Deck 4: Analyzing Jobs

Question 1

Job analysts will generally only conduct interviews with job incumbents.

Answer 1

False
Job analysts will conduct interviews with both, the job incumbents and their supervisors.

Question 2

Conducting an adequate job analysis became more important recently with the passage of the Equal Pay Act.

Answer 2

False
The need for firms to base selection criteria on job analysis information has recently become even more important due to the passage of the Americans with Disabilities Act.

Question 3

Job analysis information can be used as the basis for preparing employment tests.

Answer 3

True
Job analysis helps to identify job-related selection criteria that can be used to develop employment tests to facilitate a legal selection process.

Question 4

If time constraints create a problem for arranging interviews to collect job analysis information, the best alternative is to conduct group interviews.

Question 5

HR professionals never base job analysis solely on observation.

Question 6

Critical incidents are specific activities that distinguish effective from ineffective job performance.

Question 7

Job analysis information can be useful in developing a safety and health program.

Question 8

If the purpose of conducting job analysis is to develop a written employment test to assess job applicants' knowledge of the job, the analyst should target information about the specific tasks of the job and the knowledge required to perform each task.

Question 9

Companies use job analysis inventories when information is needed from several people holding the same job title.

Question 10

The sheer amount of information collected during job analysis can be huge, and it is usually necessary to gather all possible data.

Question 11

Observation is the most frequently utilized method to gather job analysis information.

Question 12

A job analysis questionnaire containing only close-ended questions is called a job analysis inventory.

Question 13

Worker requirements refer to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance.

Question 14

Observation, as a method to gather job analysis information, is useful when jobs are simple and easy to describe accurately.

Question 15

Performing an adequate job analysis will not help an employer establish the job-relatedness of its selection process.

Question 16

Job context refers to the conditions under which work is performed.

Question 17

Job analysis-based performance appraisal forms generally provide a better basis for giving feedback to employees.

Question 18

General purpose job descriptions that are used by most companies provide a detailed summary of jobs including subtasks, performance standards, and job context.

Question 19

The format for recording job analysis data to create a job description must be general in nature.

Question 20

The determination of which job functions are essential is made during a job analysis.

Question 21

How does job analysis information help in laying the foundation for employee discipline decisions?

A) By identifying unsafe practices
B) By identifying the level at which each employee should perform
C) By delineating responsibilities and limits of authority
D) By evaluating jobs based on skill level, effort, and responsibility

Question 22

____ is typically determined by evaluating or rating jobs based on important factors such as skill level, effort, responsibility, and working conditions.

A) Job content
B) Job context
C) Job worth
D) Job function

Question 23

Job analysis helps employers make accurate selection decisions by identifying:

A) the knowledge, skills, and abilities necessary to successfully perform a job.
B) the flow of work through the organization.
C) the performance management system being employed.
D) the nonessential job functions.

Question 24

Critical Incident Technique (CIT) is a systematic method of recording job analysis information in which the behavioral dimensions of a job are specified.

Question 25

Managers most commonly use job analysis to help them develop selection criteria.

Question 26

In most companies, the primary responsibility for planning and conducting a job analysis is placed in the hands of line managers.

Question 27

Which process do supervisors employ during job analysis to identify those tasks that are being performed properly and those that are being performed improperly?

A) Abilities inventory
B) Task analysis
C) Task inventory
D) Performance appraisal

Question 28

When conducting a job analysis, an organization must determine all the following EXCEPT:

A) What type of information needs to be collected?
B) How it will collect the information?
C) How the information will be recorded or documented?
D) How much money will the process cost?

Question 29

An employer can rebut discrimination charges regarding selection criteria by demonstrating that the criteria for selection was based on:

A) job analysis.
B) business necessity.
C) company policy.
D) utilization analysis.

Question 30

Once employees have read their job descriptions and have been trained, it is not necessary for managers to frequently communicate performance standards.

Question 31

Operating managers rarely have inputs in the completion of the final job analysis product.

Question 32

To overcome a lackadaisical approach to job analysis, HR professionals must solicit support for job analysis from upper-level managers.

Question 33

The F-JAS is rarely used for employee selection.

Question 34

Employers who base their HRM practices on intuition and guess-work usually end up with useful and legally defensible job descriptions.

Question 35

How does job analysis lead to outcomes that create competitive advantage?

