Job Analysis Paper - Case Study Example

Job Analysis Paper The Chosen Job The job that has been chosen for preparing this assignment is marriage/family therapist. Notably, it is a mental healthcare profession where an individual at least requires a master degree in a specific subject area. It has also been noted that this job will require an individual a minimum of 2 years’ experience in the domain of clinical supervision. They are also seen as licensed mental health practitioners in the domain of marriage. It will be crucial to mention that a person who is associated with this particular job will fall under one of the core mental health profession comprising psychiatrists, psychologists, psychiatric nurses and social workers among others. Observably, this professional who are usually trained with psychotherapy along with family systems bestow their focus on getting a compressive understanding to determine the mental status as well as the pattern of the client’s interaction within their existing environment. Though this particular profession is integrally associated with providing mental assistance to individuals but also provide aid and support to couples and groups. In most of the cases these professionals, seek to provide system to the clients for their mental or emotional challenges on the basis of the family system, as it is believed that the family-based approach are more effective as compared to other form of intervention (American Association for Marriage and Family Therapy, 2014). Reliability and Validity of the Chosen Job Reliability and validity of any job analysis can largely be determined from the supervisors, managers and the people associated with this sort of profession. Notably, since my college days I have been quite passionate about the profession of family therapist hence, I began to research about each and every aspect associated with the profession. In this process both secondary and primary data were taken into consideration to reach an ultimate conclusion about this particular job. Notably, from the secondary sources knowledge has been gained with regard to the mechanisms of the job along with the activities one needs to conduct to attain utmost growth in this particular profession. It will be crucial to mention that only reputed sources comprising of peer reviewed journals and health care websites has been taken into consideration for the job analysis process. Furthermore, effective conclusion has also been attained through gathering information from the primary sources such as interview conducted with the people associated with this particular professional. Hence, it can be affirmed that the information that has been gathered to complete the job analysis can be considered valid and reliable for which the overall result can be relied upon. Performance Appraisal Methods for the Profession of Family Therapist Performance appraisal is a particular process that is being used to review the performance of any individual, belonging from any particular profession. It is also regarded as the process of analyzing job performance of an individual. It is often seen as a part of a professional development process of an individual or employees. There are numerous methods that are implemented with regard to depict the performance of any individual comprising of rating scales, checklists and field review method among others. There are certain specific approaches that are being followed to illustrate the performance of individuals associated with the profession of family and marriage therapist. In this particular profession, the performance of every individual is evaluated on the basis of the rating scale, 360 degree feedback and critical incident method among others. The rating scale method includes analysis of the performance of the individual based on certain predetermined scale or elements. In most of the cases the elements of the rating scales might include good, satisfactory and unsatisfactory among others. The views of the fellow employees, the supervisors and patients will be taken into consideration while acquiring data in such performance appraisal method. The conclusion for the performance will further be gained through determining the maximum percentage for any particular element with regard to the viewpoints of the respondents (Aelterman, & Findley, 2002). The approach of 360 degree feedback might also be an appropriate tool to evaluate the performance of individuals associated with the profession of family and marriage therapist. In this particular method of performance evaluation, employees collect feedback from various anonymous people associated with his/her profession. Some of the people from whom the feedbacks are acquired include the peers, the subordinates, the seniors, superiors and the clients among others. A rating scale can also be used to gather the information relevant to the performance of an individual in their respective professions (Aelterman, & Findley, 2002; Fleenor & Prince, 1997). Another technique of performance appraisal method that can be used is the critical incident method. It is a particular format of performance evaluation that seeks to determine the incidents where professionals conducted activities that are negative or positive. This method is used to evaluate the performance of an individual for a particular duration of time. A manager is usually responsible for collecting data from numerous individuals who are associated with professionals one way or the other. Contextually, a set of documents will be maintained that will further provide all the information relevant to the performance of the individual (Flanagan, 1954). Benefits and Vulnerabilities of the Chosen Performance Appraisal Methods The three performance appraisal method i.e. rating scale, 360 degree feedback and critical incident method have its own benefits and loopholes. Notably, one of the major advantages of the rating scale method is that it is standardize as well as structured which further allow easy comparison amid the performance of two individuals. Furthermore, since the rating criteria are equal for all the professionals, the aspect of biasness might not exist with such system. However, there are certain weaknesses of this method, which should also not be ignored. Since, the rating scale is a particular method that is entirely based on the perception of the people, the aspect of accuracy and reliability might not be gained from ultimate result. Furthermore, errors can occur, which are also deliberate at times while analyzing the data acquired, further impacting the overall result obtained in a considerable manner (Aelterman, & Findley, 2002). Correspondingly, the 360 degree feedback also has its own advantages and disadvantages. It has been noted that in this particular evaluation process, the data are mainly acquired from each and every people associated with a particular professional. Hence, there is a scope for gaining widespread data further enhancing the aspect of reliability and validity. Furthermore, the gained data from this particular method can also be used by an employer to depict the relation amid the various present in the workplace. Additionally, the data acquired with the help of this particular method can also be used to determine the professional growth of an individual over a particular period of time. On the other hand, there are certain loopholes of this particular method, which will also be vital to discuss. Notably, there are high chances of gaining negative or dishonest feedback from the respondents, which will again harm the overall results obtained. Moreover, the challenge that is usually associated with the process of data interpretation is also a potential loophole (Fleenor & Prince, 1997). In critical incident method the respondents are not forced to provide their responses on the basis of a particular predetermined framework, the data gathered can depict a widespread point of view. Additionally, the method is also quite flexible in nature, which is again a potential benefit and works towards gaining appropriate along with desired data. However, since the method does not include any structured framework, there are chances that important incidents might get missed un-intentionally. Hence, this can be regarded as a potential disadvantage of the method (Flanagan, 1954). References Aelterman, S., & Findley, H. (2002). Reengineering the graphic rating scale. Sorrell College of Business, 1-25. American Association for Marriage and Family Therapy. (2014). Marriage and family therapists: the friendly mental health professionals. Retrieved from https://www.aamft.org/iMIS15/AAMFT/Content/Consumer_Updates/Marriage_and_Family_Therapists.aspx Fleenor, J. W., & Prince, J. M. (1997). Using 360-degree feedback in organization. Centre for Creative Leadership, 1-73. Flanagan, J. C. (1954). The critical incident technique. Psychological Bulletin, 51 (4): 1-33. Read More