Deck 4: Designing and Analyzing Jobs

Question 1

Job analysis is defined as the collection of tasks and responsibilities performed by one person.

Answer 1

False

Question 2

In an office with one Supervisor,one Assistant,two Clerks,and two Data-Entry Operators,there are

A) four jobs and four positions.
B) six jobs and six positions.
C) four positions and four jobs.
D) four jobs and six positions.
E) four positions and six jobs.

Answer 2

D

Question 3

The terms "job" and "position" can be used interchangeably.

Answer 3

False

Question 4

The first step in the job analysis process is

A) reviewing relevant organizational information.
B) communicating and updating the information.
C) developing a job description and job specification.
D) selecting the representative jobs and positions to be analyzed.
E) matching candidates to positions.

Question 5

An organizational chart is often used to depict the organizational structure.

Question 6

What does an organizational chart do?

A) Presents a financial "snapshot" of the firm at a particular point in time
B) Presents a learning and growth "snapshot" of the firm at a particular point in time
C) Specifies duties and responsibilities
D) Depicts the formal relationships among jobs in an organization
E) Identifies by name all of the employees within an organization

Question 7

An organization chart provides details about actual communication patterns,degree of supervision,amount of power and authority,and specific duties and responsibilities.

Question 8

A diagram that shows the flow of inputs to and outputs from the job under review is known as

A) a process chart.
B) an organization chart.
C) a job description.
D) a job specification.
E) an organizational structure.

Question 9

Deepak is a Director of HR.He is restructuring the organization from a top-down,centralized management approach with many levels of management to a decentralized management approach with fewer levels of management and more broadly defined jobs.Deepak is planning to move the structure from a ________ organization to a ________ organization.

A) bureaucratic; geographic
B) bureaucratic; flat
C) flat; bureaucratic
D) boundaryless; matrix
E) matrix; boundaryless

Question 10

The definition of ________ is the formal relationships among jobs in an organization.

A) chain-of-command
B) organization chart
C) job hierarchy
D) organizational structure
E) organizational design

Question 11

Job analysis is sometimes called the cornerstone of human resources management because information gathered through job analysis forms the basis for a number of interrelated HRM activities.

Question 12

Job analysis information is primarily used for developing

A) staffing tables.
B) skills inventories.
C) HR policies and procedures.
D) organization charts.
E) job descriptions and job specifications.

Question 13

Using job analysis to ensure that all of the duties that need to be done have actually been assigned and for identifying areas of overlap within duties is most related to

A) compensation.
B) performance management.
C) restructuring.
D) labour relations.
E) training.

Question 14

List and describe the six steps involved in job analysis.

Question 15

The collection of tasks and responsibilities performed by one person is known as

A) a job specification.
B) a job description.
C) a job analysis.
D) an occupation.
E) a position.

Question 16

The procedure for determining the tasks,duties,and responsibilities of a job and the human attributes required to perform it is known as

A) job description.
B) job design.
C) job evaluation.
D) job analysis.
E) job specification.

Question 17

Candace works for a small start-up with a few levels of management.Which type of organizational structure most likely exists at the company that Candace works for?

A) Bureaucratic organization
B) Hierarchical organization
C) Flat organization
D) Boundaryless organization
E) Matrix organization

Question 18

Which of the following statements about organizational structures is true?

A) The decentralized management approach is consistent with bureaucratic structures.
B) Bureaucratic designs are associated with each job having two components: functional and product.
C) Bureaucratic designs have increased spans of control.
D) Narrowly defined jobs are common in flat organizational structures.
E) An organization's structure should support the organization's strategic goals.

Question 19

The process of systematically organizing work into tasks required to perform a specific job is consistent with

A) organizational design.
B) job design.
C) job analysis.
D) job evaluation.
E) writing job descriptions.

Question 20

The final step in job analysis involves

A) reviewing employee performance.
B) developing a job description and a job specification.
C) reviewing relevant organizational information.
D) communicating and updating the information.
E) collecting data on job activities.

Question 21

Which of the following is true of industrial engineering?

A) It is about flexibility and autonomy.
B) It is a field of study concerned with human considerations, such as repetitive strain.
C) It is a field of study that is concerned with making work methods more efficient.
D) It is a field of study focused on satisfying psychological needs.
E) It is a field of study focused on worker autonomy.

Question 22

Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with

A) industrial democracy.
B) job rotation.
C) co-determination.
D) job enlargement.
E) job enrichment.

Question 23

Assigning workers additional tasks at the same level of responsibility to increase the number of tasks that they have to perform is known as

A) job enlargement.
B) job rotation.
C) job enrichment.
D) task identity.
E) skill variety.

Question 24

Having each employee record every activity in which they are involved (as well as the time spent on each activity)results in a detailed,chronological job analysis collection technique known as the

A) participant diary/log.
B) position analysis questionnaire.
C) individual interview.
D) survey questionnaire.
E) functional job analysis.

Question 25

Job enlargement involves

A) vertical loading.
B) multi-loading.
C) systematically moving employees from one job to another.
D) increased challenge.
E) horizontal loading.

Question 26

Direct observation is often combined with which other job analysis method?

A) Questionnaires
B) Participant diary/log
C) Functional job analysis
D) Position analysis method
E) Interviewing

Question 27

Which of the following jobs could be analyzed effectively using direct observation?

A) Human Resources Consultant
B) Lawyer
C) Forklift Operator
D) Design Engineer
E) Philosopher

Question 28

Work simplification can increase operating efficiency in a stable environment.

Question 29

An HR department engaged in a job analysis exercise is conducting an interview with multiple employees who hold the same job.Which type of interview is the HR department using?

A) Group interview
B) Supervisory interview
C) Analysis interview
D) Structured interview
E) Individual interview

Question 30

Work simplification is an approach to job design.Which of the following statements is true of work simplification?

A) Most of the administrative aspects of work are decentralized to lower-level employees.
B) It may be very appropriate in settings employing highly educated persons.
C) It is effective in a changing environment.
D) Lower-level employees have broadly defined tasks to perform.
E) It is based on the premise that work can be broken down into clearly defined tasks.

Question 31

Which job analysis technique is inappropriate for jobs requiring a lot of immeasurable mental effort?

A) A survey questionnaire
B) Direct observation
C) An individual interview
D) A position analysis questionnaire
E) A participant diary/log

Question 32

Identify and briefly describe the three main types of organizational structure.Which type would you recommend for a retail convenience store?

Question 33

The field of study concerned with analyzing work methods and establishing time standards is known as

A) ergonomics.
B) job analysis.
C) job design.
D) job evaluation.
E) industrial engineering.

Question 34

Jobs have become more cognitively complex,more team-based,and more time pressured,which has led some organizations to focus on personal competencies and skills in job analysis,rather than specific duties and tasks.

Question 35

Which of the following is one of the most popular pre-developed,structured job analysis questionnaires?

A) The Personality Research Form (PRF)
B) The National Occupational Classification (NOC)
C) The Managerial Competencies Checklist (MCC)
D) The Functional Job Analysis (FJA)
E) The Position Analysis Questionnaire (PAQ)

Question 36

Lance primarily works in the receiving department for a manufacturer.Every month he moves around to other areas such as to production to help finish products and to shipping to help with packaging.This is known as

A) job enrichment.
B) task identity.
C) task significance.
D) job rotation.
E) job enlargement.

Question 37

Among educated employees,simplified jobs often lead to lower satisfaction,higher rates of absenteeism,and turnover.Discuss three ways in which job content can be modified to improve employee engagement.

Question 38

Which of the following is true of work simplification?

A) It increases autonomy.
B) It often leads to higher job satisfaction.
C) Among educated workers it often leads to lower rates of absenteeism and turnover.
D) It enhances skill variety.
E) Among educated workers it often leads to lower job satisfaction and sometimes to a demand for premium pay.

Question 39

The most widely used method for determining the duties and responsibilities of a job is

A) direct observation.
B) a participant diary/log.
C) the interview.
D) the position analysis questionnaire.
E) the functional job analysis questionnaire.

Question 40

Job analysis questionnaires typically

A) contain non-job-related questions.
B) contain questions regarding previous employment with other companies.
C) fall between the two extremes of structured and open-ended.
D) have a completely structured format.
E) have a completely open-ended format.

Question 41

The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data,people,and things is known as

A) functional job analysis.
B) direct observation.
C) a qualitative survey.
D) a participant diary/log.
E) position analysis questionnaire.

Question 42

What is a written statement of what the jobholder actually does,how he or she does it,and under what conditions the job is performed?

A) A position analysis
B) A job standard
C) A job specification
D) A job description
E) A job analysis

Question 43

A list of the knowledge,skills,and abilities needed to perform a particular job is known as

A) a position analysis.
B) a job description.
C) a job specification.
D) a job standard.
E) a job analysis.

