Job AnalysisMultiple Choice

1. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions.a. Job descriptionb. Job specificationc. Job analysisd. Job contexte. None of the above(c; easy; p. 112)

2. The information resulting from job analysis is used for writing _____.a. job descriptionsb. work activitiesc. work aidsd. job contexte. performance standards(a; easy; p. 112)

3. Which of the following types of information can be collected via a job analysis?a. work activitiesb. human behaviorsc. performance standardsd. job contexte. all of the above(e; moderate; p. 112)

4. Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context(b; moderate; p. 112)

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5. Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context(a; moderate; p. 112)

6. Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context(d; moderate; p. 112)

7. Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. human requirementsd. performance standardse. job context(c; moderate; p. 112)

8. Information regarding matters such as physical working conditions and work schedule is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context(e; moderate; p. 112)

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9. There are _____ steps in doing a job analysis.a. threeb. fourc. fived. sixe. ten(d; easy; p. 113)

10. Deciding how to use the resulting information is the _____ step in doing a job analysis.a. firstb. secondc. thirdd. fourthe. fifth(a; moderate; p. 113)

11. The first step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(a; moderate; p. 113)

12. Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis.a. firstb. secondc. thirdd. fourthe. fifth(b; moderate; p. 113)

13. The second step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(b; moderate; p. 113)

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14. Selecting representative positions to use in the job analysis is the _____ step in the process.a. firstb. secondc. thirdd. fourthe. fifth(c; moderate; p. 114)

15. The third step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(c; moderate; p. 114)

16. Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the _____ step in the job analysis process.a. firstb. secondc. thirdd. fourthe. fifth(d; moderate; p. 114)

17. The fourth step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(d; moderate; p. 114)

18. Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the _____ step in the job analysis process.a. firstb. secondc. thirdd. fourthe. fifth(e; moderate; p. 114)

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19. The fifth step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. verifying the job analysis informationd. collecting data on job activitiese. developing a job description and job specification(c; moderate; p. 114)

20. Developing a job description and job specification is the _____ step in the job analysis process.a. secondb. thirdc. fourthd. fifthe. sixth(e; moderate; p. 114)

21. The final step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(e; moderate; p. 114)

22. A(n) _____ shows the flow of inputs to and outputs from the job being analyzed.a. organization chartb. process chartc. value chaind. job previewe. job description(b; moderate; p. 114)

23. Which term refers to a written statement that describes the activities and responsibilities of the job?a. job specificationb. job analysisc. job reportd. job descriptione. job context(d; moderate; p. 114)

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24. A _____ summarizes the personal qualities, traits, skills, and background required for getting the job done.a. job specificationb. job analysisc. job reportd. job descriptione. job context(a; moderate; p. 112)

25. Which of the following is included in the job specifications?a. personal qualitiesb. traitsc. skillsd. required backgrounde. all of the above(e; easy; p. 114)

26. Which of the following methods is used to gather job analysis data?a. interviewsb. questionnairesc. observationd. all of the abovee. none of the above(d; moderate; p. 115)

27. Who is interviewed by managers collecting job analysis data?a. individual employeesb. groups of employees with the same jobc. supervisors who know the jobd. all of the abovee. none of the above(d; moderate; p. 115)

28. Which of the following is not an advantage of using interviews to collect job analysis data?a. it is simple to useb. some information may be exaggerated or minimizedc. it is quick to collect informationd. it can identify uncommon, but important activitiese. it can be used to explain need for job analysis(b; moderate; p. 115)

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29. Interviews often include questions about _____.a. supervisory responsibilitiesb. job dutiesc. educationd. experiencee. all of the above(e; easy; p. 116)

30. In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the _____.a. length of time an employee has held the positionb. order of importancec. frequency of occurrenced. all of the abovee. b and c only(e; difficult; p. 117)

31. For which of the following jobs is direct observation not recommended to collect data used in a job analysis?a. assembly-line workerb. accounting clerkc. engineerd. receptioniste. salesperson(c; difficult; p. 117)

32. A _____ is the time it takes to complete a job.a. job specificationb. work cyclec. work weekd. shifte. none of the above(b; moderate; p. 117)

33. The average cycle time is a(n) _____.a. minuteb. hourc. dayd. weeke. it depends on the specific job(e; easy; p. 117)

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34. When a worker changes what he or she would normally do because they are being watched, _____ has occurred.a. proactivityb. reactivityc. cyclingd. divertinge. none of the above(b; moderate; p. 117)

35. Which two data collection methods are frequently used together?a. direct observation and interviewingb. questionnaires and direct observationc. interviewing and questionnairesd. diaries and interviewinge. most are used individually(a; difficult; p. 117)

36. Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on _____.a. diariesb. interviewsc. direct observationd. questionnairese. supervisor verification(a; easy; p. 117)

37. Which of the following is considered a qualitative approach to job analysis?a. position analysis questionnaireb. interviewsc. Department of Labor approachd. functional job analysise. all are qualitative approaches(b; difficult; p. 117)

38. Which of the following is considered a quantitative approach to job analysis?a. interviewsb. diariesc. Department of Labor Procedured. direct observatione. questionnaires(c; difficult; p. 117)

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39. What form of data collection involves recording work activities in a log?a. interviewsb. diariesc. direct observationd. questionnairese. none of the above(b; easy; p. 117)

40. Which of the following is not one of the basic activities included in a position analysis questionnaire?a. performing skilled activitiesb. being physically activec. operating equipmentd. processing informatione. all are included in a position analysis questionnaire(e; moderate; p. 122)

41. The _____ assigns a quantitative score to each job based on its decision-making, skilled activity, physical activity, equipment operation, and information-processing characteristics. a. Department of Labor Procedureb. position analysis questionnairec. functional job analysisd. log approache. all of the above(b; moderate; p. 122)

42. Which quantitative job analysis technique can be conducted online?a. position analysis questionnaireb. Department of Labor Procedurec. functional job analysisd. all of the abovee. none of the above(a; difficult; p. 122)

43. Which of the following is included in a functional job analysis?a. the extent to which specific instructions are necessary to perform the

taskb. the extent to which reasoning and judgment are required to perform

the taskc. the mathematical ability required to perform the taskd. the verbal and language facilities required to perform the taske. all of the above(e; moderate; p. 124)

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44. Most job descriptions contain sections that cover _____.a. job summaryb. standards of performancec. working conditionsd. all of the abovee. none of the above(d; easy; p. 125)

45. One uses information from the _____ to write a job specification.a. job summaryb. job identificationc. job descriptiond. standards for performancee. job advertisement(c; moderate; p. 125)

46. What type of information is contained in the job identification section of a job description?a. job titleb. job summaryc. relationships statementd. major functions or activitiese. all of the above(a; difficult; p. 128)

47. FLSA status is located in the _____ section of a job description.a. job summaryb. job identificationc. relationshipsd. responsibilities and dutiese. none of the above(b; moderate; p. 128)

48. The _____ classifies all workers into one of 23 major groups of jobs. a. Department of Labor Procedureb. Job analysisc. Standard Occupational Classificationd. Federal Professions Classification Systeme. None of the above(c; easy; p. 129)

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49. Under the _____, the individual must have the requisite skills, educational background, and experience to perform the job’s essential functions. a. SOCb. DOLc. ADAd. FCCe. SIC(c; moderate; p. 130)

50. Which section of a job description should define the limits of the jobholder’s authority, direct supervision of other personnel, and budgetary limitations? a. job identificationb. job summaryc. relationshipsd. responsibilities and dutiese. pay levels(d; moderate; p. 129)

51. When is an employer required to make a “reasonable accommodation” for a disabled individual?a. any time a disabled individual applies for a positionb. employers are only encouraged to make reasonable accommodationsc. when a disabled individual has the necessary skills, education, and

experience to perform the job, but can’t because of the job’s current structure

d. when it would present an undue hardship e. when the job function is essential(c; moderate; p. 130)

52. Job duties that employees must be able to perform, with or without reasonable accommodation, are called _____.a. essential job functionsb. job requirementsc. primary job activitiesd. work activitiese. all of the above(a; easy; p. 130)

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53. The job specification takes the job description and answers the question, _____?a. What human traits and experience are required to do this job wellb. When will the supervisor be completely satisfied with a worker’s workc. What are the four main activities making up this jobd. How many other employees are available to perform job functionse. What are the performance standards for the job(a; difficult; p. 132)

54. When filling jobs with untrained people, the job specifications may include _____.a. quality of trainingb. length of previous servicec. previous job performanced. physical traitse. all of the above(d; moderate; p. 132)

55. Which of the following work behaviors is considered “generic” or important to all jobs?a. industriousnessb. intelligencec. experienced. moralitye. motivation(a; moderate; p. 133)

56. All of the following work behaviors are considered “generic” or important to all jobs except _____.a. thoroughnessb. attendancec. experienced. schedule flexibilitye. industriousness(c; moderate; p. 133)

57. _____ means assigning workers additional same-level activities, thus increasing the number of activities they perform.a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Job adjustment(d; easy; p. 138)

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58. _____ means systematically moving workers from one job to another.a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Job adjustment(a; easy; p. 138)

59. ______ means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Job adjustment(b; easy; p. 138)

60. Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?a. Adam Smithb. Frederick Taylorc. Frederick Herzbergd. Abraham Maslowe. Milton Friedman(c; moderate; p. 138)

61. _____ refers to broadening the responsibilities of the company’s jobs, and encouraging employees not to limit themselves to what’s on their job descriptions.a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Dejobbing(e; easy; p. 139)

62. Dejobbing can be described as _____.a. assigning workers additional work at the same levelb. redesigning jobs to increase opportunities for responsibilityc. moving workers from one job to anotherd. encouraging employees not to limit themselves to what’s on their job

descriptionse. focusing workers on highly specialized jobs(d; moderate; p. 139)

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63. Job enrichment can be described as _____.a. assigning workers additional work at the same levelb. redesigning jobs to increase opportunities for responsibilityc. moving workers from one job to anotherd. encouraging employees not to limit themselves to what’s on their job

descriptionse. focusing workers on highly specialized jobs(b; moderate; p. 138)

64. Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of _____.a. job enlargementb. job rotationc. job enrichmentd. dejobbinge. job specialization(b; easy; p. 138)

65. The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called _____.a. job redesignb. reengineeringc. process engineeringd. job enlargemente. outsourcing(b; easy; p. 139)

66. Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a _____.a. competency-based job analysisb. Department of Labor Procedurec. functional job analysisd. SOC classification systeme. none of the above(a; easy; p. 140)

67. Competency analysis focuses on _____.a. what is accomplishedb. how work is accomplishedc. when work is accomplishedd. who accomplishes the worke. where the work is accomplished(b; difficult; p. 140)

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68. Traditional job analysis focuses on _____.a. what is accomplishedb. how work is accomplishedc. when work is accomplishedd. who accomplishes the worke. where the work is accomplished(a; difficult; p. 141)

69. Job competencies are always _____.a. measurableb. observablec. based on goalsd. both a and be. all of the above(d; easy; p. 141)

70. When a supervisor bases an employee’s training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using _____.a. competency analysisb. traditional analysisc. performance managementd. functional systems managemente. none of the above(c; moderate; p. 141)

True/ False

71. Job analysis produces information used for writing job descriptions and job specifications. (T; easy; p. 112)

72. The information gathered during a job analysis is primarily used for listing what jobs entail and what kind of people to hire for the job. (T; easy; p. 112)

73. A process chart shows the organization-wide division of work, how the job in question relates to other jobs, and where the job fits in the overall organization. (F; moderate; p. 114)

74. Conducting the job analysis is the sole responsibility of the HR specialist. (F; moderate; p. 112)

75. The interview is the most widely used method for identifying job duties and responsibilities. (T; easy; p. 116)

76. Job analysis is often a prelude to changing a job’s pay rate. (T; moderate; p. 115)

77. Interviews used for job analysis typically follow an unstructured format. (F; easy; p. 115)

78. After completing an interview, the data should be verified with the worker’s immediate supervisor. (T; moderate; p. 116)

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79. Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity. (F; easy; p. 117)

80. Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day. (T; moderate; p. 117)

81. Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay purposes. (F; moderate; p. 117)

82. No significant differences exist between the functional job analysis method and the DOL method. (F; moderate; p. 123)

83. The Department of Labor Procedure identifies performance standards and training requirements for a job. (F; difficult; p. 123)

84. There is no standard format for writing a job description. (T; moderate; p. 125)

85. The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions. (T; moderate; p. 128)

86. The Americans with Disabilities Act (ADA) requires that organizations have job descriptions that list the essential functions of the jobs. (F; difficult; p. 130)

87. The statistical analysis method for job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that can’t distinguish between high and low job performers. (T; moderate; p. 132)

88. The early work of Frederick Taylor supports the recent trend of dejobbing. (F; difficult; p. 138)

89. Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. (F; moderate; p. 138)

90. Job rotation is another term for dejobbing. (F; easy; p. 138)91. Boundaryless organizations use teams and other mechanisms to make

boundaries more permeable. (T; moderate; p. 139)92. In reengineered situations, workers tend to become collectively responsible

for overall results rather than being individually responsible for just their own tasks. (T; difficult; p. 139)

93. Job analysis experts are concerned that in high performance work environments in which employers need workers to seamlessly move from job to job and exercise self-control, job descriptions based on lists of job-specific duties may actually inhibit the flexible behavior companies need. (T; moderate; p. 140)

94. Organizations define competencies in the same way. (F; moderate; p. 140)95. Functional-based job analysis means describing the job in terms of the

measurable, observable, behavioral competencies that an employee doing that job must exhibit to do the job well. (F; difficult; p. 140)

