Job Analysis Exercise Please conduct a job analysis for the position "graduate student Your job description should include four listsone for enrolled in a master's program in the general field of business." tasks, one for knowledge, one for skills, and one for abilities. This job analysis may benefit from interviewing incumbents for each of the four lists, rate the corresponding elements in (i.e., other students) as well as supervisors (i.e., faculty). In terms of frequency and criticality. Use the scales provided addition, of course, you can rely on your own knowledge of the below to rate each element. Then, multiply the frequency and "job." By the end of your job analysis, follow the O'NET format criticality scores for each of the elements in each list to obtain to create a summary description for the position as well as a list its overall score. Then, arrange the list of elements in order of of tasks, knowledge, skills, and abilities needed for successful importance from high to low. performance. Use the box "Summary Report for Tractor-Trailer Have one or more people who are knowledgeable about Truck Drivers (from O*NET)" as a template. the position "graduate student enrolled in a master's program Frequency and Criticality Scales Frequency Criticality 0: not performed 0: not critical 1: every few months to yearly 1: low level of criticality 2: every few weeks to monthly 2: below average level of criticality 3: every few days to weekly 3. average level of criticality 4: every few hours to daily 4: above average level of criticality 5 hourly to many times each hour 5: extremely critical in the general field of business) do the same rating task with the same job description. Then, answer the following questions. 1. Are there any disagreements between or among the res- ulting orderings? If so, why do you think that is the case? 2 What can be done to mitigate any observed disagree- ment between or among the resulting orderings? After discussing some possible techniques to reducing dis- agreement, if there were indeed any disagreements, apply some of those techniques until 100% agreement is reached 3. Recall that tasks listed in a job description can largely be divided into behaviors (i.e. how to per- form) and results (i.e. what outcomes should result from performance). In the job description you cre- ated, which of the tasks are behaviors and which tasks are outcomes? Are there more behaviors or more outcomes? Or, is there a strong balance between the two types of tasks? Whether there is such an imbalance or balance, do you think the observed (im)balance is justified? Explain. Job Analysis Exercise Please conduct a job analysis for the position "graduate student Your job description should include four listsone for enrolled in a master's program in the general field of business." tasks, one for knowledge, one for skills, and one for abilities. This job analysis may benefit from interviewing incumbents for each of the four lists, rate the corresponding elements in (i.e., other students) as well as supervisors (i.e., faculty). In terms of frequency and criticality. Use the scales provided addition, of course, you can rely on your own knowledge of the below to rate each element. Then, multiply the frequency and "job." By the end of your job analysis, follow the O'NET format criticality scores for each of the elements in each list to obtain to create a summary description for the position as well as a list its overall score. Then, arrange the list of elements in order of of tasks, knowledge, skills, and abilities needed for successful importance from high to low. performance. Use the box "Summary Report for Tractor-Trailer Have one or more people who are knowledgeable about Truck Drivers (from O*NET)" as a template. the position "graduate student enrolled in a master's program Frequency and Criticality Scales Frequency Criticality 0: not performed 0: not critical 1: every few months to yearly 1: low level of criticality 2: every few weeks to monthly 2: below average level of criticality 3: every few days to weekly 3. average level of criticality 4: every few hours to daily 4: above average level of criticality 5 hourly to many times each hour 5: extremely critical in the general field of business) do the same rating task with the same job description. Then, answer the following questions. 1. Are there any disagreements between or among the res- ulting orderings? If so, why do you think that is the case? 2 What can be done to mitigate any observed disagree- ment between or among the resulting orderings? After discussing some possible techniques to reducing dis- agreement, if there were indeed any disagreements, apply some of those techniques until 100% agreement is reached 3. Recall that tasks listed in a job description can largely be divided into behaviors (i.e. how to per- form) and results (i.e. what outcomes should result from performance). In the job description you cre- ated, which of the tasks are behaviors and which tasks are outcomes? Are there more behaviors or more outcomes? Or, is there a strong balance between the two types of tasks? Whether there is such an imbalance or balance, do you think the observed (im)balance is justified? Explain