Ashford University | ENG225 WEEK 02 The week 2 written assignment is the starting point for film analysis. In applying genre theory to the film of your choice, you'll identify that film's primary genre and further narrow its categorization into one or more sub-genres. Categorization helps us to understand the recurrent techniques and tropes that situate films within a group of like films. Make sure to read through the guidelines carefully, noting all the different required elements, and take a look ahead at the rubric so you know exactly how your work will be assessed. Here are a few key points to keep in mind as you work on your paper. It is important to explain genre theory in your introduction using your own words. You will identify a feature-length film and the genre or genres to which it belongs. For instance, The Exorcist is a supernatural horror film because it is based around demonic possession. This is different than Halloween, which is a slasher horror film. You will also provide a brief summary of the film. Be sure, however, that the summary of the film's plot is not the bulk of your paper. Interpret at least two genre conventions exhibited in your chosen feature-length film that help classify it in the selected genre. The Exorcist is filmed using predominantly low light, and the editing relies on quickly-paced direct cuts between shots to create suspense. Remember to identify what techniques are being used and what their intended effect is. Use clear, compelling description to aid your analysis. Analyze a third convention from your chosen feature-length film and explain how this convention expands the boundaries of the specified genre. Here are a few more tips to remember. See the sample paper we've uploaded in the assignment prompt. This is a model of good student work-- what your professors are looking for and the type of comments we will make. Also keep in mind that the titles of films should be italicized. Click into the Ashford Library English 225 study guide. It's a portal dedicated to the kinds of articles, essays, and books that will be the most helpful resources as you work on your written assignment. Try to budget your time so that you can take advantage of the various resources offered by the Ashford Writing Center to ensure that your paper is written and polished. The week 2 written assignment is a chance to develop your analytical skills and your understanding of the concepts introduced during our first two weeks. Give yourself an opportunity to succeed by preparing yourself thoroughly and working diligently to complete the paper. © Pearson Education 2012 * Human Resource Management, Arab World Edition Gary Dessler, Akram Al Ariss Chapter 4: Job Analysis Lecturer: © Pearson Education 2012 * Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and .

1. Ashford University | ENG225 WEEK 02
The week 2 written assignment is the starting point for film
analysis. In applying genre theory to the film of your
choice, you'll identify that film's primary genre and further
narrow its categorization into one or more sub-genres.
Categorization helps us to understand the recurrent techniques
and tropes that situate films within a group of like
films. Make sure to read through the guidelines carefully,
noting all the different required elements, and take a
look ahead at the rubric so you know exactly how your work
will be assessed.
Here are a few key points to keep in mind as you work on your
paper. It is important to explain genre theory in
your introduction using your own words. You will identify a
feature-length film and the genre or genres to which it
belongs. For instance, The Exorcist is a supernatural horror film
because it is based around demonic possession.
This is different than Halloween, which is a slasher horror film.
You will also provide a brief summary of the film. Be sure,
however, that the summary of the film's plot is not the
bulk of your paper. Interpret at least two genre conventions

2. exhibited in your chosen feature-length film that help
classify it in the selected genre. The Exorcist is filmed using
predominantly low light, and the editing relies on
quickly-paced direct cuts between shots to create suspense.
Remember to identify what techniques are being
used and what their intended effect is. Use clear, compelling
description to aid your analysis.
Analyze a third convention from your chosen feature-length
film and explain how this convention expands the
boundaries of the specified genre. Here are a few more tips to
remember. See the sample paper we've uploaded
in the assignment prompt. This is a model of good student work-
- what your professors are looking for and the
type of comments we will make. Also keep in mind that the
titles of films should be italicized.
Click into the Ashford Library English 225 study guide. It's a
portal dedicated to the kinds of articles, essays, and
books that will be the most helpful resources as you work on
your written assignment. Try to budget your time so
that you can take advantage of the various resources offered by
the Ashford Writing Center to ensure that your
paper is written and polished.
The week 2 written assignment is a chance to develop your
analytical skills and your understanding of the

3. concepts introduced during our first two weeks. Give yourself
an opportunity to succeed by preparing yourself
thoroughly and working diligently to complete the paper.
© Pearson Education 2012
*
Human Resource Management,
Arab World Edition
Gary Dessler, Akram Al Ariss
Chapter 4: Job Analysis
Lecturer:
© Pearson Education 2012
*
Discuss the nature of job analysis, including what it is and how
it’s used.
Use at least three methods of collecting job analysis

