MAN6365 - Final Exam (Ch. 4)

Which of the following is a good definition of a task?

A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job.

Which of the following is not one of the "great eight" competencies?

A. Mechanical knowledge

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

A. Use with large numbers of people

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

A. converted to a job specification|

The best approach to job analysis for traditional or evolving jobs is _____.

A. job requirements job analysis

A body of information that can be directly applied to the performance of tasks is _______.

A. knowledge

Which of the following are unique properties of teams, from a staffing point of view?

B. KSAOs for teams involve job-spanning skills because members perform multiple roles

A competency is _____.

B. an underlying characteristic of an individual that contributes to job or role performance

The best approach to job analysis for flexible jobs with changing requirements is _____.

B. competency based job analysis

It can be accurately said of the "task dimension" component of a job description that it ___________.

B. is a grouping of similar tasks

It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ____________.

B. kept confidential so employees can report honestly

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

B. skills

A job description is best defined as _____.

B. the organization's indicator of tasks required for each job

What is the "employee value proposition?"

B. the organization's package of rewards provided to employees

The reason for having the manager participate as a job analyst is to ______.

B. verify statements are inclusive and accurate

Using managers in a job analysis lends both expertise and neutrality to the process.

FALSE

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

FALSE

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

TRUE

A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.

TRUE

A work team is an interdependent collection of employees who share responsibility for achieving a specific goal.

TRUE

Advances in technology are one of the major reasons for changes in jobs.

TRUE

Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.

TRUE

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

TRUE

Competency based job analysis is a way to facilitate increased staffing flexibility.

TRUE

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

TRUE

Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

TRUE

Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

TRUE

Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.

TRUE

Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

TRUE

Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

TRUE

It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

TRUE

Job analysis is a primary input and support activity for most functional staffing activities.

TRUE

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

TRUE

Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

TRUE

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

TRUE

Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that are difficult to classify in traditional job analysis.

TRUE

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

TRUE

Surveys and interviews with employees are a key way to gather information on job rewards preferences.

TRUE

Task statements are objectively written descriptions of the behaviors or work activities engaged in by employees in order to perform the job.

TRUE

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.

TRUE

The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.

TRUE

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

TRUE

The greater the task interdependence in a team, the greater the importance of KSAOs pertaining to interpersonal qualities and team self-management qualities.

TRUE

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

TRUE

The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.

TRUE

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

TRUE

The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

TRUE

The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description.

TRUE

The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."

TRUE

Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.

TRUE

The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

FALSE

The legal implications of analyzing competencies beyond job specific ones are well-known.

FALSE

Which of the following is a good definition of a job family?

B. A grouping of jobs, usually according to function

Competency modeling is strategically used to _________.

B. Enhance the skill level of the workforce

The sample size used in job analysis is not relevant to legal defensibility.

FALSE

Which of the following is a good definition of a job category?

C. A grouping of jobs according to generic job title or occupation

Which of the following is not an example of an extrinsic reward?

C. Autonomy

Which of the following is a component of a job requirements matrix?

C. Job context

Which of the following is not a good reason for using an outside consultant for job analysis?

C. Knowledge of organization culture is critical

An underlying, enduring trait of the person that is useful for performing a range of tasks is _______.

C. abilities

If tasks/dimensions are not weighted formally, then ________.

C. all tasks/dimensions are assessed as equally important by default

Sentence analysis technique is an aid to __________.

C. drafting precise task statements

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

C. job security, benefits, opportunities to use skills and abilities, and financial stability

Unlike KSAOs, competencies usually describe characteristics ________.

C. that contribute to success across multiple jobs

Measures of engagement reflect _________.

C. the degree to which an employee identifies with and has enthusiasm for his or her work

An interdependent collection of employees who share responsibility for achieving a specific goal is called a _____.

C. work team

The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

FALSE

Which of the following is a good definition of a job?

D. A grouping of positions that are similar in their tasks and task dimensions

Competency modeling is useful for which of the following applications?

D. All of the above (A. Identifying needs for replacement and succession planning, B. Internal promotion processes, C. Facilitating the HR planning process)

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

D. address pay scales

Which of the following HR outcomes arise from providing and using rewards?

D. all of the above (A. applicant attraction, B. employee performance, C. employee retention)

Skills contained in O*Net include _____________.

D. all of the above (A. basic skills, B. cross-functional skills, C. sensory abilities)

Which of the following are elements of traditional job design?

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

When assessing appropriate rewards, organizations can use information from _____________.

D. all of the above (A. surveys conducted by the Department of Labor, B. surveys conducted by the Society for Human Resources Management, C. internal organizational sources)

Which of the following is NOT shown by an ideal task statement?

D. how each behavior is rewarded

A limitation of observation as a means of gathering job information would be ______________.

D. mental processes are difficult to measure

A job family is a grouping of positions that are similar in their tasks and task dimensions.

FALSE

Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.

FALSE

Competencies are more specific than KSAOs.

FALSE

Competencies contribute to job performance, but not to organizational success.

FALSE

Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.

FALSE

Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.

FALSE

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job

FALSE

In general, there are few, if any, sources of job information external to the organization where the job is performed.

FALSE

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

FALSE

In most modern organizations, jobs are largely well established and change little over time.

FALSE

It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.

FALSE

Job specific KSAOs become largely irrelevant in team-based work.

FALSE

Little research has been done to identify particular job-related skills.

FALSE

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

FALSE

One advantage of intrinsic rewards is that they are basically costless.

FALSE

Pay, benefits, and promotions are typical intrinsic job rewards.

FALSE

Sentence analysis is used to develop competencies.

FALSE

Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.

FALSE

Subject matter experts should not include previous jobholders, private consultants, and customers/clients.

FALSE

Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

FALSE

Tasks should be constructed using broadly applicable verbs, such as "supports," "assists," and "handles."

FALSE

Team-based jobs lend themselves particularly well to job requirements job analysis.

FALSE

Teams are seldom designed to absorb management functions that allow for self-management because they inherently produce excess groupthink.

FALSE

The KSAO portion of a job requirements matrix is often converted to a job description.

FALSE