Deck 6: Job Analysis and Design

Question 1

A written summary of the job as an identifiable organizational unit is called a ________.

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

Answer 1

B

Question 2

Position analysis questionnaires are often filled out by a trained job analyst in order to ensure that the handwriting is legible and consistent.

Answer 2

False

Question 3

Job analysis provides answers to all of the following questions except:

A) which candidate should be hired for a position.
B) what kind of behaviors are needed to perform a job.
C) how much time is taken to complete a task.
D) which tasks are grouped together and considered a job

Answer 3

A

Question 4

Studying and understanding jobs through job analysis is a vital part of any HRM program.

Question 5

A purposeful,systematic process for collecting information on the important work-related aspects of a job is called a ________.

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

Question 6

Repetitive,highly specialized work leads to higher levels of absenteeism and turnover.

Question 7

Job analysis provides answers to questions such as ______________.

A) which candidate should be hired for a position
B) what kind of behaviors are needed to perform a job
C) how much should an individual be paid
D) All of the above.

Question 8

Many experts agree that interviews can be relied on as the sole data collection method.

Question 9

The MPDQ is a checklist of 208 items related to the concerns and responsibilities of manufacturing line employees.

Question 10

The costs of interviewing can be very high.

Question 11

Knowing the skills necessary for jobs is essential to building effective training programs.

Question 12

An advantage of a Functional Job Analysis is that each job is given a quantitative score.Thus,for HRM and compensation purposes,jobs with similar ratings are assumed to be similar.

Question 13

Precision in the use of job analysis terms is required by federal legislation.

Question 14

A written explanation of the knowledge,skills,abilities,traits,and other characteristics (KSAOs)necessary for effective performance on a given job is called a ________.

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

Question 15

A process chart presents the relationships among departments and units of the firm.

Question 16

The cornerstone of any organization is the human resources department.

Question 17

With job enrichment,employees are given responsibility that might have previously been part of a supervisor's job.

Question 18

Differences among job incumbents should be disregarded during the analysis of JAIF information.

Question 19

How workers' responsibilities and duties are segmented helps shape and determine virtually all other facets of organizational functioning.

Question 20

The Uniform Guidelines on Employee Selection Procedures is a set of policies designed to minimize or prevent workplace sexual harassment.

Question 21

All of the following are core competencies required of HR professionals around the world except:

A) Credible activist
B) Cultural steward
C) Strategy architect
D) Termination executor

Question 22

The choice of who should analyze a job depends on _______________.

A) the location and complexity of the job to be analyzed
B) how receptive incumbents are to an external analyst
C) the ultimate purpose of the results of the analysis
D) All of the choices are correct.

Question 23

The HR competency of _________ is associated with the ability to shape an effective organizational culture.

A) credible activist
B) cultural steward
C) strategy architect
D) business ally

Question 24

There are ___ steps in the job analysis process.

A) 4
B) 5
C) 6
D) 8

Question 25

Before asking employees and supervisors for their assistance in conducting several job analyses,HR managers need to ___________________.

A) have the employees sign disclosure statements
B) inform the employees of their rights under the UGESP
C) communicate to these individuals why job analyses are important and how the information will be used
D) balance the employee pool to ensure diversity in the sample

Question 26

The HR competency of _________ is associated with the need to be proactive and advocate for their own position with top management of the company.

A) credible activist
B) cultural steward
C) strategy architect
D) business ally

Question 27

Conducting a job analysis with job incumbents may be advantageous as:

A) they are a good source of information about what work is actually being done rather than what work is supposed to be done
B) involving incumbents in the job analysis process might increase their acceptance of any work changes stemming from the results of the analysis
C) they are typically more objective than outsiders
D) Both A and B are correct.

Question 28

Reengineering designs jobs around important outcomes,like performance,rather than:

A) Specific tasks
B) Corporate divisions
C) Organization charts
D) Pay grades

Question 29

Information from a job analysis may be used for _______.

A) EEO compliance
B) planning
C) job design
D) All of the above.

Question 30

The HR competency of operational executor refers to _____________.

A) the traditional responsibilities of HR,recruitment,selection,compensation,training,etc. ,that need to be well-managed
B) the need to know how the business makes money,what products/services it sells,and who the customers are.
C) the need to understand the production/operations elements of the organization
D) the ability to shape an effective operational culture within recent years.

