Criticlal Incident Technique (Cit)
Critical Incident Technique
Job analysis is a mechanism for identifying nature of all the jobs in an organization. It helps in determining all the tasks, duties, and responsibilities related to a job. It also highlights knowledge, skills and abilities (SKA's) required for each and every job. A good job analysis will certainly yield good results in the form of making efficient use of human as well as other resources.
There are a number of methods for conducting a job analysis. Each one has its own pros and cons attached to it. Among these, there is a method, which is called Critical Incident Technique (CIT). The technique is directed at identifying different behaviors at different situations. This method assist in finding out the behaviors that are desired at the workplace, it also identifies the behaviors that can have negative consequences on the employees and organizational productivity, and needs to be avoided. Flanagan, J. C., who fist developed the method during 2nd World War, defines CIT as, "The critical incident technique of job analysis is used to identify work behaviors that classify in good and poor performance". There are some other definitions as well, given by different scholars. The main theme of all the definitions is to show the impact of certain behaviors on the incumbent's performance.
This technique may be used in the Organizational Development. Because Organizational Development is a long term process, which organizations pursue in coping with the all the environmental changes. With the changes taking place in the surroundings, the behaviors of the employees are also shifted, as they are also part of the same environment. And its necessary for the organizations to asses the shifts in the employees behaviors and foresee, how good or bad will affect the organization. To survive in this ever changing and highly competitive environment, organizations are left with no other option but to adapt themselves to these changes.
Job analysis is a mechanism for identifying nature of all the jobs in an organization. It helps in determining all the tasks, duties, and responsibilities related to a job. It also highlights knowledge, skills and abilities (SKA's) required for each and every job. A good job analysis will certainly yield good results in the form of making efficient use of human as well as other resources.
There are a number of methods for conducting a job analysis. Each one has its own pros and cons attached to it. Among these, there is a method, which is called Critical Incident Technique (CIT). The technique is directed at identifying different behaviors at different situations. This method assist in finding out the behaviors that are desired at the workplace, it also identifies the behaviors that can have negative consequences on the employees and organizational productivity, and needs to be avoided. Flanagan, J. C., who fist developed the method during 2nd World War, defines CIT as, "The critical incident technique of job analysis is used to identify work behaviors that classify in good and poor performance". There are some other definitions as well, given by different scholars. The main theme of all the definitions is to show the impact of certain behaviors on the incumbent's performance.
This technique may be used in the Organizational Development. Because Organizational Development is a long term process, which organizations pursue in coping with the all the environmental changes. With the changes taking place in the surroundings, the behaviors of the employees are also shifted, as they are also part of the same environment. And its necessary for the organizations to asses the shifts in the employees behaviors and foresee, how good or bad will affect the organization. To survive in this ever changing and highly competitive environment, organizations are left with no other option but to adapt themselves to these changes.