Question 1

The Management Position Description Questionnaire (MPDQ)is a standardized questionnaire for analyzing the concerns,responsibilities,demands,restrictions,and miscellaneous characteristics of managerial jobs.

Accepted Answer

The statement is true. The MPDQ is a standardized questionnaire used for analyzing managerial job characteristics.

Question 2

What is the term for the process of describing and recording information about job behaviors and activities?

Accepted Answer

The answer of What is the term for the process...

Question 3

The major disadvantages of customized task inventories is the time required to develop task statements and the complex statistical analysis.

Accepted Answer

Customized task inventories require significant effort to develop detailed and accurate task statements, and the statistical analysis required to validate the inventory can be complex and time-consuming.

Question 4

Time-and-motion studies are still used by companies that rely heavily on human labor to carry out repetitive and routine tasks accurately and efficiently.

Accepted Answer

Time-and-motion studies have been used since the early 20th century to optimize work processes and improve productivity where human labor is involved. While some industries have moved towards automation and technology, many companies still rely on human labor for certain tasks, and time-and-motion studies can help ensure that those workers are performing those tasks as efficiently and accurately as possible.

Question 5

Which method will be used for collecting information for job analyses if cost is the primary concern for the organization?

Accepted Answer

The answer of Which method will be used for collecting...

Question 6

Standardized approaches can be used across many types of jobs and organizations.

Accepted Answer

Standardized approaches, such as using standardized procedures, training, and performance metrics, can be effectively applied across a variety of job types and organizational settings to improve efficiency, consistency, and quality of outcomes.

Question 7

Only government employers have access to the Occupational Information Network (O*NET).

Accepted Answer

O*NET is a publicly available database and anyone can access it for free, not just government employers.

Question 8

The Position Analysis Questionnaire (PAQ)is often described as a job-specific method of job analysis.

Accepted Answer

The Position Analysis Questionnaire (PAQ) is a standardized and general method of job analysis, not job-specific. It is designed to be applicable across a wide range of jobs.

Question 9

__________________________________________________ can be used to analyze a wide variety of jobs that involve many different types of tasks,technologies,and duties.

Accepted Answer

The answer of __________________________________________________ can be used to analyze a...

Question 10

The objective of ergonomic analysis is to decrease the amount of break and rest time required by workers.

Accepted Answer

The objective of ergonomic analysis is to increase efficiency and productivity by designing tasks and workspaces that reduce strain and injury on workers, not necessarily to decrease break and rest time. In fact, appropriate rest breaks are often included in ergonomic recommendations to prevent fatigue and overexertion.

Question 11

__________________________________________________ is the Department of Labor's job analysis service

Accepted Answer

The answer of __________________________________________________ is the Department of Labor's job...

Question 12

The competency modeling approach is distinguished in that it emphasizes individual characteristics associated with effective performance on a job.

Accepted Answer

Competency modeling focuses on identifying and defining the individual characteristics, attributes, and behaviors that contribute to effective performance on a job.

Question 13

Today,organizations are focusing on how they can get flexibility without worker resistance,while also satisfying workers' need for comfort.

Accepted Answer

This statement is true as organizations are now trying to find ways to balance the need for flexibility with workers' desire for comfort and stability. This is often achieved through various strategies such as offering flexible work arrangements and investing in employee wellness programs.

Question 14

It is difficult to develop training programs from the job descriptions generated by customized task inventories.

Accepted Answer

The answer of It is difficult to develop training programs...

Question 15

A well-crafted job description should include job title,department or division,job summary,supervision,and work performed but not the job context,which is typically dynamic.

Accepted Answer

A well-crafted job description should include the job title, department or division, job summary, supervision, work performed, AND job context. The job context includes information about the dynamic work environment, organizational culture, and any other relevant factors that may impact the job.

Question 16

When involved in developing job analysis,job incumbents tend to see their jobs as requiring greater skill and knowledge than do line managers or outside job analysts.

Accepted Answer

Job incumbents have a detailed understanding of their job duties and responsibilities, which may lead them to believe their job requires greater skill and knowledge than perceived by others. This is known as the incumbents' view bias.

Question 17

List the common techniques used to collect information for job and organizational analyses.

Accepted Answer

The answer of List the common techniques used to collect...

Question 18

A major advantage of customized task inventories is that they generate vivid job descriptions.

Accepted Answer

Customized task inventories are tailored specifically to a particular job, which enables them to accurately capture all the specific tasks, responsibilities and activities that are unique to that job. This level of specificity results in job descriptions that are detailed and comprehensive, making it easier for candidates to understand the expectations associated with the role. This means that customized task inventories do indeed generate vivid job descriptions.

Question 19

The people used as sources of information for the development of job and organizational analyses are referred to as subordinate-manager ensembles (SMEs).

Accepted Answer

The correct term for people used as sources of information for the development of job and organizational analyses is Subject Matter Experts (SMEs), not subordinate-manager ensembles. SMEs can include employees, supervisors, and others with direct knowledge of the job roles.

Question 20

Increased job specialization,decreased job sharing,and the increased prevalence of work teams are some of the reasons why many have begun to question the usefulness of traditional job analysis techniques.

Accepted Answer

The answer of Increased job specialization,decreased job sharing,and the increased...

Quiz 5: Using Job Analysis and Competency Modeling