O*Net Worker Characteristics

Application: O*NET Worker CharacteristicsThe O*NET content model provides information about work using six major domains. One of the six domains is worker characteristics, which are qualities that will influence how well an individual can perform job tasks and the capacity to gain the knowledge and skills to perform those job tasks effectively. This major domain provides a framework to analyze the important abilities, occupational interests, work values, and work styles (O*NET). Sometimes abilities are the most important factor to address in making an employment decision, but consider the consequences of employees working in an occupational environment that they cannot tolerate. Do you think they will produce their best work? In this Application Assignment, you focus on work styles taxonomy and scales, which are defined as personal qualities that may influence job performance. Compare the qualities of a good and bad teacher that you may have had while in school by using the work styles scales to supplement your previous analysis of the middle school teacher job. For this Application Assignment, review the media, “Employee Observation,” and your ratings of the schoolteachers in Weeks 2 and 3. Use the O*NET content model at http://www.onetcenter.org/content.htmlto rate the job in the media, and focus on the worker characteristics domain. Use the given data set from the generalized work activities in Week 3, your ability ratings from Week 3, along with your work styles ratings from this week.Reference:O*NET. (n.d). The O*NET® content model. O*NET Resource Center. Retrieved from http://www.onetcenter.org/content.html The Assignment (3–5 pages)Presume you have been hired to use the data to develop an employee selection process to hire individuals for the middle school teacher position.Rate the middle school teacher job from Week 3 using the O*NET work styles scales in the worker characteristics domain.Summarize the findings of these three ratings (generalized work ratings, ability ratings, along with your work styles ratings).Describe the methodology used for evaluating the middle school teacher job.Based on the data, explain the important parts of the job that should serve as a foundation for selection.Summarize the findings and the relationship to your data, including your work from Weeks 2 and 3.Support your Application Assignment with specific references to all resources used in its preparation. You are to provide a reference list for all resources, including those in the Learning Resources for this course.Submit your Assignment by Day 7.
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Week 2
Esperante 1
Job description
High school teacher computer teacher needed (5 years’ experience)
Job summary
Our high school is in need of a computer teacher who will be responsible for teaching students
computer usage, programming and helping them improve their typing skills. The teacher will
create and evaluate assignments to track the student’s progress and also ensure that students
adhere to school rules.
Responsibilities include:
•
Explain complicated computer related ideas and concepts in understandable language
•
Create a curriculum addressing all the relevant areas of study
•
Be able to manage students in groups while at the same time ensuring that individual
students understand the concepts being taught
•
Be able to evaluate students’ progress and help students having problems
•
Be very hands on and actively engage with students to relay course material and show
them how to operate various computer functions. Not just focus solely on the theory
•
Overseeing a home room when required
Qualifications
•
Bachelor’s degree in IT, computer science or related field
•
A valid state license to teach
•
Good communication skills to be able to engage properly with students
•
Good understanding of how computers work
Week 2
Esperante 2
•
5 years’ experience
•
Proper understanding of common core standards
PSYC 8754/PSYC 6754: Personnel Psychology in the Workplace
Data Collection Form for Generalized Work Activities (O*NET)
Eddie Esperante
For this Assignment, rate the employee’s job using the generalized work activities scales from the O*NET. Enter your
responses in Column C (How important is the item to the employee’s job?) and Column D (What level of activity is
needed for the employee’s job?). Please respond to all items for this class project.
Please do not modify this form
Item #
1
2
3
4
5
Item Title
GETTING INFORMATION
IDENTIFYING OBJECTS, ACTIONS, AND EVENTS
MONITORING PROCESSES, MATERIALS, OR SURROUNDINGS
INSPECTING EQUIPMENT, STRUCTURES, OR MATERIALS
ESTIMATING THE QUANTIFIABLE CHARACTERISTICS OF PRODUCTS, EVENTS,
OR INFORMATION
6 JUDGING THE QUALITIES OF OBJECTS, SERVICES, OR PEOPLE
Importance
Level
2
4
5
5
6
5
7
7
2
4
2
3
7
8
9
10
EVALUATING INFORMATION TO DETERMINE COMPLIANCE WITH STANDARDS
PROCESSING INFORMATION
ANALYZING DATA OR INFORMATION
MAKING DECISIONS AND SOLVING PROBLEMS
5
4
4
5
7
6
7
7
11
12
13
14
15
THINKING CREATIVELY
UPDATING AND USING RELEVANT KNOWLEDGE
DEVELOPING OBJECTIVES AND STRATEGIES
SCHEDULING WORK AND ACTIVITIES
ORGANIZING, PLANNING, AND PRIORITIZING WORK
2
5
5
5
5
4
7
7
7
7
16
17
18
19
20
PERFORMING GENERAL PHYSICAL ACTIVITIES
HANDLING AND MOVING OBJECTS
CONTROLLING MACHINES AND PROCESSES
WORKING WITH COMPUTERS
OPERATING VEHICLES, MECHANIZED DEVICES, OR EQUIPMENT
1
3
5
5
5
2
2
7
7
7
21
22
23
24
25
DRAFTING, LAYING OUT, AND SPECIFYING TECHNICAL DEVICES, PARTS, AND
EQUIPMENT
REPAIRING AND MAINTAINING MECHANICAL EQUIPMENT
REPAIRING AND MAINTAINING ELECTRONIC EQUIPMENT
DOCUMENTING/RECORDING INFORMATION
INTERPRETING THE MEANING OF INFORMATION FOR OTHERS
5
3
3
1
5
7
6
4
4
7
26
27
28
29
30
COMMUNICATING WITH SUPERVISORS, PEERS, OR SUBORDINATES
COMMUNICATING WITH PEOPLE OUTSIDE THE ORGANIZATION
ESTABLISHING AND MAINTAINING INTERPERSONAL RELATIONSHIPS
ASSISTING AND CARING FOR OTHERS
SELLING OR INFLUENCING OTHERS
4
2
5
5
4
6
1
7
7
6
5
5
7
7
31 RESOLVING CONFLICTS AND NEGOTIATING WITH OTHERS
32 PERFORMING FOR OR WORKING DIRECTLY WITH THE PUBLIC
© 2012 Laureate Education, Inc.
