Deck 3: Job Analysis

Question 1

There are two major types of job analysis:

A)explicit and implicit.
B)overt and covert.
C)objective and subjective.
D)worker-oriented and task-oriented.

Answer 1

worker-oriented and task-oriented.

Question 2

When an I/O psychologist focuses broadly on the general aspects of a person on the job-including the physical, interpersonal, and mental factors necessary to complete that job-the psychologist is using a _____ approach to job analysis.

A)personality-oriented
B)worker-oriented
C)task-oriented
D)hybrid

Answer 2

worker-oriented

Question 3

Turning a key to start an engine is an example of a unit of work activity known as a(n):

A)position.
B)task.
C)element.
D)job.

Answer 3

element.

Question 4

The most basic level of work is made up of the _____ of work, which combine to form _____.

A)aspects; elements
B)elements; tasks
C)tasks; elements
D)tasks; aspects

Question 5

A(n) _____ is a collection of _____.

A)job; positions
B)position; jobs
C)task; positions
D)element; positions

Question 6

Helen is conducting a job analysis for the job of executive assistant. She focuses on describing the various employee characteristics (e.g., patient, intelligent, organized). Which of these describes Helen's approach to job analysis?

A)task-oriented approach
B)KSAO-oriented approach
C)worker-oriented approach
D)personality-oriented approach

Question 7

KSAOs constitute the knowledge, _____, abilities, and other characteristics needed for a job.

A)senses
B)strategies
C)schemas
D)skills

Question 8

A collection of positions similar enough to one another to share a common title is referred to as a(n):

A)element.
B)task.
C)hybrid.
D)job.

Question 9

To conduct a job analysis for the job of truck driver, Joshua is gathering information about the work of truck driving as well as about the truck drivers who perform the work. Which approach to job analysis is Joshua employing?

A)task-oriented
B)element-oriented
C)worker-oriented
D)hybrid

Question 10

Pamela is conducting a job analysis for the job of pizza delivery driver. She focuses on describing the various tasks (e.g., driving a car to a delivery address giving customers correct change). Which of these describes Pamela's approach to job analysis?

A)task-oriented approach
B)element-oriented approach
C)worker-oriented approach
D)hybrid approach

Question 11

Selena has a number of tasks she must complete, such as working with customers, taking inventory, and managing her team. These tasks define her:

A)element.
B)task.
C)position.
D)career.

Question 12

Hector is conducting a job analysis, during which he observes that several elements are involved when a waiter takes a customer's order. These include asking for the order, writing down the order, and retrieving the customer's menu. Collectively, these elements constitute a:

A)position.
B)job.
C)task.
D)domain.

Question 13

In the 1930s, the Department of Labor developed the _____, which was a resource that listed job tasks and duties attached to a job; this has since been replaced by the _____.

A)PAQ; DOT
B)O*NET; DOT
C)DOT; O*NET
D)PAQ; O*NET

Question 14

For the job of a typist, pressing a key on a keyboard is an example of a(n)_____; being able to type words on the keyboard, format a document, and e-mail final documents would be examples of _____.

A)element; tasks
B)task; elements
C)element; jobs
D)task; jobs

Question 15

Job analysis is the process of _____ a job.

A)developing
B)defining
C)adding
D)eliminating

Question 16

According to the terminology presented in the textbook, which list presents the terms from the smallest and most specific to the largest and most general?

A)task, element, position, job
B)task, element, job, position
C)element, task, position, job
D)element, task, job, position

Question 17

In one job analysis approach, experts generate task statements that are then given to incumbents of that job, who check off which tasks they do on the job. This technique is known as the:

A)Task Inventory Approach.
B)Task Checklist Approach.
C)Job Element Method.
D)Common-Metric Questionnaire.

Question 18

KSAOs constitute the knowledge, skills, _____, and other characteristics needed for a job.

A)attitudes
B)aptitudes
C)abilities
D)assignments

Question 19

In job analysis, we often need to consult people, usually job incumbents or supervisors, who have a great deal of expertise in how a particular job is done. These people are known as:

A)PAQs.
B)DOTs.
C)SMEs.
D)JEMs.

Question 20

Task Inventory Approach, Functional Job Analysis, and the O*NET are all examples of:

A)task-oriented techniques.
B)worker-oriented techniques.
C)KSAOs.
D)job elements.

Question 21

In conducting a Functional Job Analysis for the position of police officer, the task "places suspect in handcuffs" is linked to a requirement for the use of physical resources such as strength, speed, and coordination. All of these are related to the _____ dimension.

A)data
B)people
C)things
D)inputs

Question 22

Karl is interested in conducting a job analysis that will provide very specific information about what tasks a particular job will involve. Karl should use:

A)task-oriented techniques.
B)worker-oriented techniques.
C)a common-metric method.
D)the Position Analysis Questionnaire (PAQ).

Question 23

Which of these is a criticism of the task-oriented approach to job analysis?

A)The approach is too narrowly focused on the tasks for a particular job.
B)The approach identifies too many similarities among jobs.
C)The approach relies too heavily on incumbents' knowledge, skills, and abilities.
D)Incumbents write inaccurate task statements.

Question 24

The _____ was developed by the Department of Labor using the Functional Job Analysis method.

A)Common-Metric Questionnaire
B)Cross-Occupation Network
C)Dictionary of Occupational Titles
D)Job Element Method

Question 25

Brian is interested in conducting a job analysis in order to compare different jobs with respect to their reliance on incumbents' talents and abilities. Brian should:

A)use task-oriented techniques.
B)use worker-oriented techniques.
C)use occupational requirement techniques.
D)conduct a Functional Job Analysis.

Question 26

The best-known job analysis method is the:

A)Common-Metric Questionnaire.
B)Job Element Method.
C)Task Inventory Approach.
D)Position Analysis Questionnaire.

Question 27

In the Dictionary of Occupational Titles (DOT), the "may" items:

A)provide a general description of the job.
B)are made up of a nine-digit code that provides information about the job.
C)indicate tasks that can be done by this position but are not typically considered part of the job.
D)indicates whether the item is also listed in the O*NET.

Question 28

In a Functional Job Analysis, the category "data" is defined as the extent to which the:

A)job requires employees to be able to physically perform certain tasks.
B)job requires employees to get along with others.
C)job requires the employee to work with information, ideas, and facts.
D)job requires the employee to be able to type quickly.

Question 29

In a Functional Job Analysis, tasks are rated on three factors:

A)inputs, outputs, and processes.
B)tangibles, intangibles, and other.
C)knowledge, skills, and abilities.
D)people, data, and things.

Question 30

In a Functional Job Analysis, the category "people" is defined as the extent to which the:

A)job requires employees to use interpersonal resources.
B)job requires employees to synthesize complex data.
C)employee uses physical strength, speed, and coordination on the job.
D)company requires the employees to manage information.

Question 31

In a Dictionary of Occupational Titles (DOT) entry, the BEST simple description of the job can be found in the:

A)"may" items.
B)task element statements.
C)lead statement.
D)occupational code.

Question 32

Of these job analysis techniques, which one is aimed at directly at connecting job analysis to the selection context by identifying the knowledge, skills, abilities, and other characteristics (KSAOs) necessary for successful performance?

A)the Position Analysis Questionnaire
B)the Common-Metric Questionnaire
C)the Job Element Method
D)the Task Inventory Approach

Question 33

Which of these is a class of information in the O*NET Content Model?

A)leader characteristics
B)retirement requirements
C)occupational requirements
D)typical worker satisfaction with the job

Question 34

In a Functional Job Analysis, tasks are rated on three factors: people, data, and:

A)activities.
B)things.
C)objectives.
D)items.

Question 35

Fred is planning to conduct a job analysis of bus drivers and decides to survey incumbents to gather information about the job. This means he will be surveying:

A)customers who ride the buses.
B)current bus drivers.
C)the supervisors of current bus drivers.
D)I/O psychologists who possess expertise on bus driving.

Question 36

In the Task Inventory Approach to job analysis, task statements may be generated by:

A)new employees who have just started the job.
B)the CEO of another company.
C)retirees who have never held that job.
D)anyone with knowledge of the job, including supervisors, incumbents and I/O psychologists.

Question 37

The O*NET is an example of a _____, while the Position Analysis Questionnaire (PAQ) is an example of a _____.

A)worker-oriented approach; task-oriented approach
B)worker-oriented approach; hybrid approach
C)hybrid approach; worker-oriented approach
D)task-oriented approach; worker-oriented approach

Question 38

In an effort to make job analysis easier, researchers have put job descriptions on the Internet. The name of this database of job descriptions is known as:

A)the PAQ.
B)the O*NET.
C)the CMQ.
D)the JEM-NET.

Question 39

In conducting a Functional Job Analysis for the position of personal trainer, the task "encourages client to meet his or her training goals" is linked to a requirement for the use of courtesy and understanding. Both of these are related to the _____ dimension.

A)data
B)people
C)inputs
D)outputs

Question 40

Which of these is information provided by the O*NET?

A)worker characteristics
B)minimum wage law information
C)job safety information
D)satisfaction indices

Question 41

Objectives and criteria used to rate employees should be based on:

A)results from the Wonderlic Personnel Test.
B)recommendations provided by a supervisor.
C)results of a job analysis.
D)benchmarks provided by executive management.

Question 42

Which of these is a recent advancement toward understanding subject matter expert (SME) ratings?

A)SME incumbents endorse ability statements as important even when the abilities are not essential.
B)SME incumbents intentionally plan to create inaccurate job analysis data.
C)SME incumbents do not engage in self-serving behavior when identifying traits important to their job.
D)One's attitude toward one's job does not affect job analysis ratings.

Question 43

Job _____ involves categorizing jobs into families.

A)specification
B)description
C)classification
D)placement

Question 44

What is a potential problem with using SME ratings for job analysis?

A)Because SMEs allow their own jobs to influence their ratings, their ratings may not be as accurate.
B)Because SMEs who dislike their jobs will be unlikely to carefully consider job tasks, their ratings will be misleading.
C)Because SMEs typically dislike providing these ratings, it is difficult to get enough data to have a good understanding of a job.
D)Because SMEs tend to be male, they often overlook interpersonal factors related to the job.

Question 45

Job classification involves categorizing jobs into:

A)families.
B)groups.
C)classes.
D)clusters.

Question 46

Job _____ relate to task aspects of the job, while job _____ relate to KSAOs that are necessary for the job.

A)specifications; descriptions
B)specifications; SMEs
C)SMEs; descriptions
D)descriptions; specifications

Question 47

Which of these is a main difference between job analysis and competency modeling?

A)Competency modeling is more task-oriented, while job analysis is more worker-oriented.
B)Competency modeling is much broader in focus than job analysis.
C)Job analysis is less methodologically rigorous than competency modeling.
D)Job analysis addresses organizational strategy, whereas competency modeling does not.

Question 48

One advantage of using the Common-Metric Questionnaire for job analysis is that:

A)its items are less behaviorally specific than those on the Position Analysis Questionnaire.
B)its items are more behaviorally specific than those on the Position Analysis Questionnaire.
C)its items have a high reading level.
D)it requires very little time for administration.

Question 49

One of the major criticisms of the Position Analysis Questionnaire is that:

A)the time required to complete it is very long.
B)its reading level rules out less-educated incumbents.
C)it ignores the specific job tasks.
D)it is geared toward managerial jobs only.

Question 50

The people requirements described by a job analysis are known as:

A)job descriptions.
B)job evaluations.
C)job specifications.
D)job crafting.

Question 51

The focus of the Common-Metric Questionnaire is on:

A)describing jobs at a level of difficulty that allows the descriptions to be compared across jobs.
B)describing jobs in a highly specific manner to uncover only critical similarities.
C)describing as many types of knowledge, skills, and abilities required for the job as possible.
D)using a different rating scale for every job.

Question 52

The area of industrial psychology for which job analysis is most important is:

A)training.
B)performance appraisal.
C)selection and placement.
D)job redesign.

Question 53

Erin is addressing job incumbents. She will administer an instrument that consists of 2,077 items and is organized along 80 dimensions. Which worker-oriented technique is Erin using?

A)Position Analysis Questionnaire
B)Job Element Method
C)Work Design Questionnaire
D)Common-Metric Questionnaire

Question 54

One reason that job analysis is important to organizations is that:

A)it can be used in the legal defense of employment practices.
B)it eliminates the need for an HR department.
C)employee attitudes improve with participation in job analysis.
D)supervisors would not understand incumbents' jobs without it.

Question 55

Why is it important for a job analysis to be accurate?

A)If a job analysis misses an important KSAO, an organization may hire employees who will be unable to perform the job successfully.
B)If a job analysis is inaccurate, supervisors will likely be unfair in their performance evaluations.
C)If a job analysis is too worker-oriented, it will be too specific to apply to more than one job.
D)If a job analysis is too task-oriented, it will be too vague to provide any helpful information about what person to hire.

Question 56

The Position Analysis Questionnaire is not particularly well suited for:

A)customer service positions.
B)clerical positions.
C)managerial positions.
D)jobs inhabited by well-educated individuals.

Question 57

The outcome of job analysis that presents the task requirements of a job is the:

A)job evaluation.
B)job description.
C)job specifications.
D)element statement.

Question 58

Which of these is the BEST description of a strategic job analysis?

A)a technique for researching jobs that helps CEOs determine which jobs are more strategically important
B)a job analysis in which only the most key components of the job are recorded
C)a process of collecting information about how a job is likely to evolve in the future
D)a job analysis in which the goal is to reduce the number of jobs into the lowest number possible to get the work completed

Question 59

_____ delineate the KSAOs deemed necessary to perform the job and describe the people requirements.

A)Job specifications
B)Job descriptions
C)Job evaluations
D)Elements

Question 60

Which method of job analysis is administered on the computer?

