Job analysis serves multiple purposes, including identifying essential job functions, determining required skills and knowledge, and establishing performance standards.

Observation is a job analysis method where trained observers directly observe workers performing their jobs to gather data.

Job design aims to achieve multiple goals, including improving productivity, enhancing worker satisfaction, and reducing workplace accidents.

The Job Characteristics Model emphasizes the importance of job variety, autonomy, and other factors in motivating workers.

Job enlargement involves combining multiple tasks into a single job to increase the scope of the job.

Performance appraisal data is typically not used as a primary method for collecting data in job analysis.

Job accommodation involves modifying or adjusting a job to accommodate the needs of workers with disabilities.

The Human Relations Movement emphasized the importance of social interaction and teamwork in the workplace.

Job analysis involves breaking down a job into its component tasks and identifying the skills and knowledge required to perform each task.

Personality questionnaires are typically not used in job analysis as they do not provide information directly relevant to job requirements.

Ergonomics involves designing jobs and workplaces to minimize physical and mental strain on workers.

Goal-Setting Theory emphasizes the importance of feedback and goal setting in motivating workers.

Job rotation involves rotating workers between different jobs to provide variety and learning opportunities.

Turnover is typically not used as a direct measure of job design effectiveness, as it can be influenced by various factors beyond job design.

Job enrichment involves designing jobs to provide workers with more autonomy, control, and responsibility.