Deck 5: Job Design and Analysis

Question 1

Information used in job analysis includes __________.

A) Working conditions, equipment, and supervision received
B) Work behaviors, financial impact, and performance standards
C) Work activities, knowledge, and skills
D) All of the above

Answer 1

All of the above

Question 2

Job analysis identifies the amount of time spent on each duty to help determine __________.

A) Critical duties
B) Exempt or non-exempt status according to the Fair Labor Standards Act
C) Educational requirements
D) Organizational placement

Answer 2

Exempt or non-exempt status according to the Fair Labor Standards Act

Question 3

Computerized job analysis __________.

A) Is a long standing method used in writing job descriptions
B) Increases the time and effort required to write job descriptions
C) Gathers general data for trending
D) Uses a data based design for job analysis

Answer 3

Uses a data based design for job analysis

Question 4

The competency approach to job analysis focuses on __________.

A) Tasks, duties, and responsibilities that compose a job
B) Established job descriptions
C) Groupings such as knowledge, training, and licensure
D) All of the above

Question 5

Understanding what employees actually do in their jobs is vital to __________.

A) Decision making on promotions
B) Determining appropriate compensation
C) Accomplishing the strategic objectives of the organization
D) All of the above

Question 6

Exempt or non-exempt status is considered under the wage/hour laws of the __________.

A) Civil Rights Act of 1964
B) Family and Medical Leave Act
C) Executive Order 11246
D) Fair Labor Standards Act

Question 7

Job design can play an important role in __________.

A) Increased costs due to increased turnover
B) Reduced productivity and quality
C) Job dissatisfaction
D) Performance and employee motivation

Question 8

Fundamental job duties are evaluated in order to determine __________.

A) Critical tasks
B) Important duties
C) Necessary activities
D) Essential functions

Question 9

Job analysis follows a logical process to determine all of the following except __________.

A) Purpose
B) Essential functions
C) Job setting
D) Job family

Question 10

Which of the following is an example of a compressed workweek?

A) 4 days, 10 hours per day
B) 5 days, 8 hours per day
C) 6 days, 6.5 hours per day
D) adjusting a schedule to part-time

Question 11

Employees often react to job analysis by __________.

A) Inflating their duties in hope of achieving higher pay levels
B) Complaining that formalizing their duties limits their creativity
C) Getting involved in the revision process
D) All of the above

Question 12

Under JCAHO,the __________ relating to HR planning require the leaders of healthcare organizations to analyze their staffing needs and provide the appropriate types and sufficient number of staff to meet care needs.

A) Leadership standards
B) Competency approach of job analysis
C) Job design
D) Performance standards

Question 13

Which of the following HR activities are affected by job analysis?

A) Union relations
B) Recruiting and selection
C) Compensation
D) All of the above

Question 14

The emphasis on job analysis,job descriptions,and job specifications has increased due to __________.

A) The Civil Rights Act of 1991
B) The Americans with Disabilities Act
C) The increased legal actions taken against employers
D) The labor shortages experienced over the past decade

Question 15

Performance standards should flow directly from the __________.

A) Job specifications
B) Job description
C) Performance standards
D) Leadership standards

Question 16

Job design is influenced by __________.

A) External analysis
B) Departmental objectives
C) Available labor supply
D) Management preferences

Question 17

The job analysis process is typically __________.

A) A consistent methodology
B) Based on professional psychometric practices
C) Consistent regardless of the number of jobs included
D) Single stage

Question 18

To be classified non-exempt,manual,routine,or clerical duties cannot exceed what percentage of an employee's time?

A) Less than 5%
B) Less than 10%
C) Less than 15%
D) Less than 20%

Question 19

Nonessential functions are __________.

A) Generally performed less than 10% of the time
B) Often performed 20% of the time
C) Performed regularly: daily, weekly, monthly
D) Tasks that have consequences to other jobs

Question 20

The information that comes from job analysis is the foundation for __________.

A) Recruiting
B) Selection
C) Compensation
D) All of the above

Question 21

Communicating the process to managers and employees occurs in which stage of the job analysis process?

A) Developing job descriptions
B) Conducting the job analysis
C) Planning the job analysis
D) Preparing for job analysis

Question 22

The competency approach encourages employees to develop competencies that may be used in different work situations,rather than being boxed into a single job.

Question 23

The first step in the job analysis process is to __________.

A) Gather data
B) Draft job descriptions
C) Identify objectives
D) Review existing job documentation

Question 24

A disclaimer in the job description is used to __________.

A) Allow employers to change employees' job duties
B) State that the job description is not an employment contract
C) Allow employers to request that employees perform duties not listed
D) All of the above

Question 25

If job descriptions are not kept current,the entire process of job analysis may have to be repeated.

Question 26

When determining essential functions,only percentage of time spent on an activity is considered.

Question 27

Job descriptions should __________.

A) Not be used to legally defend job-related actions
B) Describe where a job is performed
C) Be written by the employee in the job
D) Not be linked to performance appraisals

Question 28

Without a systematic investigation of a job,an employer may be using recruiting and selection requirements that are not specifically related to the job.

Question 29

Job specification includes __________.

A) Knowledge, skills, and abilities
B) Education and experience
C) Mental and physical requirements
D) All of the above

Question 30

"Attitude" cannot be defined for the purpose of job analysis.

Question 31

Departmental objectives directly affect job design.

Question 32

The KSAs of a job are defined by the qualifications the job holder possesses.

Question 33

A job family is a grouping of jobs with similar characteristics.

Question 34

Person/job fit means reshaping people to fit the job.

Question 35

The performance appraisal should tie the job specifications to performance standards.

Question 36

The physical dimensions of a job could include __________.

A) Crawling
B) Weight to be lifted
C) Hearing requirements
D) All of the above

Question 37

Maintaining and updating job descriptions and job specifications includes __________.

A) Drafting job descriptions
B) Reviewing drafts with manager and employees
C) Identifying recommendations
D) Periodically reviewing all jobs

Question 38

The terms job and position can be used interchangeably.

Question 39

A job description defines the activities to be done on a job,while the job specifications list the KSAs needed to perform the job satisfactorily.

Question 40

Job specifications __________.

A) Should be developed using the job analysis process exclusively
B) Should reflect what is necessary for satisfactory job performance
C) Should define what the ideal candidate would have
D) Can optionally include the mental dimensions of the job

Question 41

KSA stands for knowledge,skills,and attitude.

Question 42

Requirements for lifting,stooping,standing,walking,climbing,or crawling should all be included in the physical dimensions of the job specifications.

Question 43

The disclaimer allows employers to change employees' job duties or request employees to perform duties not listed.

Question 44

A miscellaneous clause in the job description is not recommended.