A)Job Element Method
B)Task Inventory Approach
C)Common-Metric Questionnaire
D)Functional Job Analysis

Question 61

When Renata conducts a job analysis, she realizes that the employees are spending far too much time on one component of their job because of outdated equipment. In this case, the job analysis will be helpful for:

A)training.
B)job redesign.
C)job evaluation.
D)competency modeling.

Question 62

Which of these is NOT a compensable factor?

A)effort
B)skill
C)working conditions
D)work design

Question 63

A _____ is a collection of _____.

A)position; tasks
B)position; jobs
C)task; positions
D)element; positions

Question 64

What might be one reason that an organization might choose to pay someone more than is suggested by a job evaluation?

A)if there is a threat of a lawsuit
B)when people are unwilling to take a job unless it is well compensated
C)when workers have a family and will need the additional income
D)when it is easy to find someone to take that position

Question 65

Which of these is a step in conducting a point-system job evaluation?

A)SMEs use a job analysis to identify compensable factors.
B)Supervisors use subjective ratings of employee performance to assign wages.
C)Jobs are given equal point values regardless of compensable factors.
D)Employees who have low or negative point values are laid off.

Question 66

Arynn is conducting a job analysis for the job of veterinarian. She focuses on describing the various tasks (e.g., treating animals, interacting with human customers). Which of these describes Arynn's approach to job analysis?

A)position-oriented
B)task-oriented
C)worker-oriented
D)hybrid

Question 67

A(n) _____ is a collection of _____.

A)task; elements
B)position; jobs
C)task; positions
D)element; jobs

Question 68

Frank is ready to conduct a job evaluation, and he wants to employ the most frequently used approach to job evaluation. Frank should use:

A)the point system.
B)the plot system.
C)comparable worth.
D)competency modeling.

Question 69

In the event that a job evaluation identifies someone who is being undercompensated, the organization might consider:

A)firing that person.
B)eliminating that person's benefits.
C)asking that person to serve as an SME in a job analysis.
D)providing that person with a wage increase.

Question 70

Plotting point scores against current wages in a job evaluation can help identify:

A)which job specifications are inaccurate.
B)which job openings will be difficult to fill.
C)whether individuals are overcompensated or undercompensated.
D)whether a job analysis is necessary.

Question 71

Max learns that one position in his company is affected by changes in technology: Each time a new machine is designed, his employees will need additional training to do their jobs. In this case, we might indicate that these jobs are:

A)idiosyncratic.
B)ideographic.
C)dynamic.
D)nomothetic.

Question 72

Proponents of comparable worth suggest that women are paid less than men because:

A)women are less likely to have graduate degrees.
B)women are more likely to need to take time off to raise children.
C)the market is biased and artificially sets compensation for female-dominated jobs lower than male-dominated jobs.
D)men are more likely to be interested in leadership positions.

Question 73

In the event that a job evaluation identifies someone who is being overcompensated, the organization might consider:

A)eliminating that person's benefits.
B)instituting a hiring freeze for that position.
C)moving that person into a different job family.
D)provide that person with a wage increase.

Question 74

On average, women earn about _____ of what men earn.

A)23%
B)64%
C)77%
D)116%

Question 75

Data suggest that when a field becomes female-dominated:

A)there is more focus on interpersonal relations.
B)the rate of pay tends to decrease.
C)the rate of sexual harassment rises.
D)there is less focus on advanced education.

Question 76

According to the point-system approach:

A)an individual who works in dangerous conditions should receive more compensation.
B)men should receive more points than women.
C)parents should have more flexible deadlines than nonparents.
D)employees should receive point rewards for doing good work.

Question 77

KSAOs constitute the knowledge, skills, abilities, and _____ someone must have for a job.

A)opportunities
B)objectives
C)other characteristics
D)obsessions

Question 78

_____ is a technique based on job analysis that determines the worth of particular jobs to organizations.

A)Job specification
B)Job description
C)Job evaluation
D)Job logging

Question 79

Which of these is a compensable factor?

A)gender
B)responsibility
C)age
D)conscientiousness

Question 80

In which example might an organization decide to pay someone less than is suggested by a job evaluation?

A)The position is popular among mid-difficulty managers because it is a good stepping-stone to upper-difficulty management positions.
B)The position tends to be male-dominated.
C)The position requires someone spend time in dangerous conditions.
D)Other companies pay individuals in that position well.