18. Traditional FactorDivision of labor and clear-cut labor-management distinction
Static jobs
Minimal interaction with coworkers
Accountability to supervisors
One-way relation to technology
Long-term employment
Cultural homogeneity
Tolerance for budgetary slackPreoccupation with job boundary definition and job worth
Fixed and long-lasting job requirements
Analysis of within-job activities
Importance of incumbent-supervisor interaction
Prescribed job responsibilities
Static work activities and conditions of employment
Emphasis on technical tasks
Time-consuming analytical proceduresEmerging FactorCross-functional responsibilities and blurring of labor-management distinction
Dynamic work assignments
Maximal interaction with coworkers
Accountability to internal and external customers
Two-way relation to technology
Short-term employment
Cultural diversity
Cost containment ConsequenceConsequenceDiffuse job boundaries and responsibilities
Work requirements in continuous flux
Analysis of interactive activities
Importance of incumbent-customer interaction
Self-determined responsibilities
Continuously evolving sets of work activities and conditions of employment
Emphasis on emotional and interpersonal tasks
Streamlined analytical procedures Contrasting Factors in Job Analysis