Question 1

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.

Accepted Answer

If the criteria used to hire and evaluate employees are vague and not job-related, employers are more likely to be accused of discriminating against the members of protected classes, as their decisions may be based on subjective factors and biases rather than objective qualifications and skills. Clear and specific job-related criteria can reduce the risk of discrimination and ensure fair and consistent hiring and evaluation practices.

Question 2

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

Accepted Answer

While employee interviewing is a valuable method of job analysis, it is not necessarily the most accurate. Employees may still exaggerate or understate essential job functions, either intentionally or unintentionally. Other methods, such as direct observation or objective measures (e.g. time and motion studies) can also be useful in obtaining an accurate picture of job requirements.

Question 3

Kim lives in New York, Steve and Renee are in Houston, LeAnn is in Paris, and the rest of the project members are in Chicago. They use technology to work together as a virtual team.

Accepted Answer

The statement mentions that the project members use technology to work together as a virtual team, which indicates that they are not physically in the same location. Kim is in New York, Steve and Renee are in Houston, LeAnn is in Paris, and the rest of the members are in Chicago, which suggests that they are geographically dispersed and rely on virtual communication tools to collaborate.

Question 4

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

Accepted Answer

Job analysis provides information about the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform a job. This information is essential for developing performance standards, job descriptions, and selection criteria for the job. By defining the expectations and requirements of the job, a job analysis provides a basis for evaluating employee performance and determining training needs.

Question 5

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

Accepted Answer

O*Net Online is a database of occupational information maintained by the Department of Labor. It provides standardized and comprehensive job descriptions for various occupations.

Question 6

Randy was asked to prepare a job analysis that includes important behaviors and job responsibilities performed by the jobholder that lead to job success. He is being asked to use the critical incident method of job analysis.

Accepted Answer

The critical incident method is used to identify specific behaviors and job responsibilities that lead to job success.

Question 7

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.

Accepted Answer

Job analysis involves identifying the specific duties, tasks, and responsibilities that make up a job, as well as the necessary skills, knowledge, and qualifications required to perform those tasks. It is a systematic process of gathering information about a job in order to understand its requirements and responsibilities more fully.

Question 8

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.

Accepted Answer

The answer of Requiring a high school diploma, even for...

Question 9

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.

Accepted Answer

This is a fundamental concept in employment law known as "job-relatedness" or "job-related qualifications." Employers must demonstrate that the criteria they use to screen or select candidates are directly related to the duties and responsibilities of the job in question.

Question 10

A new position is being created in Tina's department. She has been asked to create a statement of the different duties, tasks, and responsibilities of the job. Tina is writing a job specification.

Accepted Answer

Tina is writing a job description, not a job specification. A job description outlines the duties, tasks, and responsibilities of a position, while a job specification details the qualifications, skills, and experience required from a candidate.

Question 11

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

Accepted Answer

The job title is not only a description of the role, but also has psychological importance as it can influence how employees perceive themselves and their level of importance within the organization. It can also impact how clients and customers view the company and its services/products.

Question 12

One benefit to virtual teams is that they overcome the language and cultural barriers that often occur when people who are geographically dispersed try to work together on a project.

Accepted Answer

Virtual teams can actually amplify language and cultural barriers due to the lack of face-to-face interaction and reliance on written or electronic communication, which can lead to misunderstandings and challenges in conveying nuances.

Question 13

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

Accepted Answer

The answer of Job descriptions, job specifications, and even job...

Question 14

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

Accepted Answer

The purpose of essential functions in a job description is to identify the fundamental duties of the job and determine if an individual with a disability is qualified to perform those duties with or without reasonable accommodation.

Question 15

KSAOs refer to the knowledge, skills, abilities, and other attributes required of a person performing a job.

Accepted Answer

KSAOs indeed refer to the knowledge, skills, abilities, and other attributes required for a job.

Question 16

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

Accepted Answer

Job specifications actually describe the qualifications, skills, and experience required by a person to perform the job, not the duties or tasks themselves. Job descriptions are what outline the duties, tasks, and responsibilities performed on the job.

Question 17

Randy was asked to create a list of tasks and their descriptions that could be used as a basis to identify components of a job specific to his organization. He should complete a critical incident analysis to complete these tasks.

Accepted Answer

Randy should complete a job analysis to identify components of a job specific to his organization, not a critical incident analysis. Job analysis involves collecting information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

Question 18

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

Accepted Answer

Job descriptions typically include a job title, a section for identifying the job (including location, department, and supervisor), and a section describing the duties and responsibilities of the position.

Question 19

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

Accepted Answer

Job specifications typically cover the qualifications, skills, education, and experience required for a job, not the level of autonomy. Autonomy is more related to job descriptions.

Question 20

Inflating a job's responsibilities can occur unintentionally.

Accepted Answer

Inflating a job's responsibilities can sometimes occur unintentionally due to unclear job descriptions or a lack of understanding of the role's scope. It can also happen when an organization is undergoing changes or restructuring, and job responsibilities are reassigned or added without proper communication or planning.

Quiz 4: Job Analysis and Job Design