Question 1

The Management Position Description Questionnaire (MDPQ):

Accepted Answer

A) is designed for analyzing all managerial positions 
B) can be used to determine the training needs of employees moving into managerial positions 
C) is used to place new managerial jobs into the right job family 
D) can be used in the development of performance appraisal forms 
E) is accurately described by all of the above 
A) is designed for analyzing all managerial positions 
B) can be used to determine the training needs of employees moving into managerial positions 
C) is used to place new managerial jobs into the right job family 
D) can be used in the development of performance appraisal forms 
E) is accurately described by all of the above

Question 2

Job analyses are useful for identifying jobs that can be eliminated or combined during organizational restructuring.

Accepted Answer

A) True 
 B)False

Question 3

Why should job incumbents be included in the job analysis process since their ratings of the jobs are likely to be slightly enhanced?

Accepted Answer

Job incumbents are the source of the mos

Question 4

The people used as sources of information for the development of job and organizational analyses are referred to as subordinate-manager ensembles (SMEs).

Accepted Answer

A) True 
 B)False

Question 5

The major disadvantage of the customized approach to developing task and work behavior inventories is:

Accepted Answer

A) its inability to produce adequate details for job descriptions 
B) its lack of flexibility when used in large companies with many employees performing basically the same job 
C) the sizable amount of time it requires 
D) the care with which sampling of the employee population must be done in order to capture statistically viable information 
E) its inability to be computerized 
A) its inability to produce adequate details for job descriptions 
B) its lack of flexibility when used in large companies with many employees performing basically the same job 
C) the sizable amount of time it requires 
D) the care with which sampling of the employee population must be done in order to capture statistically viable information 
E) its inability to be computerized

Question 6

Which of the following terms signifies a more flexible approach to work within the organization?

Accepted Answer

A) role 
B) career 
C) job 
D) function 
E) path 
A) role 
B) career 
C) job 
D) function 
E) path

Question 7

Customized task and work behavior inventories:

Accepted Answer

A) require large number of employees and complex statistical analyses during their development process 
B) can be developed with or without the support of the employees whose jobs are being analyzed 
C) examine tasks and work behavior in terms of human,technical,and conceptual skill requirements 
D) work best for small companies like architectural firms that engage in project-based work 
E) are accurately described by all of the above 
A) require large number of employees and complex statistical analyses during their development process 
B) can be developed with or without the support of the employees whose jobs are being analyzed 
C) examine tasks and work behavior in terms of human,technical,and conceptual skill requirements 
D) work best for small companies like architectural firms that engage in project-based work 
E) are accurately described by all of the above

The Management Position Description Questionnaire (MDPQ):

Job analyses are useful for identifying jobs that can be eliminated or combined during organizational restructuring.

Why should job incumbents be included in the job analysis process since their ratings of the jobs are likely to be slightly enhanced?

The people used as sources of information for the development of job and organizational analyses are referred to as subordinate-manager ensembles (SMEs).

The major disadvantage of the customized approach to developing task and work behavior inventories is:

Which of the following terms signifies a more flexible approach to work within the organization?

Customized task and work behavior inventories:

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters

Exam 5: Using Job Analysis and Competency Modeling

The Management Position Description Questionnaire (MDPQ):

Job analyses are useful for identifying jobs that can be eliminated or combined during organizational restructuring.

Why should job incumbents be included in the job analysis process since their ratings of the jobs are likely to be slightly enhanced?

The people used as sources of information for the development of job and organizational analyses are referred to as subordinate-manager ensembles (SMEs).

The major disadvantage of the customized approach to developing task and work behavior inventories is:

Which of the following terms signifies a more flexible approach to work within the organization?

Customized task and work behavior inventories:

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters