Job Analysis and Job Design

Jobs and Employees
Name
Institutional Affiliation
 

1
What is EEOC and why was it formed?
EEOC (equal employment opportunity commission) is a commission in the United States granted with the responsibility of enforcement of federal laws. These federal laws make it not possible to discriminate against any applicant to a job or any employee either because of their color, religion, race, sex, nationality, genetic information, disability or even age.
EEOC was formed 1964 through an act of civil rights. The act was a bill which addressed not only employment discrimination but also other discrimination forms like voting, education and public accommodations (Colvin, 2016).
What power does EEOC have over organizations?
The role of EEOC in any investigation is to assess the charges and allegations accurately and fairly and then make a finding. If they discover any form of discrimination, they try to settle the charge.
EEOC provides guidance and leadership to federal agencies on each and every aspect of the program by the federal government on equal opportunities of employment. They provide technical guidance to federal institutions on issues concerning EEOC complains (Colvin, 2016).
What are the uniform guidelines on employee selection procedures (UGESP) and why are they important?
UGESP are guidelines set to establish uniformity of standards for all employees in their selection. These uniform standards in selection and procedures are used in adversely addressing recordkeeping requirements and validation.

The document prohibits the discrimination of employees either on the basis of color, religion, race or sex.it outlines what employers need to defend their decisions on employment. They also serve as sources of technical information to the judicial systems.
Have you ever been involved in with the EEOC or the UGESP?
No. I have not yet been involved with the two commissions.
Assume the following:
You are the HR manager you recently had to turn down carol for a position as marketing manager. Carol believes that the denial of this position was due to her gender and she filed a sex discrimination charge with the EEOC
What should you do when you are told about the claim that has been filed?
I would call Carol and try to explain and communicate to her clearly the promotion and selection policy of the organization. Transparency encourages trust (England, 2015).
What will the EEOC do when the complaint is filed?
The commission should examine on how other individuals in the same situation were treated. They would consider anyone else who had applied for the position and compare with the complainant (England, 2015).
What is the best way to handle the situation?
The best way to handle the situation is to involve the EEOC in each and every step I take and ensure that they take and give guaranteed information. Confrontation of the employee would result in the worst case scenario so it would be better to involve the body responsible for the outcome of the case.
2.
What is the Difference between job analysis and job design?
Job analysis is the procedure through which the tasks, responsibilities, duties, skill, and knowledge of a person are identified for a particular job. Job analysis is mainly done for recruitment so as to evaluate whether the employee needs evaluation and training.
Job design, on the other hand, is the allocation of tasks to either a group of employees or an employee in a given organization. Job design comes before job analysis (Conte, 2016). 
Describe some of the methods by which job analysis can be completed
The most effective methods of job analysis to an organization are:
Observation method; which involves observing all the employees records on the tasks he/she delivered and those that were undelivered.
Interview method: this method involves interviewing the employee so that the employee comes up with their own unique working styles and puts in use some specific techniques and skills when performing their job. This enables the employees Face their fears and insecurities (Conte, 2016). 
Questionnaire method: employees in this method get to fill in questionnaires. The questions should be framed differently according to the different employee grades to avoid biases.
Why do you think employee motivation is such an important tool in designing jobs today?
Employee motivation is a very important tool to job design. This is because motivation describes the individual forces within a person. These individual forces will account for the direction, level and persistence of the effort put in the work. Employees need to be excited, compelled, excited and very passionate when it comes to their work. The design of the jobs should motivate employees.
Virtual teams have become a critical component or organizational success. Please read the case study “virtual teams in action” on page 161 of your textbook and answer these questions
What advantages did Lockheed Martin gain by using virtual teams?
Lockheed Martin by using virtual teams gained the advantage of better communications. Members also had the ability of drawing charts and pictures as they implemented technology in their work. Technology enabled every participant to be on the same page as they had clear access to information (Kozlowski, 2014).
What are the potential issues of using virtual teams?
The potential problems associated with virtual teams are issues like miscommunication, inability to receive and access information because of the geographical location and failure of technology (Kozlowski, 2014).
Working in virtual teams is different than working with a face to face team. What training do you think virtual team members should receive before being allowed to work in a virtual team?
Virtual team members should be trained on developing good skills in technology, good communication skills, and good skills when it comes to teamwork. With these skills, they will be able to work efficiently and create a better team.

References
Colvin, (2016). Conflict and employment relations in the individual rights era. In Managing and Resolving Workplace Conflict (pp. 1-30). Emerald Group Publishing Limited.
England, (2015). The essential guide to handling workplace harassment & discrimination. Nolo.
Landy & Conte (2016). Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Hoch & Kozlowski, (2014). Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), 390.