Question 44

The job identification section of a job description includes which of the following?

A) Working conditions
B) Position title
C) Performance standards
D) Job summary
E) Duties and responsibilities

Question 45

Job competencies are observable and measurable behaviours that comprise part of a job.

Question 46

The section of the job description that describes contact with others inside and outside the organization (both directly and indirectly)is titled

A) relationships.
B) associations
C) links.
D) interactions.
E) connections.

Question 47

The job analysis technique that involves 194 items,each of which represents a basic element that may or may not play an important role in the job,is known as the

A) functional job analysis.
B) participant diary/log.
C) structured survey.
D) point factor method.
E) position analysis questionnaire.

Question 48

Which part of the job description presents a detailed list of each of the job's major tasks and describes them in a few sentences?

A) Summary of performance evaluations
B) Job position within the organizational chart
C) Required skills and experience
D) Duties and responsibilities
E) Job summary

Question 49

The Position Analysis Questionnaire rates jobs on which one of the following dimensions?

A) Mental processes
B) Incumbent performance
C) Incumbent personality
D) Previous employment
E) Compensation

Question 50

Field-based research by Human Resources and Skills Development Canada has resulted in which of the following resources that is often helpful for developing job descriptions?

A) HRDC Job Classification Dictionary
B) National Occupational Classification
C) Canadian Classification and Dictionary of Occupations
D) Dictionary of Occupational Titles
E) Standard Occupational Classification

Question 51

The National Occupational Classification is a reference tool for writing job descriptions and job specifications.It classifies occupations based on two key dimensions-skill level and skill type.

Question 52

A survey instrument designed to assist managers in identifying potential personality-related traits that may be important in a job is the

A) Career Information Network.
B) National Personality Classification.
C) Occupational Information Network.
D) National Occupational Classification.
E) Personality-Related Position Requirements Form.

Question 53

"No more than three posting errors per month can occur on average." Which component of the job description would this statement belong to?

A) Job identification
B) Performance standards
C) Job summary
D) Authority
E) Responsibilities and duties

Question 54

Other than the physical effort involved in a job,the physical demands analysis identifies

A) religious accommodations.
B) gender requirements.
C) age limitations.
D) senses used.
E) required experience.

Question 55

Peter is promoted from a first line manager to a middle manager.He is reviewing his job description and in particular the level of expenditure in his budget.Which section of the job description is Peter reading?

A) Relationships
B) Duties and responsibilities
C) Authority
D) Working conditions
E) Performance standards

Question 56

Job analysis must be structured enough to allow for modifications as required while still providing current and future employees with an understanding of what they are expected to do.

Question 57

The section of the job description in which the major functions or activities are briefly identified is the

A) job summary.
B) job identification.
C) job outline.
D) job analysis.
E) job abstract.

Question 58

Job analysis information should be verified by

A) a union representative.
B) the immediate supervisor.
C) the top executive.
D) a university professor.
E) an external consultant.

Question 59

The document that results from an examination of the duties and responsibilities and answering the question,"What human traits and experience are required to do this job?" is the

A) job specification.
B) position analysis questionnaire.
C) job description.
D) job evaluation.
E) position description.

Question 60

Job analysis information should be verified by

A) jobholder(s).
B) comparison with the procedures manual.
C) comparison with the previous job description.
D) HR department staff members.
E) external consultants.

Question 61

Aligning an employee's competencies with the job can encourage high-performance,be more strategic and support the employer's performance management process.

Question 62

Monique,an HR Consultant,is drafting a job description.She begins by writing "In order to perform this job competently,the employee should be able to . . ." Her approach is indicative of

A) a competency-based job analysis.
B) an ergonomic assessment.
C) a list of job-specific duties.
D) a group interview.
E) a questionnaire.

Question 63

Explain the three reasons why competency-based job analysis has become more common.

Question 64

Team-based job design focuses on giving a team,rather than an individual,a whole and meaningful piece of work to do.

Question 65

A job description reads "Budgeting-creating accurate and effective budgets." This is an example of

A) a competency-based statement.
B) an ergonomic assessment.
C) a job-specific duty.
D) a group interview.
E) a questionnaire.

Question 66

Team-based job design works best in which type(s)of organizational structure?

A) Hierarchical
B) Flat and matrix
C) Hierarchical and matrix
D) Matrix
E) Flat

Question 67

Define the term "virtual team."