33 COORDINATING THE WORK AND ACTIVITIES OF OTHERS
34 DEVELOPING AND BUILDING TEAMS
35 TRAINING AND TEACHING OTHERS
4
5
5
6
7
7
36
37
38
39
40
41
3
4
5
1
1
5
2
5
7
1
1
7
GUIDING, DIRECTING, AND MOTIVATING SUBORDINATES
COACHING AND DEVELOPING OTHERS
PROVIDING CONSULTATION AND ADVICE TO OTHERS
PERFORMING ADMINISTRATIVE ACTIVITIES
STAFFING ORGANIZATIONAL UNITS
MONITORING AND CONTROLLING RESOURCES
© 2012 Laureate Education, Inc.
Week 3
Esperante 1
Week 3 – Job Analysis
Edward Esperante
Walden University
Week 3
Esperante 2
Work Activities and Abilities
There were a total of forty one questions on the employee interview survey. From these
survey questions, the following results were obtained:
Question Number
Mean Rating
1
4
2
4
3
4
4
3
5
2
6
4.5
7
4
8
3.5
9
3.25
10
3.62
11
4.125
12
4.125
13
4.125
14
3.25
15
3.5
16
1.8
17
2.125
18
2.125
19
4
Week 3
Esperante 3
20
2.37
21
1.125
22
2.5
23
1.875
24
4.25
25
4
26
4.125
27
4.5
28
4.3
29
3.3
30
3
31
3.75
32
4
33
4.125
34
3.3
35
4.125
36
1.75
37
4.125
38
0.875
39
2.875
40
1.25
41
3.37
Week 3
Esperante 4
The calculated Inter-rater Reliability Rate is 71%. This percent agreement is calculated
by taking the agreement percentage of each answering pair and then taking the total average of
all of the fractions of agreement pairs.
The generalized work activities scales reflect expertise and serve to exemplify levels of
dominance in different and scattered domains, that relate to success as an employee and in the
workforce. The results on the abilities scales signify various aspects of job readiness and
preparation in the survey respondents. Each question in the survey, targets a different descriptor
that represents a certain activity. O*Net uses the activity of “speaking” as an example to
demonstrate the activity scales.
The answers in the survey and the calculated results of the mean and the inter-rater
reliability rate, allow us visualize the data in their full meaning. From the data we can see that
most questions have a similar mean. This means that the average survey respondent answers
most of the questions and is ranked at a level of 3.5, for most areas. In our outliers, we can see
that the average survey respondent preforms weakly in certain areas, and these are areas with a
mean of 2 and 1. These notions are explained in depth in the percent agreement or the inter-rater
reliability rate. The inter-rater reliability rate is 71%, which signifies that most answers are
similar to each other barring outliers. These outliers give us interesting information on what is
lacking in our survey respondents and by extension the current market for employees.
In summary, the work activities and the abilities analyses that were analyzed provided
interesting information in the future of our current labor market. Given that the survey
respondents are an accurate sample of the population, our labor market can stand to improve in
areas of empathy in the workplace as well as providing mentorship and guidance. These areas
lack full development in our survey respondents.
Week 3
Esperante 5
References
O*NET. (n.d). O*NET® data collection overview. O*NET Resource Center. Retrieved January
27, 2012, from http://www.onetcenter.org/dataCollection.html
“O*NET OnLine Help: Scales, Ratings, and Standardized Scores.” O*NET OnLine,
“O*NET 22.1 Database.” O*NET Resource Center, www.onetcenter.org/database.html.
“Career Exploration.” O*NET Resource Center, www.onetcenter.org/usingOnet.html.

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