Question 1

Performance standards describe to what level an employee needs to be doing the job to be a good performer versus an average or a poor performer.

Accepted Answer

Performance standards provide a benchmark for what is considered good performance versus average or poor performance. These standards help employees understand what is expected of them and provide a clear basis for evaluating their performance.

Question 2

The critical incident method involves identifying and describing specific events when an employee performed really well and when they performed very poorly.

Accepted Answer

The critical incident method does involve identifying and describing specific events, both positive and negative, to evaluate an employee's performance.

Question 3

In today's fast-changing environments,job analysis will continue to be relevant for legal compliance and defensibility in the event of a court action.

Accepted Answer

Even with advancements in technology and changes in the nature of work, job analysis remains important for legal compliance and protection in the event of a lawsuit. It provides objective and systematic documentation of the job's duties, responsibilities, and requirements, which helps to minimize legal risks associated with employment decisions.

Question 4

Job analysis questionnaires are checklists that seek to collect information about positions in a uniform manner.

Accepted Answer

The answer of Job analysis questionnaires are checklists that seek...

Question 5

In unionized organizations,job analysis steps have to meet the various provisions of the collective agreement between the management and the union.

Accepted Answer

Job analysis in unionized organizations must comply with the terms outlined in the collective agreement between management and the union. This is necessary to ensure fairness, transparency, and compliance with labor laws and regulations. Failure to adhere to the collective agreement can result in disputes, grievances, and legal action.

Question 6

Each method of collecting job- and performance-related information has its shortcomings.As a result,analysts often use a combination of two or more techniques concurrently.

Accepted Answer

This statement is true.

Question 7

Compensation cannot be determined fairly without detailed knowledge of each job.

Accepted Answer

Compensation needs to be determined based on the specific responsibilities and requirements of each job. Without detailed knowledge of each job, it is impossible to determine compensation fairly.

Question 8

Within the job analysis process,organization change occurs during the preparation for job analysis phase.

Accepted Answer

Organization change is not a direct part of the preparation for job analysis phase; job analysis itself is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Organizational change might be a result of findings from job analysis but is not a component of its preparation phase.

Question 9

The existence of language barriers with foreign-language-speaking workers may make the observation approach a viable method of collecting job- and performance-related information

Accepted Answer

If there are language barriers, then the observation approach can be a practical way to gather information about job performance because it doesn't require verbal communication skills.

Question 10

According to the text,global competition,fast technological obsolescence,changing worker profiles,and rapid increases in knowledge requirements have made it difficult to create accurate and up-to-date job descriptions.

Accepted Answer

The text states that global competition, fast technological obsolescence, changing worker profiles, and rapid increases in knowledge requirements have made it difficult to create accurate and up-to-date job descriptions.

Question 11

A job is a collection of tasks and responsibilities performed by an individual whereas a position consists of a group of related activities and duties.

Accepted Answer

A job refers to a collection of tasks and responsibilities that are assigned to a single employee, while a position is the specific role or title that an individual fills within an organization, often associated with a specific job description.

Question 12

An employee log is an approach to collecting job- and performance-related information by asking the job-holder to summarize tasks,activities,and challenges in a diary format.

Accepted Answer

An employee log is indeed an approach to collecting job- and performance-related information by asking the job-holder to summarize tasks, activities, and challenges in a diary format.

Question 13

A face-to-face meeting with 5 to 7 experts on a job and a facilitator to collect job and performance related information is called a brainstorming group.

Accepted Answer

A face-to-face meeting with experts to collect job-related information is typically called a "focus group" or "job analysis panel," not a "brainstorming group."

Question 14

During the data collection process,the interviewer should not establish rapport with the interviewee while collecting job data because it will affect the results.

Accepted Answer

The statement is false. Building rapport with the interviewee during the data collection process is important as it encourages the interviewee to open up and provide accurate information, thus improving the quality of data obtained. It is important, however, that the interviewer also maintains a professional approach and does not let personal biases or opinions affect the data collection process.

Question 15

Information about the job environment such as health and safety hazards is included in working conditions on a job description.

Accepted Answer

Information about health and safety hazards is an important aspect of working conditions and should be included in a job description to ensure that potential employees are fully informed of any risks associated with the job before accepting an offer.

Question 16

Job data collected during the interview process should be reviewed and verified by both the interviewee and the immediate supervisor.

Accepted Answer

It is important for both the interviewee and the immediate supervisor to review and verify job data collected during the interview process to ensure accuracy and clear expectations for the role.

Question 17

When using a job analysis questionnaire,it is important to use the same questionnaire on similar jobs.

Accepted Answer

Using the same questionnaire on similar jobs ensures consistency in the data collected and makes it easier to compare and analyze the results. It also helps to standardize the job analysis process within an organization.

Question 18

Health and safety training or equipment that is required would be included in a job description under human characteristics.

Accepted Answer

Health and safety training or equipment required for a job would be included under job requirements or qualifications, not human characteristics. Human characteristics refer to traits or skills inherent in the individual, such as communication skills or physical strength.

Question 19

Standardized surveys to collect information about jobs,working conditions,and other performance-related information are called questionnaires.

Accepted Answer

This is a correct statement. Standardized surveys used to collect information about jobs, working conditions, and other performance-related information are commonly referred to as questionnaires.

Question 20

When collecting job data,the analyst usually talks to a number of workers and then supervisors.

Accepted Answer

This is true, as the analyst usually collects data by talking to workers at different levels of the organization, including supervisors.

Quiz 2: Job Analysis and Design