Fidel E.

Gallego BIT-MT3-A1

1. Search for Theories of Motivation and its proponent

Ans: Abraham Maslow proposed that human motivation is driven by a hierarchy of needs, ranging from
basic physiological needs like food and shelter to higher-level needs such as self-actualization.

: Frederick Herzberg suggested that there are two sets of factors influencing motivation: hygiene factors
(like salary and working conditions) and motivators (like recognition and advancement).

: Victor Vroom's expectancy theory posits that individuals are motivated to act in certain ways based on
their belief that their efforts will lead to desired outcomes.

: Developed by J. Stacy Adams, equity theory suggests that individuals are motivated when they perceive
that they are being treated fairly in comparison to others.

2. What are the Motivational Methods and Programs?

Ans: Motivational methods vary depending on the context and individuals involved, but some common
strategies include:

Recognition and Rewards: Providing recognition for achievements and offering tangible rewards such as
bonuses, promotions, or other incentives can motivate individuals to perform at their best.

Goal Setting: Setting clear, challenging, and achievable goals helps individuals focus their efforts and
gives them a sense of direction and purpose.

Feedback and Coaching: Regular feedback and coaching sessions help individuals understand their
strengths and areas for improvement, fostering continuous growth and motivation.

Creating a Positive Work Environment: Cultivating a supportive and positive work environment where
individuals feel valued, respected, and empowered can boost motivation and morale.

Opportunities for Learning and Development: Offering opportunities for skill development, training, and
career advancement shows individuals that their growth and success are important to the organization,
motivating them to invest in their work.

3. Definition and purposes of job analysis

Ans: Job analysis is the systematic process of gathering, documenting, and analyzing information about a
job. Its purpose is to provide a comprehensive understanding of the duties, responsibilities, tasks, skills,
and qualifications required for a particular job role within an organization.

The key components of job analysis include:

Job Description: A detailed summary of the duties, tasks, responsibilities, and requirements of a specific
job position.

Job Specification: A list of the qualifications, skills, knowledge, and attributes necessary for successful
performance in the job role.:

Recruitment and Selection: Job analysis helps in identifying the specific criteria needed to attract, assess,
and select qualified candidates for a job role.

Performance Management: It provides the foundation for establishing performance standards,

conducting performance appraisals, and evaluating employee performance against job requirements.

Training and Development: By identifying the essential skills and knowledge required for a job, job
analysis helps in designing effective training programs and development initiatives.

Compensation and Benefits: Job analysis informs decisions related to salary structures, compensation
packages, and employee benefits by assessing the value and complexity of different job roles.

Workforce Planning: It aids in workforce planning and organizational restructuring by identifying staffing
needs, succession planning, and talent management strategies.

4. Aspects of job analyzed

Ans: In job analysis, several aspects of a job are typically analyzed to gain a comprehensive
understanding of its requirements and responsibilities. These aspects include:

Job Duties and Tasks: This involves identifying the specific activities and tasks that an employee must
perform as part of their job role.

Responsibilities: This entails delineating the obligations and accountabilities associated with the job,
including decision-making authority, supervision of others, and adherence to policies and procedures.

Skills and Qualifications: This involves identifying the competencies, knowledge, skills, and abilities
(KSAs) required to perform the job effectively. This includes technical skills, soft skills, and any
certifications or educational qualifications necessary for the role.

5. Job specification and job description

Ans: Job specification and job description are two essential components of job analysis that provide
detailed information about a particular job role within an organization. Here's how they

differ

Job Description:
A job description is a written document that outlines the duties, responsibilities, tasks, and requirements
of a specific job position.

It typically includes details such as job title, reporting relationships, essential functions, duties and
responsibilities, qualifications, skills, and physical requirements.

The primary purpose of a job description is to communicate to employees or potential candidates what
the job entails, helping them understand the expectations and requirements associated with the role.

A job description for a Marketing Manager might include responsibilities such as developing marketing
strategies, managing advertising campaigns, and supervising marketing staff.

6. Contents of Job specification and description.

Ans: The content of a job specification and job description can vary depending on the organization and
the specific job role. However, here is a general overview of the typical content included.

Job Description

Reporting Relationships: The position's reporting structure, including the title of the supervisor or
manager to whom the employee reports.

Summary/Objective: A brief overview of the job role and its primary objectives or purposes within the
organization.

Essential Functions/Duties and Responsibilities: A detailed list of the main duties, tasks, and
responsibilities associated with the job role. This section outlines what the employee is expected to do
on a day-to-day basis.

Qualifications: Minimum requirements such as education, experience, skills, certifications, or licenses

necessary to perform the job effectively.