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A. Position analysis questionnaireB. Functional job analysisC. Diary method
D. Critical incident technique
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
Answer option (D) >>>>>>>>>> Critical incident technique
Option D , as analysing technical incidents require a senior level of expertise
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.
B
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.
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.
The competency-based job analysis method is more suitable for middle and top-level management jobs. It focuses on identifying the skills, knowledge, and behaviors required for leadership and strategic roles, which are more complex than lower-level positions.
Target vs achivements rate
