Question 1

Which of the following is an example of job evaluation?&#10;A) comparison of tasks within a job&#10;B) ordering of tasks within a job&#10;C) ordering of jobs based on their content&#10;D) ordering jobs based on their value&#10;E) comparison of jobs within an organization

Accepted Answer

Job evaluation involves comparing different jobs within an organization to determine their relative worth or value. Option E is the only choice that involves comparing jobs within an organization, whereas the other choices involve evaluating tasks within a job or ordering jobs based on their content or value.

Question 2

Which of the following is a source of data used during the consolidation phase of the job study?&#10;A) exit interviews&#10;B) trainers&#10;C) manages&#10;D) supervisors&#10;E) subject matter experts

Accepted Answer

Supervisors are a source of data used during the consolidation phase of the job study because they have direct knowledge of the work being performed and can provide valuable insights into the tasks, duties, and responsibilities of the job.

Question 3

As part of quantitative job analysis, skill can be further subcategorized into all the following EXCEPT:&#10;A) education&#10;B) experience&#10;C) management skills&#10;D) occupational skills&#10;E) task identity

Accepted Answer

Task identity is not a subcategory of skill in quantitative job analysis. It refers to the degree to which a job requires completion of a "whole" and identifiable piece of work, which is more about job design and motivation than a specific skill category.

Question 4

One of the challenges of preparing managerial job descriptions is that they:&#10;A) may have content influenced by the manager&#10;B) often include more detailed information about the nature of the job, its scope, and accountability.&#10;C) must predict what the manager brings to the job&#10;D) don't capture the relationships between the job and the person performing it&#10;E) don't have access to organizational objectives

Accepted Answer

Managerial job descriptions may be influenced by the manager themselves, as they often have input into the roles and responsibilities outlined.

Question 5

The extent to which the job analysis results represent the entire range of activities and responsibilities required by the job is called:&#10;A) reliability&#10;B) accuracy&#10;C) consistency&#10;D) validity&#10;E) currency

Accepted Answer

Validity refers to the degree to which the job analysis accurately captures all of the important dimensions and requirements of the job. This means that the job analysis results should represent the entire range of activities and responsibilities required by the job. Reliability, consistency, and accuracy are related but distinct concepts that do not necessarily address this specific issue. Currency is also important, but it refers to the relevance of the job analysis results over time rather than their comprehensiveness.

Question 6

Involving both supervisors as well as their subordinates in the process should lead to:&#10;A) validity&#10;B) flexibility&#10;C) acceptability&#10;D) reliability&#10;E) administration

Accepted Answer

Involving both supervisors and subordinates in the process leads to increased acceptability of the process, as both parties have had a say in it and feel that their perspectives were taken into account. This can lead to greater buy-in and cooperation from both groups. Validity, reliability, flexibility, and administration can also be important factors in the success of a process, but involving supervisors and subordinates is most likely to impact acceptability.

Question 7

In the second tour of the work site, it is recommended to use a different first-level supervisor.

Accepted Answer

The answer of In the second tour of the work...

Question 8

Quantitative approaches lead to more data being collected while taking more time.

Accepted Answer

Quantitative approaches often involve structured data collection methods that can be efficient and systematic, potentially saving time compared to qualitative methods.

Question 9

Discrepancies arise when too much data is collected.

Accepted Answer

Discrepancies can arise due to various reasons such as errors in data collection, interpretation, or analysis, not necessarily because too much data is collected.

Question 10

A sign off on the job analysis results ensures validity.

Accepted Answer

A sign-off on the job analysis results ensures agreement and approval from relevant stakeholders on the job analysis process and its outcomes, but it does not inherently ensure the validity of the results. Validity is determined by how well the job analysis captures the actual duties, responsibilities, and requirements of the job, which is assessed through methodological rigor and accuracy in the analysis process.

Question 11

Describe the steps in the verification phase.

Accepted Answer

The answer of Describe the steps in the verification phase....

Question 12

What information is collected about employee characteristics during job analysis?

Accepted Answer

The answer of What information is collected about employee characteristics...

Question 13

What are the main components of a job description?

Accepted Answer

The answer of What are the main components of a...

Question 14

What are some of the challenges with reliability of job analysis information?

Accepted Answer

The answer of What are some of the challenges with...

Deck 4: Job Analysis