96. Competency-based job analysis is more job-focused than traditional job analysis. (F; difficult; p. 140)

97. Competency analysis focuses on how the worker meets the job’s objectives or actually accomplishes the work. (T; moderate; p. 140)

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98. Performance management means basing employee training, appraisals, and rewards on the skills and competencies he or she needs to achieve his or her goals. (T; moderate; p. 141)

99. A job’s required competencies might include general competencies, leadership competencies, and technical competencies. (T; moderate; p. 141)

100. Employee attitude is at the heart of a company’s performance management process. (F; moderate; p. 141)

Essay/ Short Answer

101. Explain how job analysis provides information useful in recruitment and selection, compensation, and performance appraisal. (moderate; p. 112)

Answer: Job analysis provides information for recruitment and selection by laying out what the job entails and what human characteristics are required to perform these activities. This information helps management decide what sort of people to recruit and hire. Job analysis information is also crucial for estimating the value of each job and its appropriate compensation. A performance appraisal compares each employee’s actual performance with his or her performance standards. Managers use job analysis to determine the job’s specific activities and performance standards.

102. List the steps in conducting a job analysis. (moderate; p. 113-114)

Answer: There are six steps in doing a job analysis. Step 1 is to decide how one will use the information. Step 2 is to review relevant background information such as organization charts, process charts, and job descriptions. Step 3 is to select representative positions. Step 4 is to analyze the job by collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job. Step 5 is to verify the job analysis information with the worker performing the job and with his or her immediate supervisor. Step 6 is to develop a job description and job specification.

103. Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker’s supervisor. (moderate; p. 115)

Answer: The HR specialist might observe and analyze the job and then develop a job description and specification. The supervisor and worker may fill out questionnaires listing the subordinate’s activities. The supervisor and worker may then review and verify the job analyst’s conclusions regarding the job’s activities and duties.

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104. What are the advantages and disadvantages of using interviews to collect job analysis data? (moderate; p. 115)

Answer: Interviews are relatively simple and quick way to collect data. Skilled interviewers can gather information that might otherwise go undiscovered. Some activities might occur only occasionally or be more informal in nature. Interviews can discover these types of activities. The interview also offers an opportunity to explain the need for a job analysis. The biggest drawback is the chance for information to be distorted either to outright falsification or honest misunderstanding.

105. Explain the advantage of using a position analysis questionnaire to analyze a job. (difficult; p. 118)

Answer: The advantage of the PAQ is that it provides a quantitative score or profile of any job in terms of how that job rates on five basic activities: 1) having decision-making/ communication/ social responsibilities, 2) performing skilled activities, 3) being physically active, 4) operating vehicles/ equipment, and 5) processing information. Its real strength is in classifying jobs. Jobs can then be compared quantitatively.

106. Describe the procedure used by the Department of Labor for job analysis. (difficult; p. 123)

Answer: A set of basic activities called worker functions describes what a worker can do with respect to data, people, and things. Each worker function gets an importance level. Then the highest combination would be used to identify the job, since this is the highest level that a job incumbent would be expected to attain. The job ends up with a numerical score. One can group jobs with similar scores together.

107. How is a functional job analysis different from the Department of Labor Procedure? (moderate; p. 124)

Answer: A functional job analysis is similar to the DOL method, but differs in two ways. First, functional job analysis rates the job not just on data, people, and things, but also on four more dimensions: the extent to which specific instructions are necessary to perform the task; the extent to which reasoning and judgment are required to perform the task; the mathematical ability required to perform the task; and the verbal and language facilities required to perform the task. Second, functional job analysis also identifies performance standards and training requirements.

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108. When is a job function essential? (moderate; p. 130)

Answer: A job function is essential when it is the reason the position exists or when the function is so specialized that the firm hired the person doing the job for his or her expertise or ability to perform that particular function. Essential job functions are the job duties that employees must be able to perform.

109. What job-related behaviors are considered generic and important to all jobs? (moderate; p. 130)

Answer: Regardless of the job, the following work behaviors are important to all jobs: industriousness, thoroughness, schedule flexibility, attendance, off-task behavior (reverse), unruliness (reverse), theft (reverse), and drug misuse (reverse).

110. What are the five steps for establishing job specifications based on statistical analysis? (difficult; p. 134)

Answer: Step 1: Analyze the job and decide how to measure job performance. Step 2: Select personal traits like finger dexterity that you believe should predict successful performance. Step 3: Test candidates for these traits. Step 4: Measure these candidates’ subsequent job performance. Step 5: Statistically analyze the relationship between the human trait and job performance.

111. Explain the difference between job enlargement and job enrichment. (easy; p. 138)

Answer: Job enlargement means assigning workers additional same-level activities to increase the number of activities they perform. Job enrichment means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.

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