Deck 4: Job Analysis and Job Design

Question 1

Because a job analysis includes information about the requirements of someone performing
a job,it provides the criteria for evaluating the people who do the work.

Answer 1

True

Question 2

The critical job tasks identified by the critical incident approach to job analysis include those important behaviors and job responsibilities performed by the jobholder that lead to job success.

Answer 2

True

Question 3

KSAs refer to the knowledge,skills,and abilities necessary to do the job.

Answer 3

True

Question 4

If the criteria used to hire and evaluate employees are vague and not job-related,employers
are less likely to find themselves being accused of discriminating against the members
of protected classes.

Question 5

Job specifications describe the duties,tasks,and responsibilities performed on the job and therefore play a key role in performance appraisal.

Question 6

Job Analysis is the process of obtaining information about jobs through a process of determining what the duties,tasks or activities of those jobs are.

Question 7

Common methods of analyzing jobs include interviews,questionnaires,observation,and diaries.

Question 8

The task inventory analysis method was pioneered by Microsoft.

Question 9

Job analysis helps employers meet their duty under the law.

Question 10

A statement of the different duties,tasks,and responsibilities of a job is known as a job specification.

Question 11

Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions.

Question 12

O*Net,compiled by the Department of Labor,contains standardized and comprehensive job descriptions.

Question 13

Most job descriptions include a job title,a job identification section,and a job duties section.

Question 14

Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job.

Question 15

Requiring a high school diploma even for a laborer job is acceptable under the law if the company has a policy that all employees must be high school graduates.

Question 16

An example of a job-related specification might be to require two years experience for a job as senior HR analyst.

Question 17

Inflating a job's responsibilities can occur unintentionally.

Question 18

Job descriptions,job specifications,and even job evaluation can now be downloaded quickly from O*NET.

Question 19

The job title is of psychological importance as well as descriptive.

Question 20

Under the Americans with Disabilities Act,the purpose of "essential functions" in a job description is to help match job requirements to organizational goals.

Question 21

In the job characteristics model,task identity refers to the degree to which the job has a substantial impact on the work of others.

Question 22

Adding more meaningful tasks to an employee's job in an effort to make it more rewarding is an example of job enrichment.

Question 23

In the job characteristics model,skill variety refers to a job entails different activities that require the use of different skills and talents by the jobholder.

Question 24

Job specifications usually cover two areas: (1)the skill required to perform the job and (2)the level of autonomy inherent in the position.

Question 25

Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.

Question 26

Managers of businesses where employees perform many different job tasks must be concerned about writing specific job descriptions because federal guidelines and court decisions require job requirements must be based on valid job-related criteria.

Question 27

The law requires employers to be able to show that the job criteria they use to select employees for a particular position relate specifically to the duties for that job.

Question 28

In the job characteristics model,task identity refers to the degree to which the job requires completion of a whole and identifiable piece of work.

Question 29

The job characteristics model suggests that the motivated,satisfied,and productive employee is one who (1)experiences meaningful work;(2)experiences responsibility for work outcomes;and (3)has a knowledge of the results of his or her work activities.

Question 30

Software programs,more often than not,actually hinder the job analysis process.

Question 31

Job enrichment has become a panacea for personnel problems.

Question 32

According to Oldham,skill variety is the degree to which a job entails a variety of different activities,which demand the use of a number of different skills and talents by the jobholder

Question 33

Job design considers organizational objectives,industrial engineering considerations,ergonomic concerns,and job descriptions.

Question 34

Job enrichment is the process of adding a greater variety of tasks to a job.

Question 35

When writing a job description,use statements that are terse,direct,and simply
worded.

Question 36

Federal guidelines and court decisions now permit that performance requirements of a job may based on invalid job-related criteria.

Question 37

In the job characteristics model,skill variety refers to the amount of freedom held by the employee to schedule work and perform its activities.

Question 38

As a manager,if you designed a job so that an employee could perform the job from beginning to end according to the job characteristics model,you would be creating task identity.

Question 39

Job design is the process of studying and designing equipment and systems that are easy and efficient for employees to use so that their physical well-being is not compromised.

Question 40

In the job characteristics model,feedback refers to the degree to which the job provides substantial freedom,independence,and discretion to the employee.

Question 41

Employee empowerment is an example of when an organization allows its employees to participate in the decisions that affect the overall strategic direction of the organization.

Question 42

Dejobbing refers to a process of structuring organizations not around jobs but
around projects that are constantly changing.

Question 43

Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies.

Question 44

Job sharing is effective with employees who desire to phase into retirement.

Question 45

Employers using the compressed workweek may be required to pay overtime to employees under the Fair Labor Standards Act.

Question 46

Employees participate in flextime when they do entirely different jobs on a rotating schedule.

Question 47

Organizations can help prevent some of the problems a team experiences by determining how to compensate the team's members individually and jointly for its achievement.

Question 48

The major advantage of the compressed workweek involves federal laws regarding overtime.

