LC v-based job analysis? How is thi 6. What are competencies! W to use competency-based job analysis? approach different from the traditional appro 7. In a company with only 25 employees, is the need for job descriptions? Why or why not? ditional approach? 25 employees, is there less STIONS 2. Assume that you are the job analyst at a bicycle manufacturing company in British Columbia and have been assigned responsibility for preparing job descriptions (including specifications) for all the supervisory and managerial positions. One of the production managers has just indicated that he will not complete the job analysis questionnaire you have developed. a. How would you handle this situation? b. What arguments would you use to attempt to persuade him to change his mind? c. If your persuasion efforts failed, how would you go about obtaining the job analysis information you need to develop the job description for his position? 3. Because the top job in a firm (such as president, executive director, or CEO) is by nature more strategic and broader in scope than any other job, is competency-based job analysis more appropriate? Is EXPERIENTIAL EXERCISES 1. Use orga Use organization chart software to draw an organiza