A) By increasing productivity
B) By measuring essential job skills
C) By enhancing the success of HRM practices
D) By enhancing performance levels

Question 36

A key difference between general job description and special-purpose format job description lies in the amount of detail they include.

Question 37

Which of the following is the first step organizations should take to evaluate the effectiveness of a training program?

A) Conduct performance appraisals
B) Specify training objectives
C) Evaluate training objectives
D) Monitor training delivery

Question 38

The key to turning HRM practices into competitive advantage is dependent on the organization conducting:

A) adequate pay surveys.
B) an adequate job analysis.
C) an adequate utilization analysis.
D) an adequate work flow analysis.

Question 39

Job analysis can be helpful in promoting safety in the workplace by:

A) promoting job enlargement.
B) identifying potential hazards on the job.
C) promoting job enrichment.
D) identifying job relationships.

Question 40

When conducting a job analysis interview, interviewers should never steer the interview.

Question 41

When gathering information about ____, the job analyst seeks to determine what the worker does, the purpose of the action, and the tools, equipment, or machinery used in the process.

A) job context
B) tasks
C) functions
D) work behaviors

Question 42

Why is it important that the analyst decide how the job analysis will be used before deciding what information to seek?

A) The intended use of job analysis determines how the information is to be gathered.
B) The intended use of job analysis dictates the particular information to be gathered.
C) The intended use of job analysis determines the evaluations to be performed.
D) The intended use of job analysis determines the tasks and subtasks to be performed.

Question 43

Teaching, research, and service are examples of ____ with respect to a college professor's job content.

A) tasks
B) functions
C) work behaviors
D) context elements

Question 44

Which of the following worker requirements is defined as the capability to perform learned motor tasks?

A) Knowledge
B) Skill
C) Ability
D) Credential

Question 45

Which approach to gathering job analysis information is most useful when the jobs are complex and difficult to accurately describe?

A) Observation
B) Interviews
C) Questionnaires
D) Group interviews

Question 46

Which type of job context information includes discomfort factors such as the presence of extreme temperatures, poor ventilation, and excessive noise?

A) Physical demands
B) Personal demands
C) Working conditions
D) Work behaviors

Question 47

____ refers to the conditions under which work is performed and the demands such work imposes on workers.

A) Job content
B) Job function
C) Job context
D) Job site

Question 48

____ refers to workers' job activities-what workers actually do on the job.

A) Job context
B) Job content
C) Job requirement
D) Job design

Question 49

Which type of job context information helps understand how much discretion a worker has in determining how the job will be carried out?

A) Working conditions
B) Judgment
C) Authority
D) Reporting relationships

Question 50

Which level in the job content information defines the steps to be carried out in the completion of a task?

A) Broad level
B) Intermediate level
C) Specific level
D) Task level

Question 51

Examples of job context information include all the following EXCEPT:

A) how closely the job is supervised.
B) where the job fits in the organization hierarchy.
C) factors within the work environment that cause discomfort or danger.
D) the body of information one needs to perform the job.

Question 52

If the purpose of job analysis is to develop a written employment test, the job analyst should focus on information about:

A) the specific tasks of the job and knowledge required to perform them.
B) the critical incidents of the job.
C) the proof or documentation of knowledge required to perform the job.
D) the lifestyle of the person currently doing the job.

Question 53

Which type of job context information focuses on aspects of a job causing possible stress such as competing demands, constant interruptions, and difficult customers?

A) physical demands
B) personal demands
C) work behaviors
D) working conditions

Question 54

What is an activity that results in a specific product or service called?

A) Function
B) Task
C) Subtask
D) Work behavior

Question 55

Job analysis information may be divided into all the following EXCEPT:

A) job content.
B) job context.
C) worker context.
D) worker requirements.

Question 56

Which of the following worker requirements is defined as the capability to perform nonmotor tasks?

A) Knowledge
B) Skill
C) Ability
D) Credential

Question 57

Which of the following is defined as an activity that is not task specific, but is engaged in when performing a variety of tasks?

A) Function
B) Grouping
C) Work behavior
D) Critical incidents

Question 58

The typical role of a supervisor in the job analysis process is:

A) to focus on job content issues.
B) to focus on job context issues.
C) to review and verify the accuracy of workers' responses.
D) to design the process.

Question 59

Which of the following refers to the qualifications needed to perform a job successfully?