Question 31

____________ are a set of policies designed to minimize or prevent workplace discrimination practices.

A) Federal Guidelines to Prevent Discrimination
B) Uniform Guidelines on Employee Selection Procedures
C) Uniform Guidelines on Employee Discrimination
D) EEOC Bulletins on Discrimination

Question 32

Job analysis is closely tied to _______________.

A) training
B) compensation
C) recruitment and selection
D) All of the choices are correct.

Question 33

A ____________ is defined as a group of positions that are similar in their duties.

A) position
B) job
C) job group
D) position group

Question 34

Conducting a job analysis with job incumbents may be advantageous for all of the following reasons except:

A) they are a good source of information about what work is actually being done rather than what work is supposed to be done
B) involving incumbents in the job analysis process might increase their acceptance of any work changes stemming from the results of the analysis
C) they are typically more objective than outsiders
D) None of the above.

Question 35

The ___________________ presents the relationships among departments and units of the firm.

A) relationship chart
B) organizational chart
C) line chart
D) responsibility chart

Question 36

A group of two or more jobs that have similar duties is called a ________.

A) job family
B) job group
C) job specification
D) position family

Question 37

There are as many positions in an organization as there are _______________________.

A) jobs
B) job grades
C) employees
D) occupations

Question 38

The HR competency of _________ is associated with the need to know how the business makes money,what products/services it sells,and who the customers are.

A) credible activist
B) cultural steward
C) strategy architect
D) business ally

Question 39

The first step in the job analysis process is to __________.

A) determine how the job analysis information will be used
B) select the job to be analyzed
C) examine the total organization and the fit of each job.
D) determine how to conduct the job analysis

Question 40

If it is to be viewed favorably,a good job analysis must provide the following all of the following except:

A) It should yield a thorough,clear job description.
B) The frequency and importance of task behaviors should be assessed.
C) It must allow for an accurate assessment of the knowledge,skills,abilities,and other characteristics required by the job.
D) It must clearly determine which KSOs are important for each job duty.

Question 41

Of the following,a(n)_______________ is the most likely to use the O*NET system to develop job descriptions and specifications.

A) HR professional
B) career counselor
C) recruiter
D) educator

Question 42

All of the following are dimensions on which PAQ ratings are scored except:

A) Decision making
B) Social responsibilities
C) Operating vehicles or equipment
D) Performing unskilled activities

Question 43

The job specification evolves from the _________.

A) job description
B) position qualification checklist
C) position analysis
D) one net job characteristics

Question 44

All of the following can be used separately,or in combination,to collect job analysis data except:

A) Observation
B) Questionnaires
C) Interview
D) Product testing

Question 45

R.J.Harvey offered guidelines for arriving at the characteristics that should be included on a job specification.Which of the following is not one of the recommended guidelines?

A) Identify and rate job tasks in terms of importance,using sound job analysis techniques
B) A panel of experts,incumbents,or supervisors should specify the necessary skills for performing each job task identified
C) Rate the relative importance of each worker and manager
D) Identify any other characteristics necessary for performing the job,such as physical requirement and professional certification

Question 46

The Occupational Information Network _________.

A) replaced the DOT
B) describes job KOs
C) encompasses over 100 years of occupational knowledge
D) All of the above are correct.

Question 47

The common metric questionnaire has the advantage of ________________.

A) having a more appropriate reading level
B) being more behaviorally concrete
C) being appropriate for both exempt and nonexempt employees
D) All of these responses are correct.

Question 48

All of the following have increased the need for job descriptions in recent years except:

A) The aging of the current workforce
B) The need to implement new and creative ways to motivate and reward employees
C) The accelerated rate at which technology is changing work environments
D) More stringent federal regulation of employment practices

Question 49

The _______________ approach to job design emphasizes the proper match between machines and operators.

A) biological
B) mechanical
C) practical
D) holistic

Question 50

_______________ are general attributes that employees need to do well across multiple jobs or within the organization as a whole.

A) Competencies
B) Intelligences
C) Abilities
D) Attitudes

Question 51

Conducting a job analysis for managerial jobs offers a significant challenge to the analyst because of all of the following except:

A) Disparity across positions
B) Disparity between managers
C) Disparity across levels in the hierarchy
D) Disparity across industries

Question 52

The FJA was originally conceived in the late _______.

