Deck 4: Job Analysis and Job Design

Question 1

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

Answer 1

False

Question 2

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

Answer 2

True

Question 3

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

Answer 3

True

Question 4

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

Question 5

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

Question 6

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 7

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.

Question 8

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

Question 9

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

Question 10

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

Question 11

Inflating a job's responsibilities can occur unintentionally.

Question 12

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 13

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

Question 14

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 15

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

Question 16

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 17

The task inventory analysis method was pioneered by Microsoft.

Question 18

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

Question 19

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.

Question 20

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 21

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

Question 22

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

Question 23

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 24

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

Question 25

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

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 to be based on valid job-related criteria.

Question 27

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

Question 28

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

Question 29

According to the job characteristics model,task identity requires performing a job from beginning to end.

Question 30

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

Question 31

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

Question 32

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

Question 33

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 34

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

Question 35

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 36

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 37

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

Question 38

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

Question 39

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

Question 40

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

Question 41

A job description is:

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

Question 42

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

Question 43

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

Question 44

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)the position analysis questionnaire system.

Question 45

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 46

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

Question 47

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

Question 48

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

Question 49

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

Question 50

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

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

Question 51

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

Question 52

A job specification is:

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

Question 53

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

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

Question 54

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

Question 55

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

Question 56

Telecommuting is effective in retaining valued employees.

Question 57

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

Question 58

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

Question 59

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

Question 60

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)the position analysis questionnaire system.

Question 61

In a fast-moving environment where job analysis must accommodate change,many organizations may adopt a _____,where the emphasis is on characteristics of successful performers rather than standard duties.

A)dynamic job analysis
B)team-based analysis
C)strategic analysis of jobs
D)competency-based analysis

Question 62

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

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

Question 63

_____ 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)Dejobbing
B)Industrial engineering
C)Ergonomics
D)Autonomy

Question 64

The section of a job description that provides information about the location of the job and the reporting relationships involved is the:

A)job duties section.
B)job identification section.
C)job title.
D)job specification.

Question 65

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 66

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)the managers.
C)job analysts from a different organization.
D)individuals who perform the same job.

Question 67

The job specification section of a job description should include:

A)the skills required to perform the job.
B)the location of the job.
C)the person to whom the jobholder reports.
D)the date of job posting.

Question 68

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

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

Question 69

The statements in a job description covering job duties or essential job functions are usually arranged in:

A)alphabetical order.
B)numerical order.
C)order of importance.
D)sequential order.

Question 70

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

A)guidelines on employee selection procedures.
B)interviews with jobholders.
C)observations by HR personnel.
D)questionnaires completed by employees and supervisors.

Question 71

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

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

Question 72

The degree to which carrying out the work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance is known as:

A)task identity.
B)autonomy.
C)feedback.
D)task variety.

Question 73

Most job descriptions contain all of the following EXCEPT:

A)the job title.
B)a job identification section.
C)a job duties section.
D)a job evaluation section.

Question 74

Which popular method of job analysis was pioneered by the U.S.Air Force?

A)Dynamic job analysis
B)Team-based analysis
C)Task inventory analysis
D)Competency-based analysis

Question 75

The objective of the critical incident method of job analysis is to:

A)challenge the employees with their false statements.
B)provide information for job evaluation based on the critical value of the job.
C)prioritize job duties and responsibilities.
D)identify critical job tasks.

Question 76

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

A)Diaries
B)Applications
C)Questionnaires
D)Observations

Question 77

The American with Disabilities Act requires that job duties and responsibilities must be:

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

Question 78

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 many HRM functions.
D)it is required by the law.

Question 79

The job title:

A)is of psychological importance as it provides status to the employee.
B)indicates the level within the occupational hierarchy occupied by the jobholder.
C)may indicate the basic duties involved in the job.
D)all of these are correct.

Question 80

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

A)Ergonomics
B)Functional job analysis
C)Industrial engineering
D)Competency-based analysis