Deck 3: Job Analysis

Question 1

A job-oriented job analysis provides information about the tasks that must be completed if the job is to be performed well.This type of job analysis is MOST helpful for

A)guiding career development.
B)guiding selection decisions.
C)designing performance appraisal systems.
D)demonstrating the job relevance of KSAOs.

Answer 1

designing performance appraisal systems.

Question 2

Before teaching a class,a professor must prepare a lecture.Preparation of a lecture is an example of a

A)knowledge.
B)task.
C)skill.
D)critical incident.

Answer 2

task.

Question 3

You have been hired to conduct a job analysis at a local fast food chain. After completing your analysis, you conclude that the job requires the job incumbent to cook hamburgers. What type of job analysis have you performed?

A) a job-oriented job analysis
B) a person-oriented job analysis
C) a task-oriented job analysis
D) a KSAO-oriented job analysis

Answer 3

a job-oriented job analysis

Question 4

Experienced teachers can often tell when students are confused.This sensitivity to student understanding is a(n)

A)knowledge.
B)skill.
C)ability.
D)Other personal characteristic.

Question 5

A computer network engineer must understand the workings of the computer system she/he runs.This would be classified as __________ in a person-oriented job analysis.

A)knowledge.
B)skill.
C)ability.
D)Other personal characteristic.

Question 6

A method for describing jobs and the human attributes necessary to perform them is referred to as

A)job evaluation.
B)job analysis.
C)task analysis.
D)critical incidents.

Question 7

Actions that must be done on a job are called

A)comparable functions.
B)critical actions.
C)essential functions.
D)critical incidents.

Question 8

As a new Industrial psychologist,your first assignment is to conduct a job analysis in which you describe the characteristic,attributes,and knowledge necessary for a person to perform the job.This type of analysis is known as

A)a job-oriented approach.
B)a KSAO-oriented approach
C)a person-oriented approach.
D)a position-oriented approach.

Question 9

After completing a job analysis, you conclude that the job involves a lot of physical lifting. What type of job analysis have you performed?

A) a task-oriented job analysis
B) a person-oriented job analysis
C) a job-oriented job analysis
D) a KSAO-oriented job analysis

Question 10

A person-oriented job analysis provides information about the KSAOs needed to perform well on the job.This type of job analysis is LEAST helpful for

A)guiding career development.
B)guiding selection decisions.
C)designing performance appraisal systems.
D)guiding training programs.

Question 11

After completing a job analysis,you conclude that incumbents are most likely to perform well if they are mechanically inclined.What type of job analysis have you performed?

A)a job-oriented job analysis
B)a person-oriented job analysis
C)a task-oriented job analysis
D)a KSAO-oriented job analysis

Question 12

___________are attributes or characteristics necessary to successfully perform a job.

A)Compensable factors
B)Critical incidents
C)KSAOs
D)Essential functions

Question 13

A customer service representative must address the needs/issues of clients who call in by gathering and transmitting information verbally.This is an example of a(n)

A)ability.
B)skill.
C)knowledge.
D)other personal characteristic.

Question 14

John always deals with his clients in an honest and ethical manner.This would be considered a(n)

A)ability.
B)skill.
C)knowledge.
D)other personal characteristic.

Question 15

A person-oriented job analysis focuses primarily on collecting information on

A)the positions,tasks,duties,activities,and elements of a job.
B)the characteristics of job tasks.
C)the personal characteristics necessary to successfully perform the job.
D)all of the above

Question 16

According to your textbook,the most specific level of a major job function is represented by

A)tasks.
B)duties.
C)elements.
D)positions.

Question 17

Job analysis information is used to

A)decide who to select for job.
B)suggest areas for training.
C)determine major components of job performance.
D)all of the above

Question 18

As part of your I/O course requirement,you have conducted a job analysis of your best friend who is a hamburger cook at a local fast food restaurant.Your analysis states that the job involves preparing the burgers for placement on the grill.This is an example of a(n)

A)knowledge.
B)task.
C)ability.
D)position.

Question 19

A job analysis can provide information on

A)worker characteristics required to successfully perform the job.
B)tasks done on the job.
C)both of the above
D)neither of the above

Question 20

The job of being a student is a very complex one.You have conducted a person-oriented job analysis of it.In your analysis,you describe that a student must understand the difference between reliability and validity.This is an example of an

A)duty.
B)task.
C)knowledge.
D)skill.

Question 21

Job analysis can provide

A)information for vocational counseling.
B)a method for evaluating the monetary worth of jobs.
C)information for designing jobs for efficiency and safety.
D)all of the above

Question 22

You have finished your degree in I/O psychology.Your first task at IPSYCH,Inc. ,is to present a "pitch" to a potential new client on the benefits that their organization will reap from having IPSYCH,Inc. ,conduct a thorough job analysis.What will you say?

A)"We will save you lots of money by identifying those employees you should fire."
B)"We will help you to hire the best people for the job,avoiding lawsuits for discriminatory employment practices."
C)"We can help you identify areas where training is needed by your employees."
D)B and C only

Question 23

Job analysis information on the job of a nuclear power engineer should NOT be gathered by

A)having the job analyst perform the job.
B)observing the engineers on the job.
C)interviewing SMEs.
D)giving out questionnaires to employees of the nuclear power plant.

Question 24

The ___________ was developed in Great Britain to address the need to match job requirements to worker characteristics.

A)Position Analysis Questionnaire
B)Functional Job Analysis
C)Job Components Inventory
D)task inventories

Question 25

Imagine that,as a new industrial psychologist,you must conduct a job analysis for the job of a vet's assistant.Which of the following would be helpful in completing the job analysis?

A)Interview the vet.
B)Observe the incumbents doing the job.
C)Work alongside the vet for one week.
D)All of the above

Question 26

Which job analysis method generates scores on dimensions that are applicable to all jobs,enabling a job analyst to make comparisons among all jobs?

A)Job Components Inventory
B)Functional Job Analysis
C)Team Job Analysis
D)task inventories

Question 27

Instances of behavior that represent different levels of job performance from outstanding to poor are known as

A)essential incidents
B)critical incidents
C)essential functions
D)critical functions

Question 28

Which method of job analysis was designed to permit simultaneous assessment of the job requirements and a person's KSAOs?

A)Job Components Inventory
B)Functional Job Analysis
C)Position Analysis Questionnaire
D)task inventories

Question 29

Which technique for collecting job analysis information provides the LEAST information about the context in which the tasks are done?

A)job analyst performs the job
B)job analyst observes employees doing the job
C)job analyst interviews job incumbents
D)both "a" and "b" ignore context

Question 30

You have been assigned to collect job analysis information for your first job analysis.Which method is the most efficient method for you to use?

A)observe a job incumbent perform the job
B)interview SMEs
C)administer questionnaires to SMEs
D)do the job yourself

Question 31

In the U.S. ,it is illegal to refuse to hire individuals with disabilities because they cannot perform

A)essential functions.
B)critical incidents.
C)nonessential functions.
D)critical functions.

Question 32

The JCI or Job Components Inventory was developed for which of the following reasons?

A)To match job requirements to worker characteristics.
B)To allow I/O psychologists to make comparisons among jobs.
C)To use in school curriculum development.
D)To use in vocational guidance.

Question 33

During job analysis,information is often obtained from subject matter experts (SMEs).SMEs include

A)job analysts and company executives.
B)job analysts and supervisors.
C)job analysts and job incumbents.
D)job incumbents and supervisors.

Question 34

Which job analysis method organizes its elements into six major categories covering a wide variety of tasks requirements,and produces a KSAOs profile for a job?

A)Functional Job Analysis
B)Job Components Inventory
C)Task Inventories
D)Position Analysis Questionnaire

Question 35

Vocational counselors can use job analysis to assist individuals in selecting a career to pursue by:

A)Teaching individuals the tools needed to conduct a job analysis.
B)Aligning individual KSAOs with the KSAOs of different careers.
C)Allowing individuals to discuss the type of career they would like to pursue.
D)Explaining the process and applications of job analysis.

Question 36

Subject Matter Experts (SMEs)are often used to obtain information for job analysis.The local car manufacturing plant has asked you to put together a team of SMEs from which to obtain information about the tasks necessary for assembly of a car engine.Which of the following should NOT be included on this team?

A)A machinist on the assembly line
B)The night shift supervisor of the engine station of the assembly line
C)The factory owner
D)The quality assurance person

Question 37

The first step in selecting personnel is

A)interviewing all applicants.
B)creating psychological profiles on the best applicants.
C)conducting a job analysis of the position.
D)identifying the salary level for the position.

Question 38

People who have detailed knowledge about the content and requirements of their own jobs or the jobs they supervise are called:

A)job analysts
B)subject matter experts
C)trained observers
D)work psychologists

Question 39

Job analysis information is useful in which of the following ways?

A)Helping to set criteria for hiring.
B)Helping to set criteria for performance appraisal systems.
C)Helping to design content of jobs.
D)All of the above

Question 40

Which is the LEAST time consuming method for collecting job analysis information?

A)having the job analyst perform the job
B)observing job incumbents
C)interviewing SMEs
D)giving out questionnaires to job incumbents

Question 41

Domains covered by O*NET include

A)occupation requirements.
B)worker characteristics.
C)occupation characteristics.
D)all of the above

Question 42

In the Research in Detail feature of the text,the author describes a study by Borman,Dorsey,and Ackerman (1992),in which they asked stockbrokers to describe their jobs.Which of the following statements is true?

A)Time spent in tasks did not significantly relate to performance.
B)There can be differences in time spent doing tasks among people in the same job.
C)More successful stockbrokers spent less time helping other stockbrokers.
D)The results revealed that reports of time spent are unreliable and invalid.

Question 43

The best evidence for the validity of job analysis ratings comes from what type of studies?

A)Studies that compared the PAQ ratings of trained analysts with college students' ratings.
B)Studies that compared the different methods or sources of information.
C)All studies have shown the validity of job analysis information.
D)No studies have demonstrated the validity of job analysis information.

Question 44

Smith and Hakel (1979)obtained PAQ ratings from trained job analysts and college students who were given only job titles.The ratings were similar.What did Smith and Hakel suggest this similarity implies?

A)the PAQ demonstrates inter-rater reliability.
B)that analyst ratings might be due to preconceived notions about the job rather than information obtained during the analysis .
C)PAQ ratings are more valid than previously thought.
D)the validity of the PAQ is questionable.

Question 45

A job analyst asks job incumbents to rate the time spent doing each task required by the job.What type of job analysis method has been used?

A)Job Components Inventory
B)Functional Job Analysis
C)Position Analysis Questionnaire
D)Task Inventories

Question 46

Which of the following has NOT been suggested as an approach that could potentially improve the accuracy of job analysis judgments?

A)Train the raters,so that they are more accurate in their ratings.
B)Increased study and understanding of the judgment process.
C)Use job incumbents more,because they tend to be less biased in their ratings of job tasks.
D)All of the above have been suggested as methods to improve job analysis accuracy.

Question 47

Task inventories have questionable

A)internal consistency reliability.
B)inter-rater reliability.
C)content validity.
D)criterion related validity.

Question 48

Major categories of the PAQ include

A)information input.
B)mediation processes.
C)work output.
D)all of the above

Question 49

Task inventories are likely to ask job incumbents to rate

A)the amount of time spent doing each task.
B)the importance of each task.
C)the difficulty of learning each task.
D)all of the above

Question 50

You do a job evaluation for all 50 jobs at Psychcom,Inc.When you plot the actual salaries for the jobs against the point totals you find that most jobs fall on a (more or less)straight line.The plot for secretaries,however,is below the line.What does this mean?

A)It means that secretaries are overpaid.
B)It means that secretaries are underpaid
C)It means that secretaries are fairly paid.
D)It doesn't mean a thing.You are not supposed to plot salaries against total points.

Question 51

The job analysis reveals that job X is at the 85th percentile in terms of required reading skills.What type of job analysis was used?

A)Job Components Inventory
B)Functional Job Analysis
C)Position Analysis Questionnaire
D)Task Inventories

Question 52

You are asked by a client to summarize the current belief regarding the validity of job analysis methods.What would you say?

A)"Job analysis using trained analysts are valid,but those relying on task inventories of SME's are not."
B)"Job analysis provides useful information,but maybe subject to potential biases due to their reliance of human judgment."
C)"Job analysis conducted using interviews of SME's are more valid then those that rely on the use of trained observers."
D)"Job analysis ratings are not valid unless the job incumbents are trained on how to rate their job before hand."

Question 53

Attributes that distinguish high from low performers are known as

A)critical characteristics.
B)KSAOs
C)competencies
D)essential KSAOs.

Question 54

According to past research,which job analysis method is MOST likely to be unreliable?

A)Job Components Inventory
B)Functional Job Analysis
C)Position Analysis Questionnaire
D)Task Inventories

Question 55

The JCI offers information on ________ components of job features.

A)three
B)four
C)five
D)six

Question 56

Research on the validity of job analysis ratings has shown that:

A)people are more accurate when rating specific tasks
B)people are more accurate when rating traits people need to do the job
C)people are more accurate when rating general job duties
D)the validity of ratings is constant across different kinds of job analysis ratings

Question 57

During a presentation on the merits of job analysis,a potential client asks you about the reliability of the various methods.What should you tell the client?

A)"All methods are equivalent and have high reliability."
B)"A job analysis is reliable only if it is conducted by trained analysts."
C)"Job analysis ratings are reasonably reliable except for task inventory ratings using job incumbents."
D)"All job analysis methods are moderately reliable,regardless of the method used."

Question 58

When doing a job evaluation you conclude that salaries should be based,in part,on educational requirements of the jobs.Jobs requiring more education should have higher salaries.In this case education is a

A)evaluation factor.
B)point factor.
C)comparable worth factor.
D)compensable factor.

Question 59

You are preparing to conduct a job evaluation for Spectrocorp,Inc. ,a manufacture of Virtual Pets.You have chosen to use the point method.What is the first step you should take?

A)determine the degree to which a job has each compensable factor
B)plot the job points and actual salaries
C)determine the compensable factors for the job
D)sum points for each job

Question 60

You need to select a method for a job analysis.Which of the following should influence your choice of method the LEAST?

A)your budget
B)the client's preference for a job analysis method
C)the purpose of your analysis
D)how much time you've been given to complete the job analysis

Question 61

Why is it so difficult to implement the use of job evaluation to establish comparable worth?

A)Job evaluations would undervalue predominantly men-held jobs.
B)The judgments used in the job evaluation are not reliable.
C)Costs to raise salaries in predominately female occupations would be expensive.
D)Job evaluations are often conducted by people who bias the outcome.

Question 62

Although the job evaluation method can indicate the relative value of a job,salary levels for jobs are often affected by other factors,including:

A)critical incidents
B)essential functions
C)a job analyst's opinion
D)the market wages for a job

Question 63

A union representative comes to you and argues that the housekeepers and custodians at the upscale resort should be paid the same,since the positions contribute equally to the organization.This representative is arguing for the principle of:

A)compensable factors.
B)the Equal Pay Act.
C)comparable worth.
D)job analysis.

Question 64

According to the principle of _________,two jobs of equal value to the organization should have similar pay scales,regardless of whether most employees in the jobs are men or women.

A)comparable worth
B)equality
C)job evaluation
D)essential worth

Question 65

Whether two positions have comparable worth is best determined by a

A)salary survey.
B)pay equity analysis.
C)job evaluation.
D)job analysis.