MKTG 361 EXAM 2025

Work Flow Analysis - -What Must Be Done to Produce a Product or Service What Must Be Done to Produce a Product or Service - --Identify expected result -Determine steps required to create the end result -Spot inputs necessary to carry out and perform the same tasks machines, material, manpower, money - -4-Ms organizational outputs - -Identify expected result machines - -tools, equipment materials - -physical resources such as raw materials and facilities used in production manpower - -people in the various jobs in the company money - -the organizations financial resources Job Description - -Identifies major tasks, duties, and responsibilities of a job Job Specification - -Identifies qualifications in the job description Person Specification - -Summarizes characteristics of those who perform the job well Job Analysis - -Identifies work performance and working conditions Databases for Job Analysis - --Department of Labor's Dictionary of Occupational Titles (DOT) -O*NET Questionnaires - -Identify functions of a particular job Verbal Interviews - -Answers compiled into profile of job Diaries - -Employees' documentation of tasks Observation - -Observers shadow employees and log tasks Job Design - -Identifies tasks that employees are responsible for and how those tasks will be accomplished Job Redesign - --Changes tasks or how they are performed MKTG 361 MKTG 361 MKTG 361 -Job redesign is about working smarter, not harder Rigid bureaucratic structures - -need jobs that are controlled by an authority Relaxed, flatter structures - -need jobs that take advantage of autonomy Rigid bureaucratic structures - -strong centralized decision-making Relaxed, flatter structures - -autonomy decision-making Mechanistic Job Design - -Task specialization, skill simplification, and repetition; the traditional pyramidal pattern of organizing Biological Job Design - -Structures the physical work environment around how the body works to minimize strain Perceptual/Motor Job Design - -Keeps employees within their mental capabilities and limitations Motivational Job Design - -Focuses on affecting psychological meaning and motivational potential Skill variety - -the number of diverse tasks that make up a job and the number of skills used to perform the job Task identity - -the degree to which an employee performs a whole identifiable task. For example, does the employee put together an entire television or just place the screen in the set? Task significance - -an employee's perception of the importance of the task to others— the organization, the department, coworkers, and/or customers Autonomy - -the degree to which the employee has discretion to make decisions in planning, organizing, and controlling the task performed Feedback - -the extent to which employees find out how well they perform their tasks Job Simplification - -Eliminate tasks, Combine tasks, Change task sequence Job Expansion - -Rotation, enlargement, and enrichment Work Teams - -Integrated and self-managed Flexible Work - -Flextime, job sharing, telecommuting, and compressed work weeks Flextime - -Provides workers with a flexible set of work hours MKTG 361 MKTG 361 Job Sharing - -Two (or more) people share one whole job Telecommuting - -Allows workers to work from a location other than the office Compressed Workweek - -Takes the normal 5-day, 40-hour workweek and compresses it to fewer than 5 days reliability - -identifies how consistent a particular measure is validity - -refers to whether or not we measured what we thought we measured HR Forecasting - -Identifies estimated supply and demand for different types of HR Quantitative Forecasting - -utilizes mathematics to forecast future events based on historical data Trend Analysis - -Reviewing historical items (such as revenues) and relating changes to business factors to form a predictive chart Ratio Analysis - -Reviewing historical data and calculating proportions between a business factor (such as production) and number of employees needed Regression Analysis - -Identifies relationship between a series of variable data points to forecast future variables Qualitative Forecasting - -Nonquantitative methods are usually based on knowledge of a pool of experts in a subject or an industry Reconciling Internal Labor Supply and Demand - -Employers need the right number of employees with the right skill sets in the organization at the right time Surplus - --Downsizing and layoffs -Pay reduction -Work sharing -Natural attrition -Hiring freeze -Retraining and transfers -Early retirement Shortage - --Overtime -Temporary/contract employees -Retrain employees -Outsourcing -Turnover reduction MKTG 361 MKTG 361 -Hire new employees -Technological innovation Workflow analysis - -the tool that we use to identify what has to be done within the organization to produce a product or service Human resource planning - -Job analysis helps us design jobs better to get the results that we need Job evaluation for compensation - -If we don't know what the job consists of, how can we determine how much the job is worth to the organization so we know how much to pay the person? Staffing (recruiting and selection) - -If we don't know what an employee is going to do and how much we will pay that employee, then how do we know whom to recruit and hire? Training - -If we don't know what the job consists of, how can we teach people to do the job? Performance management - -How can we evaluate performance if we don't know what the worker's job consists of? Maintain a safe work environment - -Job analysis will help us identify hazards that the job incumbent will need to understand, as well as any required personal protective equipment and training the person will need to safely carry out the job. job characteristics model - -provides a conceptual framework for designing or enriching jobs based on core job characteristics Eliminate - -Does the task, or do parts of it, have to be done at all? If not, don't waste time on them Combine - -Doing similar things together often saves time. Make one trip to the mailroom at the end of the day instead of several throughout the day Change sequence - -Often, a change in the order of doing things, or designing new systems, results in a lower total time spent on tasks Job Enlargement - -involves adding tasks—at the same level—to broade