Activity 1: Select a Job

Activity 1: Select a Job
For this class, you will be applying concepts from I/O psychology. Activity 1 requires that you
select a job that you will use to complete future activities.
For Activity 1, choose a job or position that you are interested in researching and learning
about. Make sure the job is something you find interesting because you will be using the
same job/position for all activities to follow. You can choose a job that will be in your
career field or you could choose your dream job, or a job that you always wondered about
as a kid.
Do not select a job in these areas, applying the material can very difficult:
 Self-employed (e.g. therapists or lawyers not part of a firm or organization), owner
of business, or entrepreneur, influencer).
 Executive management (CEO, VP, SVP) Director should be the highest level of
management.
 Professional athletes and coaches (including e-sports) because they are contracted.
But you can choose a position within a professional sports organization – as long it
is a non-contracted position.
Assignment:
 Choose a job
 Research the job on the internet – find job descriiptions if possible. Describe the
purpose of the position. The purpose should be summary of the major functions of
the job. Try to strike a balance between sufficient details or too much detail. The
goal is to give enough information to a reader who is not familiar with the.
 Describe the organizational structure of the position. For example, who does this
position report to? Does this job have any direct reports? Are their multiple levels of
the same job (usually based on education and experience)?
The assignment is a formal paper. You must cite your sources in the text and at the end of
your paper. Check your paper that it meets the APA requirements for this class (see course
content). Some resources can be found in the course content (e.g. ONet).
Recommendation: Bookmark or save your resources for later activities
Activity 2: Job Analysis
For Activity 2, you will be writing a paper on the type of job analysis that is best for the job your
chose from Activity 1. You can choose job-oriented, person-oriented, or a combination of the
two. Since conducting an actual analysis is outside the scope of this class, you will take one of
the outputs of job analysis (a job descriiption) and use it to justify your choice.
1. For your job, what type job analysis (e.g. person-oriented, job-oriented, combination) is
the most appropriate? Explain/Defend your answer.
2. You should review a couple of job descriiptions for the job you chose. Then, use at least
two essential functions of this job to justify or illustrate why the type of job analysis you
chose is the best fit.
3. Use two KSAOs to justify or illustrate why the type of job analysis you chose is the best
fit. See below for examples of KSAOs (these are not the same as essential functions.
4. Based on your job and job analysis choice, determine what type of “information
gathering” method is the most appropriate. For example, methods include inventories,
interviews, observations, etc. Make sure you really consider the type of job you chose.
Remember, in this scenario you are the I/O psychologist gathering information. You are not
interviewing candidates for the job. Applicants cannot help you with a job analysis as they
have not done the job at the organization you represent. Also, you cannot “do the job” or
“observe” a job unless there is no risk to you, others, or the organization. For example, you
cannot “do the job” for a doctor, lawyer, school psychologist, therapist, etc. I/O
psychologists do not have the KSAOs (and licensure) needed to do these jobs. If you choose
a counselor, teacher, therapists, etc…You cannot observe a session or meeting that involves
any confidentiality with clients.
Note: You must paraphrase the course material and cite the textbook in the text. See an
example from the course content.
In case you are wondering what KSAOs might look like for a particular job:
Knowledge: Know what is needed to complete a task.
Skill: Can do a task (with some a level of proficiency)
Ability: Capability to learn a task
Other: other personal characteristics or attributes needed for a task or a job
Job Knowledge Skill Ability Other
Lawyer Constitutional
Rights and Tort
laws (JD)
Clearly write
position papers
and legal
documents.
Apply new laws
at state and
national levels.
Willingness to
work long hours
Elementary
Teacher
Learning and
education
practices (College
degree)
Clearly write
lesson plans
Relate to children
ages 6 – 10
Commitment to
learning
Nurse Medical
procedures (LPN
or RN)
Correctly read,
record, and
interpret vital
statistics
Remain clam in a
crisis
Empathy for
others
HOW TO ANSWER
Job Analysis of a Software Engineer
Job Description
A software engineer is a professional who designs, develops, tests, and maintains software applications. They work with a variety of programming languages and technologies to create software that meets the needs of their clients or users. Software engineers typically have a bachelor’s degree in computer science or a related field. They may also have experience in software development methodologies, such as Agile or Scrum.
The specific duties of a software engineer vary depending on the size and type of organization they work for. However, some common tasks include:
Gathering and analyzing requirements from clients or users.
Designing and developing software applications using a variety of programming languages and technologies.
Testing and debugging software applications to ensure that they meet quality standards.
Maintaining and updating software applications to fix bugs and add new features.
Documenting software applications for future reference.
Collaborating with other engineers, designers, and product managers.
Organizational Structure
Software engineers typically report to a software development manager or director. They may also work with other engineers, designers, and product managers on a project team. The organizational structure of a software development team can vary depending on the size and type of organization. However, some common structures include:
Functional structure: In a functional structure, engineers are grouped by their area of expertise, such as web development, mobile development, or backend development.
Product-based structure: In a product-based structure, engineers are grouped by the product they are working on.
Matrix structure: In a matrix structure, engineers report to both a functional manager and a product manager.
Job Analysis Method
A job-oriented job analysis is the most appropriate method for the job of a software engineer. A job-oriented job analysis focuses on the tasks, duties, and responsibilities of the job. This type of analysis can be used to identify the essential functions of the job, the knowledge, skills, and abilities (KSAs) required to perform the job, and the working conditions.
Here are two essential functions of a software engineer and how they justify the choice of a job-oriented job analysis:
Designs, develops, and tests software applications using a variety of programming languages and technologies. This essential function requires software engineers to have a deep understanding of programming principles and best practices. They must also be familiar with a variety of programming languages and technologies. A job-oriented job analysis can help to identify the specific programming languages and technologies that are required for the job.
Gathers and analyzes requirements from clients or users. This essential function requires software engineers to be able to communicate effectively with clients or users. They must also be able to understand the client’s or user’s needs and translate them into technical requirements. A job-oriented job analysis can help to identify the specific communication and problem-solving skills that are required for the job.
Here are two KSAs that are required for the job of a software engineer and how they justify the choice of a job-oriented job analysis:
Knowledge of programming languages and technologies. Software engineers need to have a strong understanding of programming principles and best practices. They must also be familiar with a variety of programming languages and technologies. A job-oriented job analysis can help to identify the specific programming languages and technologies that are required for the job.
Problem-solving skills. Software engineers need to be able to identify and solve problems effectively. They must be able to think creatively and come up with innovative solutions. A job-oriented job analysis can help to identify the specific problem-solving skills that are required for the job.
The most appropriate information-gathering method for a job-oriented job analysis is an interview. Interviews can be used to gather information about the tasks, duties, and responsibilities of the job, the KSAs required to perform the job, and the working conditions. Interviews can also be used to gather information about the organization’s culture and values.
Here are some specific questions that could be asked during an interview with a software engineer:
What are the typical tasks that you perform on a daily basis?
What are the most challenging aspects of your job?
What are the most important skills and abilities that you need to be successful in your job?
What kind of education and training do you have?
What kind of experience do you have?
What are your strengths and weaknesses as a software engineer?
What are your career goals?
The information gathered from the interviews can be used to develop a job description, a task analysis, or a competency model. A job description is a written document that describes the tasks, duties, and responsibilities of the job. A task analysis is a list of the specific tasks that are performed in a job. A competency model is a description of the KSAs that are required to be successful in a job.
The job analysis information can be used to