A) 1930s
B) 1940s
C) 1960s
D) 1970s

Question 53

Interviews to obtain job information can be conducted with:

A) A single job incumbent
B) A group of job incumbents
C) A supervisor who is knowledgeable about the job
D) All of the choices are correct.

Question 54

All of the following are major sections of the position analysis questionnaire except:

A) Information output
B) Mental processes
C) Relationships with other people
D) Job context

Question 55

Perspectives on the design of work can be classified into all of the following categories except:

A) Perceptual-motor approach
B) Biological approach
C) Mechanistic approach
D) Linguistic approach

Question 56

The MPDQ is a _________________.

A) checklist related to the concerns and responsibilities of manufacturing line employees
B) checklist related to the concerns and responsibilities of police department management
C) checklist related to the concerns and responsibilities of management
D) None of the above.

Question 57

According to the text,_______________ is useful when attempting to analyze jobs that are difficult to observe.

A) an interview
B) a diary or log
C) a questionnaire
D) All of the choices are correct.

Question 58

The Functional Job Analysis assumes that jobs can be described in terms of basic relationships that the incumbent has with his or her work.Which of the following is not one of those relationships?

A) Physically relating to things
B) Using mental resources to process data
C) Interacting with the artificial intelligence of machines
D) Interacting with people

Question 59

The most widely used technique in collecting data for job analysis is _______________.

A) the interview
B) observation
C) the questionnaire
D) the incumbent diary

Question 60

Typically the least costly method to collect job analysis data is ________________.

A) incumbent logs
B) questioners
C) observation
D) interviews

Question 61

Why is objectivity difficult to achieve when incumbents conduct the job analysis?

Question 62

Which of the following is not directelly associated with experienced meaningfulness?

A) Skill variety
B) Feedback
C) Task identity
D) Task significance

Question 63

What is a process chart and how is it different from an organization chart?

Question 64

What information is provided by the JAIF?

Question 65

All of the following are recommendations stemming from Taylor's scientific management research except:

A) Work should be studied scientifically
B) Work should be arranged so that the machinery can be efficient
C) Employees should be trained to perform the job
D) Monetary compensation should be tied directly to performance

Question 66

Which of the following is not one of the psychological states necessary for motivation and job satisfaction?

A) Experienced meaningfulness
B) Experienced responsibility
C) Task significance
D) Knowledge of results

Question 67

What are the Uniform Guidelines in Employee Selection Procedures?

Question 68

Job _______________ tries to design jobs in ways that help incumbents satisfy their needs for growth,recognition,and responsibility.

A) enrichment
B) growth
C) expansion
D) motivation

Question 69

Interviews are difficult to standardize for three reasons.What are they?

Question 70

What problems are associated with using interviews for the collection of job analysis data?

Question 71

What does KSAO stand for?

Question 72

________ is a work arrangement in which two or more employees divide a job's responsibilities,hours,and benefits among themselves.

A) Job splitting
B) Job sharing
C) Job enlargement
D) Job augmentation

Question 73

Job design was a central issue in ___________.His use of job design is an excellent example of the rational approach and shows how certain perspectives focus more heavily on productivity than on satisfaction.

A) Mayo's essay on motivation
B) F.W.Taylor's model of scientific management
C) Frederic Herzberg's two-factor
D) Ivoncevich's multifactor theory

Question 74

What is an organization chart and what function does it serve?

Question 75

Which of the following is not one of the forces driving work-family tension?

A) The aging population
B) An expanding number of women and single parents entering the workforce
C) An increase in the number of dual-career couples
D) More young workers entering the workforce

Question 76

When a skill deficiency exists for a reengineered organization,it can be eliminated through:

A) training
B) redeployment
C) outsourcing
D) All of the choices are correct.

Question 77

The notion of satisfying employees' needs as a way of designing jobs comes from ___________.

A) Mayo's essay on motivation
B) F.W.Taylor's model of scientific management
C) Frederic Herzberg's two-factor
D) Ivoncevich's multifactor theory

Question 78

Identify four hints for making a questionnaire easier to use.

Question 79

What are two of the hints provided in the text regarding the use of questionnaires to collect job analysis data?

Question 80

_____________ attempts to increase satisfaction by giving employees a greater variety of things to do.

A) Job enrichment
B) Job enlargement
C) Job expansion
D) Job engorgement