Question 49

Job design objectives that emphasize industrial engineering considerations concentrate on the study of work cycles to determine how to reduce the time needed to complete the cycle.

Question 50

Telecommuting is effective in retaining valued employees.

Question 51

A critical aspect of industrial engineering is the establishment of time standards for a particular work cycle.

Question 52

A job-analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as:

A) functional job analysis
B) the critical incident method
C) task inventory analysis
D) competency-based analysis

Question 53

Ergonomics is concerned with the design of equipment to accommodate human capabilities.

Question 54

Empowerment encourages employees to become innovators and managers of their own work.

Question 55

A compressed work week includes anything less than 40 hours worked per week.

Question 56

The Fair Labor Standards Act requires overtime to regular workers who work more than eight hours in a day.

Question 57

The job specifications section should also include interpersonal skills if a competency-based job analysis approach is used.

Question 58

Inherent in the concept of work teams is that employees,not managers,are in the best position to contribute to work performance.

Question 59

Characteristics of successful teams include commitment to shared goals,open communication,shared leadership,and clear role assignments.

Question 60

Participation,innovation,access to information,and accountability are the four conditions that organizations must encourage to realize the benefits of empowerment.

Question 61

Which of the following is not a method to gather job analysis information?

A) diaries
B) applications
C) questionnaires
D) observations

Question 62

An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs is known as:

A) functional job analysis
B) the critical incident method
C) task inventory analysis
D) competency-based analysis

Question 63

A job description is:

A) a group of related activities and duties.
B) the different duties and responsibilities performed by one employee.
C) a statement of the knowledge,skills,and abilities required to perform work.
D) a statement of the tasks,duties and responsibilities of a job

Question 64

Based upon the work of Hackman and Oldham,which of the following is NOT one of five core job dimensions related to psychological states?

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

Question 65

The worth and compensation of a job should depend on all of the following except:

A) the conditions and hazards under which the work is performed.
B) the skill and effort the job requires.
C) the amount of responsibility involved.
D) the sex of the employee.

Question 66

Under which method of analyzing jobs would you videotape jobs for later study?

A) interviews.
B) questionnaires
C) observation.
D) diaries.

Question 67

A job analysis method by which important job tasks are identified for job success is known as:

A) functional job analysis
B) the critical incident method
C) task inventory analysis
D) competency-based analysis

Question 68

When a job analyst doubts the accuracy of information provided by employees,he or she should obtain additional information from all of the following except:

A) the employees
B) their managers
C) O*Net
D) other individuals who perform the same job

Question 69

The Americans with Disabilities Act requires that job duties and responsibilities:

A) be essential job functions for job success.
B) be adjusted to describe the reasonable accommodations that the employer is willing to provide.
C) be limited to not more than twenty individual job tasks.
D) be written by job incumbents most familiar with the job.

Question 70

A job specification is:

A) a group of related activities and duties.
B) the different duties and responsibilities performed by one employee.
C) a statement of the knowledge,skills,and abilities required to perform work.
D) a statement of the tasks,duties and responsibilities associated with work.

Question 71

Job data may be obtained in all of the following ways except from:

A) the Uniform Guidelines on Employee Selection Procedures.
B) interviews with jobholders.
C) observation by HR personnel.
D) questionnaires completed by employees and supervisors.

Question 72

Once essential functions for a job are defined,the organization is legally required to make a ____ to the disability of the individual.

A) general accommodation
B) reasonable accommodation
C) general note
D) reasonable acclimatization

Question 73

A statement of the knowledge,skills,and abilities required to perform a job is a:

A) job requirement.
B) job specification.
C) job position.
D) job objective.

Question 74

Job analysis is called the cornerstone of HRM because:

A) the information obtained is proactive.
B) it is the first job given to new HRM employees.
C) the information it collects serves so many HRM functions.
D) it is required by law.

Question 75

Discrepancies between the knowledge,skills,and abilities of the jobholder and the KSA required for the job can be remedied by:

A) training.
B) discipline.
C) cooperation.
D) corporate leadership.

Question 76

The O*NET database:

A) includes descriptions of over 20,000 jobs and collects and publishes data on a continuous basis
B) is the on-line publication of each yearly Dictionary of Occupational Titles
C) is available only on a subscription basis
D) reduces the Dictionary of Occupational Titles to less than 500 job descriptions

Question 77

The process of obtaining information about jobs by determining their duties,tasks,or activities is called:

A) job design.
B) job evaluation.
C) job analysis.
D) job search.

Question 78

____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being.

A) Job design
B) Industrial engineering
C) Ergonomics
D) Job enlargement

Question 79

____ is a field of study concerned with analyzing work methods and establishing time standards.

A) Ergonomics
B) Job design
C) Industrial engineering
D) Competency-based analysis

Question 80

Employers must be able to show that job specifications:

A) relate specifically to the duties of the job.
B) describe fully the actual tasks,duties,and responsibilities of the job.
C) are non-related to job descriptions.
D) contain the criteria for evaluating the performance of the holder of the job.