4. information, including interviews, questionnaires, and
observation.
Write job descriptions, including summaries and job functions,
using the internet and traditional methods.
Write job specifications using the internet as well as your
judgment.
Explain job analysis in a ‘jobless’ world, including what it
means and how it’s done in practice.
After studying this chapter, you should be able to:
© Pearson Education 2012
*
Types of Information Collected
Work
activities
Human behaviors
Human requirements
Job
context
Machines, tools, equipment, and work aids
Performance standards
Information Collected via Job Analysis

5. © Pearson Education 2012
*
FIGURE 4-1 Uses of Job Analysis Information
© Pearson Education 2012
*
FIGURE 4-2 Process Chart for Analyzing a Job’s Workflow
Source: Richard I. Henderson, Compensation Management:
Rewarding Performance, Upper Saddle River, NJ: Prentice Hall
1993.
© Pearson Education 2012
*
Steps in Job Analysis
Steps in doing a job analysis:
Review relevant background information.
Decide how to use the information.
Select representative positions.
Analyze the job.
Verify the job analysis information.
Develop a job description and job specification.

6. 1
2
3
4
5
6
© Pearson Education 2012
*
Methods of Collecting Job Analysis Information: The
InterviewInformation SourcesIndividual employeesGroups of
employeesSupervisors with knowledge of the job
Interview FormatsStructured (checklist)Unstructured (open-
ended)AdvantagesQuick, direct way to find overlooked
information
DisadvantagesDistorted information
© Pearson Education 2012

7. *
FIGURE 4-3
Job Analysis Questionnaire for Developing Job Descriptions
Note: Use a questionnaire like this to interview job incumbents,
or have them fill it out.
Source: Reprinted from www.hr.blr.com. Business and Legal
Reports, Inc., Old Saybrook, CT © 2004.
© Pearson Education 2012
*
FIGURE 4-3
Job Analysis Questionnaire for Developing Job Descriptions
(cont)
Note: Use a questionnaire like this to interview job incumbents,
or have them fill it out.
Source: Reprinted from www.hr.blr.com. Business and Legal
Reports, Inc., Old Saybrook, CT © 2004.
© Pearson Education 2012
*
Job Analysis: Interviewing Guidelines
The job analyst and supervisor should work together to identify
the workers who know the job best.
Quickly establish rapport with the interviewee.
Follow a structured guide or checklist: one that lists open-ended
questions and provides space for answers.

8. Ask the worker to list his or her duties in order of importance
and frequency of occurrence.
Review and verify the data after completing the interview.
© Pearson Education 2012
*
Methods of Collecting Job Analysis Information:
QuestionnairesInformation SourceHave employees fill out
questionnaires to describe their job-related duties and
responsibilities
Questionnaire FormatsStructured checklistsOpen-ended
questions AdvantagesQuick and efficient way to gather
information from large numbers of employees
DisadvantagesExpensive and time-consuming to prepare and
test the questionnaire
Start 1/3
© Pearson Education 2012
*
Methods of Collecting Job Analysis Information:
ObservationInformation SourceObserving and noting the
physical activities of employees as they go about their
jobsAdvantagesProvides first-hand informationReduces
distortion of informationDisadvantagesTime-consumingDifficult
to capture entire job cycleOf little use if job involves a high
level of mental activity

9. © Pearson Education 2012
*
Methods of Collecting Job Analysis Information: Participant
Diary/LogInformation SourceWorkers keep a chronological
diary/ log of what they do and the time spent on each
activityAdvantagesProduces a more complete picture of the
jobEmployee participation
DisadvantagesDistortion of informationDepends on employees
accurately recalling earlier activities (without dictating
machines/pagers)
© Pearson Education 2012
*
FIGURE 4-4
Example of Position/Job Description Intended for Use Online
Source:
www.ncf.edu/humanresources/documents/A&P%20Final.doc.
Accessed May 10, 2007.
© Pearson Education 2012

10. *
FIGURE 4-4
Example of Position/Job Description Intended for Use Online
(cont)
Source:
www.ncf.edu/humanresources/documents/A&P%20Final.doc.
Accessed May 10, 2007.
© Pearson Education 2012
*
FIGURE 4-4
Example of Position/Job Description Intended for Use Online
(cont)
Source:
www.ncf.edu/humanresources/documents/A&P%20Final.doc.
Accessed May 10, 2007.
© Pearson Education 2012
Quantitative methods of job analysis
Qualitative methods are not always suitable.
It is possible to assign quantitative values to each job.
The Position Analysis Questionnaire is a popular
method.Internet-based job analysis
This overcomes the shortfalls of conventional methods.
It enables instant, simultaneous international distribution.
Lack of face-to-face interaction can cloud the results. Multiple
sources of data collection

11. Multiple methods of data collection overcome unreliability.
Abu Dhabi National Oil Company uses multiple methods.
Diverse sources include groups, individuals, and observers.
*
Other Methods of Job Analysis
© Pearson Education 2012
*
FIGURE 4-5
Portion of a Completed Page from the Position Analysis
Questionnaire
Note: The 194 PAQ elements are grouped into six dimensions.
This exhibits 11 of the ‘information input’ questions or
elements. Other PAQ pages contain questions regarding mental
processes, work output, relationships with others, job context,
and other job characteristics.
© Pearson Education 2012
*
Writing Job Descriptions
Job

12. Identification
Job
Summary
Responsibilities and Duties
Authority of Incumbent
Standards of Performance
Working Conditions
Job
Specifications
Sections of a Typical Job Description
© Pearson Education 2012
*
FIGURE 4-6 Sample Job Description, Telesales Representative,
Pearson Education
Source: Courtesy of HR Department, Pearson Education.
© Pearson Education 2012
*
FIGURE 4-6 Sample Job Description, Telesales Representative,
Pearson Education (cont)

13. Source: Courtesy of HR Department, Pearson Education.
© Pearson Education 2012
*
*
The Job DescriptionJob IdentificationJob titlePreparation
datePreparerJob SummaryGeneral nature of the jobMajor
functions/activitiesRelationships Reports to:Supervises:Works
with: Outside the company:Responsibilities and DutiesMajor
responsibilities and duties (essential functions)Decision-making
authorityDirect supervisionBudgetary limitationsStandards of
Performance and Working ConditionsWhat it takes to do the job
successfully
© Pearson Education 2012
*
Writing Job Specifications
Specifications for Trained Versus Untrained Personnel
Specifications Based on Statistical Analysis
“What human traits and experience are required to do this job
well?”
Specifications Based on
Judgment

14. © Pearson Education 2012
*
TABLE 4-1 ‘Generic’ Work Behaviors with ExamplesJob-
Related BehaviorSome ExamplesIndustriousness (hard-working
attitude)Keeps working even when other employees are standing
around talking; takes the initiative to find another task when
finished with regular work.ThoroughnessCleans equipment
thoroughly, creating a more attractive display; notices
merchandise out of place and returns it to the proper
area.Schedule flexibilityAccepts schedule changes when
necessary; offers to stay late when the store is extremely
busy.AttendanceArrives at work on time; maintains good
attendance.Off-task behavior (reverse)Uses store phones to
make personal unauthorized calls; conducts personal business
during work time; lets joking friends be a distraction and
interruption to work.Unruliness (reverse)Threatens to bully
another employee; refuses to take routine orders from
supervisors; does not cooperate with other employees.Theft
(reverse)Cheats on reporting time worked; allows non-
employees in unauthorized areas.
© Pearson Education 2012

15. *
*
Writing Job SpecificationsSpecifications for Trained Vs.
Untrained Personnel
They are easier for trained personnel using track
record.Untrained personnel need to have potential for
training.The goal is to predict as to who will do well in the job.
Specifications Based on Judgment
They rely on educated guesses regarding traits and skills.They
can be accessed from internet-based competency lists.Generally,
a common sense approach is to be adopted.
© Pearson Education 2012
*Specifications Based On Statistical Analysis
Analyze the job and decide how to measure job performance.
Select personal traits that you believe should predict successful
performance.
Test candidates for these traits.
Measure the candidates’ subsequent job performance.
Statistically analyze the relationship between the human traits
and job performance.
Writing Job Specifications (cont)
© Pearson Education 2012

16. *
FIGURE 4-7 Preliminary Job Description Questionnaire
Source: www.hr.blr.com, Business and Legal Reports, Inc., Old
Saybrook, CT © 2004.
© Pearson Education 2012
*
TABLE 4–2
KAMCO Employee
Competencies
Note: *Achievement orientation refers to a concern for working
well or surpassing a standard of excellence. The standard may
be one’s own past performance (striving for improvement);
objective measures (results orientation); outperforming others
(competitiveness); challenging goals one has set; or even what
has never been done (innovation).KAMCO Employee
CompetenciesAchievement orientation*Analytical
thinkingChange managementConceptual thinkingCustomer
service orientationDeveloping othersEmpowering
othersFlexibilityImpact and influenceInformation
seekingInitiativeInnovative thinkingOrganizational
awarenessOrganizational commitmentRelationship
buildingTeam leadershipTeamwork and cooperation

17. Source: KAMCO’s Competency Modeling and Dictionary.
© Pearson Education 2012
*
Job Analysis in a ‘Jobless’ World
Job
Enlargement
Job
Enrichment
Job Design:
Specialization and Efficiency?
Job
Rotation

18. © Pearson Education 2012
*
Job Analysis in a ‘Jobless’ World (cont)
Flattening the Organization
Reengineering Business Processes
Dejobbing the Organization
Using Self-Managed Work Teams
© Pearson Education 2012
*
Competency-Based Job AnalysisCompetencies
Demonstrable characteristics of a person that enable the
performance of a job
Reasons for Competency-Based Job Analysis
To support a high-performance work system
To create strategically-focused job descriptions
To support the performance management process in fostering,
measuring, and rewarding:General competenciesLeadership
competenciesTechnical competencies

19. © Pearson Education 2012
*
Competency-Based Job Analysis (cont)How to Write Job
Competencies-based Job Descriptions:
Interview job incumbents and their supervisors.
Ask open-ended questions about job responsibilities and
activities.
Identify critical incidents that pinpoint success on the job.
© Pearson Education 2012
*
FIGURE 4-8 The Skills Matrix for One Job at BP
Note: The light blue boxes indicate the minimum level of skill
required for the job.
© Pearson Education 2012
*
FIGURE 4-9
HR Scorecard for KAMCO: Recruitment and Placement

20. Source: Prepared by Dr. Dmytro Roman Kulchitsky, Ph.D., the
American University of Kuwait.
© Pearson Education 2012
*
competencies
competency-based job analysis
dejobbing
diary/log
job analysis
job description
job enlargement
job enrichment
job rotation
job specifications
organization chart
performance management
position analysis questionnaire (PAQ)
process chart
reengineering
Key Terms
BUSI 3323/HRMT 3321
HOMEWORK 2 - SPRING 2017
CHAPTER 4 - Job Analysis
Instructor: M. Bassam Abdul-Rahim

21. In chapter 4, we discussed Job Analysis, as part of the HR
function. This functionality follows us in later
chapters.
For this chapter homework:
PART I: INTERVIEW
a. Identify an individual to interview. It can be a family
member or relative, or outside the circle of
friends and family;
b. The interview should be thorough. Ask about their job title,
department, seniority… etc. list
whether this individual supervises others, and where they stand
in the company hierarchy.
c. Ask questions that would help you identify the list of
activities they do during their work hours.
PART II: JOB DESCRIPTION
a. From part 1, write a job description for the interviewee;
b. You may use your own job interview template OR use the one
in the book/PowerPoint slides.
PART III: (BONUS)
Research the company in which the interviewee works, its

22. mission, vision, and perhaps its strategic
goals. In your own words, link the interviewee’s job and
functions with the mission/strategy of the
company.
Instructions:
1- This assignment is INDIVIDUAL work. Any similarities in
work would result in an F for the work;
2- Homework is typed, 1.5 spacing, Times New Roman. Cover
page must include name, ID#,
homework 1 assignment, section and date;
3- You may look for newspaper or online articles to support
your claim. Remember, your analysis
must be your work;
4- Make sure you include your ORIGINAL interview notes in
your report;
5- Make sure to write the interviewee contact information;
6- This homework is due 13th OF APRIL 2017, the Thursday we
come back from break.
•Explain genre theory and thoroughly describe the conventions
and attributes of your selected genre.
•Identify a feature-length film that fits this genre and provide a
basic summary of the movie. As you develop this summary,
remember the differences between a film’s story and a film’s

23. plot and how these differences can lead to the inclusion of genre
elements.
•Interpret at least two genre conventions exhibited in your
chosen feature-length film that help classify it in the selected
genre. Be sure to provide a specific example of each convention
(e.g., a particular scene or plot component).
•Provide an example of a third convention from your chosen
feature-length film and explain how this convention expands the
boundaries of the specified genre.
Your paper should be organized around a thesis statement that
focuses on how your chosen feature-length film both aligns with
and expands upon your chosen genre. Review the Week Two
sample paper, which provides an example of a well-developed
analysis as well as insight on composition.
The paper must be 800 to 1200 words in length (excluding title
and reference pages), and formatted according to APA style as
outlined in the Ashford Writing Center.
You must use at least two scholarly sources other than the
textbook to support your claims.
The movie I chose is Friday the 31th.