Deck 3: Job Analysis and Job Design

Question 1

Job analysis:

A) is used to identify and train inexperienced workers.
B) is based on the assumption that work is a highly-organised entity.
C) is based on psychometric tests such as the General Aptitude Tests Battery.
D) is the scientific method used to actually define and describe a job.

Answer 1

is the scientific method used to actually define and describe a job.

Question 2

KSAO is an acronym for:

A) knowledge, skills, attributes and optimism.
B) knowledge, stickability, attitude and other characteristics.
C) knowledge, skills, abilities and other characteristics.
D) knowledge, stickability, attributes and optimism.

Answer 2

knowledge, skills, abilities and other characteristics.

Question 3

Which of the following is not a primary function of job analysis?

A) Performance appraisal
B) Job restructuring
C) Classifying workers
D) Determining where the employee will work

Answer 3

Determining where the employee will work

Question 4

Grouping jobs assists:

A) efficient management of employees.
B) the management of job sectors in terms of labour supply.
C) cost cutting on job advertisements.
D) savings on averaged wage payments.

Question 5

Which one of the following is not among the nine broad occupations classified by the dictionary of occupational titles (DOT)?

A) Scientific management occupations
B) Machine trades occupations
C) Clerical and sales occupations
D) Service occupations

Question 6

The three DOT dimensions of worker function are:

A) data, people and things.
B) goals, purposes and objectives.
C) workers, complexity and aptitudes.
D) time, technology and resources.

Question 7

According to DOT, all the elements of work should combine to deliver the outcome of:

A) profitability.
B) increased turnover.
C) productivity, growth and worker satisfaction.
D) tighter management control.

Question 8

The information in the job description is utilised by the candidates to:

A) construct the interview questions.
B) ensure that the job selection process was conducted fairly.
C) determine the highest score for an interview.
D) frame their job application.

Question 9

A job specification:

A) details the minimum acceptable skills and characteristics required by a job incumbent in order to perform the job successfully.
B) is necessary to determine pay levels for the successful job incumbent.
C) is determined by government legislation in respect to qualifications of a job incumbent.
D) is used for developing realistic job previews.

Question 10

A job specification can be paired with a job description in order to:

A) increase the subjectivity of a job selection process.
B) increase the objectivity of a job selection process.
C) decrease the subjectivity of a job selection process.
D) decrease the objectivity of a job selection process.

Question 11

Which of the following is not one of the important and necessary incumbent characteristics that a subject matter expert (SME) must rate during the identification of KSAOs in a job analysis?

A) Degree of trouble likely if the KSAO is absent
B) If the KSAO is necessary for new workers
C) If the KSAO subordinates worker differences
D) If the KSAO is practical to expect

Question 12

Which one of the following methods of job analysis is not listed in your text as a method for conducting the study of a job?

A) Questioning SMEs
B) Surveying job incumbents
C) Observation: noting the objective and subjective elements of the job
D) Using existing job descriptions

Question 13

Which one of the following issues is not especially relevant to successful job observation?

A) The complexity of the job
B) The data collection method
C) The period of observation
D) The number of job incumbents observed

Question 14

Quantitative job analysis methods include job-oriented methods and worker-oriented methods. These may be described, respectively, as:

A) based on the actual job and based on the ideal performance description.
B) based on assessment of output and based on assessment of KSAOs and behaviours.
C) based on empirical evidence and based on observational methods.
D) based on management perspectives and based on employee perspectives.

Question 15

The advantages of using quantitative job analysis methods do not generally include:

A) having a standard, objective method of data collection.
B) saving time and money.
C) comparing the data against established national and international databases.
D) experiencing first hand the various demands and tasks required to perform the job.

Question 16

The critical incident technique was developed by:

A) Flanagan for use by the U.S. Army Air Force during World War II.
B) Simpson for use by the U.S. Navy during World War II.
C) Darcy for use by the Royal Australian Air Force during Desert Storm.
D) Foster for use by the Australian Navy during the Vietnam War.

Question 17

A critical incident is defined as:

A) an incident about which a valid criticism can be made.
B) a job analysis method that rates the behaviours exhibited within a job-specific situation.
C) any observable human activity that enables criticism to be used to generate positive outcomes for the organisation.
D) an incident about which criticism can never be made without corroborating witnesses.

Question 18

The position analysis questionnaire (PAQ), including the six categories of information input, mental processes, work output, relationships with other people, job content, and other job characteristics, now consists of:

A) 10 items.
B) 150 items.
C) 250 items.
D) 300 items.

Question 19

The reliability of a job analysis method is normally based on:

A) the skills of the rater.
B) the test measuring what it purports to measure.
C) the extent of inter-rater agreement and on test-retest reliability comparisons.
D) the job analysis being conducted by HR.

Question 20

Convergent validity is a test of validity which:

A) compares the ratings for the same job from different sources of data.
B) is determined by the psychometric properties of the test.
C) is when the test is both reliable and valid.
D) has a p value of less than .05.

Question 21

Job design describes:

A) the process of fitting jobs to the organisation's needs.
B) the aesthetic aspect of jobs.
C) the way that tasks, roles and responsibilities are structured and organised within a job or work role.
D) the product of task analysis.

Question 22

The sociotechnical systems theorists concluded that:

A) work was being designed to meet the increasing complexity from change in technology.
B) work design should be based on observation rather than theory.
C) work was being designed to benefit capitalists.
D) work was being designed in ways that ignored human and social issues.

Question 23

Which one is not a part of the job characteristics model?

A) Critical psychological states
B) The KSAOs of the job
C) Personal and work outcomes
D) Core job dimensions

Question 24

Relational job design is:

A) designing jobs to include family members.
B) designing jobs so that similar jobs are closely related.
C) based on the relationship between jobs and outputs.
D) restructuring work so that job incumbents can connect in meaningful ways with their beneficiaries.

Question 25

What is the difference between job description, job specification and job evaluation?

Question 26

What components make up a KSAO and how are they identified?