Question

What is the main reason it may be difficult to conduct a job analysis when the only employee who is at the company is a long-term employee?

A. It can get difficult to separate what the employee brings to the job from the job's main purpose.
B. The employee may have a bad attitude toward the position.
C. The employee may misrepresent information about the job based on what he or she thinks is best.
D. It's difficult to separate what the manager does versus what the employee does.

Answer 1

The main difficulty in conducting a job analysis with only one long-term employee is the challenge of distinguishing the essential functions of the job from the individual's personalized contributions. It's important to use a mix of data sources including standard industry practices and managerial input to ensure an unbiased understanding of the job's requirements.

Step-by-step explanation:

The difficulty in conducting a job analysis with a single, long-term employee is primarily due to the challenge of discerning the essential functions of the job from the unique capabilities and work style that the individual has brought to the role. When only one employee has held the position, especially over a long period, they may have tailored the job to their personal strengths and preferences, which might not accurately reflect the core requirements or duties of the position. Option A correctly highlights this issue, stating it can get difficult to separate what the employee brings to the job from the job's main purpose.

Conducting interviews, observations, and surveys are standard methods for understanding job requirements, however, they may not fully capture objective job duties if a single employee’s experience is overly personalized. Additionally, as research by Dierdorff & Wilson (2003) suggests, job analyses based solely on the incumbent’s perspective may be less reliable. Therefore, it's essential to also consider other sources like job descriptions, standard industry practices, and inputs from managers to obtain a comprehensive and unbiased job analysis.

Moreover, asymmetric information in the labor market indicates that employees often have a deeper understanding of their own abilities and work style, which may not be immediately apparent to employers. This is why employers utilize prescreening methods, including educational qualifications and references, to infer key employee attributes indirectly. In the case of a single long-term employee, assessing their performance might require additional perspectives to ensure the job analysis remains impartial and applicable to potential new hires.