A) Job content
B) Job context
C) Worker requirements
D) Worker agility

Question 60

When a job analyst is using interviews to collect job information, and time constraints present a problem, the best alternative is to conduct:

A) group interviews.
B) videotaped interviews.
C) observation.
D) one-on-one interviews.

Question 61

The rationale underlying the Critical Incident Technique (CIT) approach to collecting job analysis data is that the principle objective of job analysis procedures should be the determination of:

A) what constitutes a reasonable accommodation.
B) factors that have been demonstrated to make the difference between success and failure in carrying out an important part of the job assigned.
C) what constitutes the underlying behavioral structure of the job.
D) the job characteristics that describe the underlying domain of the job.

Question 62

____ refers to categorizing jobs based on the similarity of tasks performed or skills needed.

A) Grouping
B) Stereotyping
C) Labeling
D) Red circling

Question 63

The ____ is premised on the notion that there is some underlying behavioral structure or order to the domain of human work, and there is a limited set of job characteristics that describe this domain.

A) Fleishman Job Analysis Survey
B) Critical Incident Technique
C) Position Analysis Questionnaire
D) Reasonable Accommodation Questionnaire

Question 64

The ____ approach to gathering job analysis data relies on stories or anecdotes that depict successful and unsuccessful job behavior.

A) Critical Incident Technique
B) Position Analysis Questionnaire
C) Fleishman Job Analysis Survey
D) Equal Employment Opportunity

Question 65

A short written summary of job analysis findings is called:

A) job summary.
B) job description.
C) job information.
D) job identification.

Question 66

Which of the following is useful for establishing compensation rates, arrived at by using a statistical formula for combining the 13 dimension scores of a job?

A) Versatile Job Analysis System.
B) Ability Requirements Approach.
C) Position Analysis Questionnaire.
D) Critical Incident Technique.

Question 67

A job analysis questionnaire containing only close-ended questions is called a(n):

A) task inventory.
B) ability inventory.
C) job analysis inventory.
D) job inventory.

Question 68

Which of the following job analysis questionnaires are more commonly used because they provide greater uniformity of responses and are more easily scored?

A) Open-ended
B) Close-ended
C) Interview-based
D) Observation-based

Question 69

The ____ can be used to help physicians decide what medical conditions should qualify or disqualify applicants for jobs.

A) CIT
B) PAQ
C) F-JAS
D) RAQ

Question 70

The Position Analysis Questionnaire, as an approach to gathering job analysis data, is particularly useful for establishing:

A) compensation rates.
B) reasonable accommodation.
C) safety agendas.
D) training needs.

Question 71

____ job analysis questionnaires ask respondents to provide their own answers to the questions.

A) Open-ended
B) Close-ended
C) Observation-based
D) Interview-based

Question 72

A(n) ____ job description is one that contains a variety of information that can be used for communicating job responsibilities to employees and specifying minimum job requirements.

A) general-purpose
B) specific-purpose
C) flexible-purpose
D) essential-purpose

Question 73

Who has the primary job analysis role of implementing job analysis results in their day-to-day activities?

A) HR professionals
B) Line managers
C) Work supervisors
D) Job incumbents

Question 74

Which is the best job analysis information gathering approach for identifying subtasks performed in routine/repetitive types of jobs, such as assembly-line work?

A) Interviews
B) Observation
C) Questionnaires
D) Surveys

Question 75

The process of categorizing jobs such that similar selection criteria, training needs, and evaluation criteria is applicable to all jobs under that category is called ____.

A) Labeling
B) Stereotyping
C) Grouping
D) Assembling

Question 76

The rationale of ____ is that the principal objective of job analysis procedures should be the determination of requirements that are crucial in carrying out important parts of the job assigned in a significant number of instances.

A) versatile job analysis system
B) critical incident technique
C) position analysis questionnaire
D) ability requirements approach

Question 77

____ job analysis questionnaires ask respondents to select an answer from a list provided on the questionnaire.

A) Open-ended
B) Close-ended
C) Observation-based
D) Interview-based

Question 78

Line managers often use job analysis information to:

A) fire employees.
B) transfer employees.
C) determine selection criteria.
D) identify drug abuse.

Question 79

The Critical Incident Technique requires the job analyst to collect critical incidents only from:

A) external sources.
B) compiled data.
C) people familiar with the job.
D) observation.

Question 80

PAQ scores can be used to group jobs having a similar profile of dimension scores into ____.

A) families
B) groupings
C) stereotypes
D) abilities