Question 1

Knowledge is a body of information that can be directly applied to the performance of tasks.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is an advantage of using job task questionnaires?

Accepted Answer

A)  Use with large numbers of people 
B)  Highly diverse job content and formats 
C)  Working with top management positions 
D)  Working with newly created jobs 
A)  Use with large numbers of people 
B)  Highly diverse job content and formats 
C)  Working with top management positions 
D)  Working with newly created jobs

Question 3

Which of the following is a challenge to traditional methods of job design?

Accepted Answer

A)  Jobs which evolve in response to technology 
B)  A need for flexible job assignments in start-up business units 
C)  Team-based work processes 
D)  All of the above 
A)  Jobs which evolve in response to technology 
B)  A need for flexible job assignments in start-up business units 
C)  Team-based work processes 
D)  All of the above

Question 4

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following could harm an organization's legal defense in an EEO/AA case?

Accepted Answer

A)  Written job descriptions 
B)  Large sample sizes employed in job analysis 
C)  Emphasis mostly on primary tasks 
D)  Emphasis mostly on secondary tasks 
A)  Written job descriptions 
B)  Large sample sizes employed in job analysis 
C)  Emphasis mostly on primary tasks 
D)  Emphasis mostly on secondary tasks

Question 6

Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following are elements of traditional job design?

Accepted Answer

A)  formal organization charts 
B)  clear and precise job descriptions 
C)  well-defined mobility (promotion and transfer) paths 
D)  all of the above 
A)  formal organization charts 
B)  clear and precise job descriptions 
C)  well-defined mobility (promotion and transfer) paths 
D)  all of the above

Question 8

An observable competence for working with or applying information to perform a particular task is ________.

Accepted Answer

A)  Knowledge 
B)  Skills 
C)  Abilities 
D)  None of the above 
A)  Knowledge 
B)  Skills 
C)  Abilities 
D)  None of the above

Question 9

In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?

Accepted Answer

A)  variety of work, relationship with supervisor, compensation, and networking 
B)  relationship with supervisor, networking, variety of work, and compensation 
C)  job security, benefits, opportunities to use skills and abilities, and financial stability 
D)  networking, variety of work, relationship with supervisor, and compensation 
A)  variety of work, relationship with supervisor, compensation, and networking 
B)  relationship with supervisor, networking, variety of work, and compensation 
C)  job security, benefits, opportunities to use skills and abilities, and financial stability 
D)  networking, variety of work, relationship with supervisor, and compensation

Question 11

The job context component of a job description does not ________.

Accepted Answer

A)  encompass both tasks and KSAOs 
B)  describe physical demands 
C)  describe environmental characteristics 
D)  address pay scales 
A)  encompass both tasks and KSAOs 
B)  describe physical demands 
C)  describe environmental characteristics 
D)  address pay scales

Question 12

The KSAO portion of a job requirements matrix may be ________.

Accepted Answer

A)  converted to a job specification 
B)  converted to a job description 
C)  converted to a job evaluation 
D)  converted into a job pay scale 
A)  converted to a job specification 
B)  converted to a job description 
C)  converted to a job evaluation 
D)  converted into a job pay scale

Question 13

Why might one see inconsistency across raters in competency-based approaches?

Accepted Answer

A)  The question is based on a false premise; well conducted competency-based job analysis seldom has any inconsistencies 
B)  Because competency-based approaches are usually ad hoc and improvisatory 
C)  Because insufficient rewards for accuracy are in place 
D)  Because of the many different ways different people do the same job 
A)  The question is based on a false premise; well conducted competency-based job analysis seldom has any inconsistencies 
B)  Because competency-based approaches are usually ad hoc and improvisatory 
C)  Because insufficient rewards for accuracy are in place 
D)  Because of the many different ways different people do the same job

Question 14

Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.

Accepted Answer

A) True 
 B)False

Question 15

The most important similarity between job demands and competency-based job analysis is the focus on a single job category as a starting point.

Accepted Answer

A) True 
 B)False

Question 16

The job requirements matrix is composed of two components: tasks and KSAOs.

Accepted Answer

A) True 
 B)False

Question 17

Competency analysis is one way to incorporate engagement into job analysis.

Accepted Answer

A) True 
 B)False

Question 18

The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

Accepted Answer

A) True 
 B)False

Question 19

Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities.

Accepted Answer

A) True 
 B)False

Question 20

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

Accepted Answer

A) True 
 B)False

Knowledge is a body of information that can be directly applied to the performance of tasks.

Which of the following is an advantage of using job task questionnaires?

Which of the following is a challenge to traditional methods of job design?

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

Which of the following could harm an organization's legal defense in an EEO/AA case?

Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

Which of the following are elements of traditional job design?

An observable competence for working with or applying information to perform a particular task is ________.

In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?

The job context component of a job description does not ________.

The KSAO portion of a job requirements matrix may be ________.

Why might one see inconsistency across raters in competency-based approaches?

Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.

The most important similarity between job demands and competency-based job analysis is the focus on a single job category as a starting point.

The job requirements matrix is composed of two components: tasks and KSAOs.

Competency analysis is one way to incorporate engagement into job analysis.

The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities.

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

Staffing Models and Strategy

Legal Compliance

Planning

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 4: Job Analysis and Rewards

Knowledge is a body of information that can be directly applied to the performance of tasks.

Which of the following is an advantage of using job task questionnaires?

Which of the following is a challenge to traditional methods of job design?

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

Which of the following could harm an organization's legal defense in an EEO/AA case?

Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

Which of the following are elements of traditional job design?

An observable competence for working with or applying information to perform a particular task is ________.

In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?

The job context component of a job description does not ________.

The KSAO portion of a job requirements matrix may be ________.

Why might one see inconsistency across raters in competency-based approaches?

Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.

The most important similarity between job demands and competency-based job analysis is the focus on a single job category as a starting point.

The job requirements matrix is composed of two components: tasks and KSAOs.

Competency analysis is one way to incorporate engagement into job analysis.

The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities.

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

Staffing Models and Strategy

Legal Compliance

Planning

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters