Which method of job analysis is more suitable for the middle and top level management jobs and not for the lower level jobs?

Actually, I am not really convinced that one of them suites middle and upper level management jobs. But if I have to choose, I will choose the Critical Incident Technique (D)

Position Analysis Questionnaire (PAQ model): is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of195 job elements that describe generic human work behaviors.

Functional job analysis (FJA model): It includes7 scales (numbers) that measure:3 worker-function scales: measure % of time spent with: data, people, things;1 worker-instruction scale;3 scales that measure reasoning, mathematics, language.

Diary method: This method is a useful tool of job analysis to ask worker maintaining and keeping daily records or list of activities they are doing on every day.

Critical incident technique (CIT model) is used to identify work behaviors that classify in good and poor performance.

I would say

B. Functional job analysis

Option D , as analysing technical incidents require a senior level of expertise 

Answer option (D)   >>>>>>>>>>     Critical incident technique

B

The critical incident technique (CIT) is a systematic procedure for obtaining rich, qualitative information about significant incidents from observers with firsthand experience, which in turn helps researchers understand the critical requirements for individuals, processes, or systems.

The Critical Incident Technique (D) is more suitable for middle and top level management jobs. This method focuses on identifying and analyzing specific events or "critical incidents" where managers have demonstrated either effective or ineffective behaviors. It provides valuable insights into the key competencies required for higher-level positions, making it less applicable to lower-level jobs.

Target vs achivements rate

For middle and top level management positions, the Competency based job analysis method is particularly suitable. This approach focuses on identifying the specific competencies, skills, and behaviors required for effective performance in leadership roles.

I would go with Position analysis questionnaire because sometime we miss info due to time constraint and lack of physical interaction.

option D IS FROM MY SIDE