 most important tasks of his/her job. Write task statements for their job. Finally, discuss those task statements.
b. Identify the 5 to 7 most important knowledge, skills, abilities, and other characteristics (KSAO's) of his/her job. Write KSAO statements and explain those KSAOs.
c. Link and discuss linkages between tasks and KSAO's.
2. One of the provisions of the Fair Labor Standards Act of 1938 is the minimum wage. Discuss the purpose of the minimum wage law and the criticisms that have been leveled against it. Then discuss the pros and cons of the concept of "Living Wage" as an alternative to the minimum wage.
3. Job analyses and job evaluation can be time-consuming and is an added expense to an organization. You are asked to make a presentation to upper management as to why the company should do a job evaluation when paying people. Management asks, why not simply market-price the jobs in your organization (e.g., look at what other companies are paying administrative assistants and pay your company's administrative assistants the competing wage)? Discuss this issue thoroughly in persuading management.
4. Explain and discuss how you would you decide whether to use job-based or person-based structures?