Pediatrician: Job Analysis And Identification Of Individual Differences

Job analysis attempts to develop a theory of human behavior about the job in question. According to the text book work in the 21st century, this theory includes performance expectations as well as the experience and KSAOs necessary to meet those expectations. (Conte, J.M $ Landy, F.J, 2016 p 182). In this essay I am going to talk about the job analysis of a pediatrician. According to O’net online, the description of a pediatrician is a Physicians who diagnose, treat, and help prevent children's diseases and injuries. Pediatrician’s job task include; examining children regularly to assess their growth and development, to Treat children who have minor illnesses, acute chronic health problems, growth and development concerns, Collect, record, and maintain patient information, such as medical history, reports, or examination results, Prescribe or administer treatment, therapy, medication, vaccination, and other specialized medical care to treat or prevent illness, disease, or injury in infants and children, Examine patients or order, perform, and interpret diagnostic tests to obtain information on medical condition and determine diagnosis, Advise patients, parents or guardians, and community members concerning diet, activity, hygiene, and disease prevention., Explain procedures and discuss test results or prescribed treatments with patients and parents or guardians, Monitor patients' conditions and progress and reevaluate treatments as necessary and so on.(o*net online, 2018). Pediatricians need to be able to use medical equipment with ease and comfort, including anything from medical software - Advanced Data Systems MedicsDocAssistant for Pediatrics; EMR Experts Pediatric EMR; Patient electronic medical record EMR software; StatCoder.com STAT E&M Coder, Electronic mail software which is email software, Data base user interface and query software -Microsoft Access, to Information retrieval or search software -Drug reference software; Medical information databases. (O*net online, 2018).

A serious medical career like that of a pediatrician demands sizable data within the physical and mental understanding of the duty. Pediatricians ought to be aware of courses like biology which is about data of plant and animal organisms, their tissues, cells, functions, interdependencies, and interactions with one another and the atmosphere, psychology, arithmetic, and chemistry to perform their job duties. This occupation conjointly needs an exact level of information in coaching others (for educating workers members on procedural guidelines), direction (for if facilitate and steerage with sure mental issues), client service (for making certain that their patients continuously leave feeling comfortable and confident), and communication skills (for ensuring that patients perceive everything that's happening). Lastly, pediatricians World Health Organization manages their own practices that might also be a foundation in business, accounting, advertising, and different skills that may keep patients coming back and recommending their services to others. Like any health profession, the sensitivity and depth of information necessary for this occupation sometimes comes with a scholarly person or skilled degree, so this occupation requires, graduate school, a master’s degree or Ph.D. Their average salary of 2017 was $83.00 hourly, $172,650 annual according to o*net online.

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The description of individual differences or attributes needed for the job are ability, personality traits values and experience. Individual differences are also known as KSAO and it can be defined as Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks. (Conte, J.M $ Landy, F.J, 2016 p 180). But I will talk about ability, values, performance and personality traits. Several domains for ability is Cognitive ability. “Cognitive ability is abilities that influence the acquisition and application of knowledge in problem solving. Some examples are category flexibility which is the ability to generate or use different sets of rules for combining or grouping things in different ways, oral expression which is the ability to communicate information and ideas in speaking so others will understand, originality is the ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem, memorization is the ability to remember information such as words, numbers, pictures, and procedures, selective attention which is the ability to concentrate on a task over a period of time without being distracted”. (O*net online, 2018).

Individual differences contribute collectively to performance (Motowidlo & Schmitt, 1999). Traditionally ability has been an important factor in performance. Changing structure environments won't solely sustain however it will additionally increase the importance of ability as organizational necessities still use it. Additionally personality has been a very important focus of individual variations that may become additional important within the future as organizations focus more on the discourse of performance. Together personality and ability and applicable knowledge and skills become the critical individual differences that need to be measured in the rapidly evolving organizational environments (Motowidlo, Borman & Schmitt, 1997; Motowidlo & Schmitt, 1999). Another individual differences is work value, According to o*net online, the three work values are achievements, recognition, and relationships. Achievement in the sense that jobs that fulfil this value are outcomes position and it enables members of staff to utilize their most grounded capacity giving them a sentiment of achievement, loyalty and ability. Recognition is Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. Relationships is Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. (O*net online, 2018).

And lastly personality traits, in 2016 a group of medical doctors presented a research at the Pediatric Academic Societies Annual Meeting. The background of their meeting was to show that research has shown a link between physician personality and important outcomes including satisfaction and well-being. And their objective was to Compare personality traits of early career pediatricians to normative data, and examine the relationship between personality dimensions and career satisfaction and burnout. (Schott, et al., 2016). The methods the used were drawn from ten item personality inventory (TIPI) which pediatricians completed, the TIPI according to aap.org is a brief measure of the Big Five personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability. The results and conclusion of this research were compared to TIPI norms, pediatricians scored higher on Conscientiousness, Agreeableness and Emotional Stability, and lower on Openness and Extraversion for all. According to American Academy of Pediatrics, early career pediatricians have unique personality traits, including high Conscientiousness, Agreeableness and Emotional Stability. The personality dimension of Emotional Stability was positively related to pediatrician career satisfaction and negatively related to burnout. (Schott, et al., 2016).

References

1. Motowidlo, S., & Schmitt, M. (1999). Performance assessment in unique jobs. In D. Ilgen & E. Pulakos (Eds.), The changing nature of performance (pp. 56-86). San Francisco, CA: Jossey-Bass (1999).
2. Motowidlo, S. J., Borman, W. C. & Schmitt, M. J. (1997). A theory of individual differences in Task and contextual performance. Human Performance, 10 (2), pp. 71-83.
3. Conte, J. M., & Landy, F. J. (2018). Work in the 21st century: An introduction to industrial and organizational psychology. Hoboken: Wiley. 29-1065.00 - Pediatricians, General. (2018). Retrievedfrom https://www.onetonline.org/link/summary/29-1065.00#Tasks
4. Schott, E., Frintner, M., Katakam, S. and Leslie, L. (2016). Relationship of the Personality Traits of Early Career Pediatricians and Career Satisfaction and Burnout. [Online] Aap.org. Available at: https://www.aap.org/en-us/professional-resources/Research/research-findings/Pages/Relationship-of-the-Personality-Traits-of-Early-Career-Pediatricians-and-Career-Satisfaction.aspx.