Chapter 2: Job Analysis and Design

Designing proper job performance standards is another application of A. job analysis B. job summary C. job identity D. job location E. job specification

A

Efficiency is an A. organizational consideration of job design B. ergonomic consideration of job design C. employee consideration of job design D. environmental (societal) consideration of job design E. considered the same as task identity for job analysis purposes

A

Among the key employee considerations in job design are all the following except A. task efficiency B. autonomy C. task identity D. task variety E. task significance

A

Employee considerations of job design do not include A. work flow B. task significance C. autonomy D. variety E. feedback

A

A competency is a skill or ability associated with high A. salary B. job performance C. job design D. job description E. job analysis

B

Environmental considerations of job design include A. job enrichment B. social expectations C. work flow D. feedback E. ergonomic controls

B

When job design increases a worker's responsibility and control over a job, this is an example of A. job enlargement B. job enrichment C. team work D. job analysis E. job performance standards

B

When knowledge about jobs and their requirements are collected by a human resource department, this is called A. job previewing B. job analysis C. job detail D. job research E. job standards setting

B

A brief concise overview on a job description that tells what a job is, how it is done, and why, is called the A. job identity B. job responsibilities and duties C. job analysis D. job summary E. job design

D

A competency model used in job design, can be developed for all of the following except A. teams B. work units C. specific jobs D. key skills and abilities E. individuals

D

In the last twenty years many jobs have been redesigned, often due to the following reason(s) A. global competition B. global competition and complex technology C. increasing worker expectations D. global competition, complex technology, and increasing worker expectations E. increasing worker expectations and global competition

D

Job performance standards may be obtained from all the following except A. job analysis information B. work measurement C. benchmarking D. external applicant pool E. industry standards

D

Moving employees between different jobs is called A. job enrichment B. job enlargement C. job design D. job rotation E. team building

D

The key parts of a job description have sections which include A. human characteristics, working conditions, performance standards, tasks B. job identity, reporting relationships, salary, holidays C. job responsibilities, job working conditions, performance standards, compensation D. job summary, reporting relationships, compensation, tasks E. job identity, job summary, job responsibilities, and job working conditions

E

For any human resource department to be effective, it must first have a clear understanding of A. the jobs found throughout the organization B. the size of the organization C. the customer base D. the technology involved E. the legal environment the firm operates within

A

Human sources of organizational job data could include all the following except A. managers at other similar businesses B. job incumbents C. supervisors D. customers E. subordinates

A

In the first phase of job analysis, one activity a human resource specialist must do is A. become familiar with the organization and its jobs B. determine sources of information C. design collection methods D. collect job analysis information E. design job descriptions

A

Jobs that give workers autonomy tend to increase an employee's A. self esteem and job performance B. salary and vacation allotment C. seniority level and self esteem D. productivity and apathy E. dissatisfaction and complaints

A

Organizational considerations of job design include A. efficiency and work flow B. task variety C. feedback D. task identity E. task significance

A

The two major job attributes that are used as classification criteria by the National Occupational Classification (NOC) are A. skill level and skill type B. industry and occupational mobility C. industry and skill type D. education required and level of computerization E. skill level and geographic location

A

To increase the quality of work life in specialized jobs, HR departments will implement A. job rotation, job enlargement or job enrichment programs B. job enlargement, autonomy and job rotation programs C. feedback, variety and task identity D. ergonomic studies, job rotation and work teams E. job enrichment, work teams and employee suggestions programs

A

When actual performance strays from the performance standards for a job, one likely corrective action may be A. changes to the standards B. having another person measure performance C. dismissal D. changing the job title E. changing jobs from full-time to part-time

A

Without measurable job performance standards A. performance control systems are relatively worthless B. management is more effective C. performance will remain at a constant high level D. morale will increase among the best workers E. workers can be in a strike position

A

Internal job analysis information can produce valid job performance standards under all the below conditions except A. when performance is quantified B. when tasks are complex and specialized C. when performance is easily measured D. when performance standards are understood by workers and supervisors E. when performance requires little interpretation

B

Interviews are an effective way to collect job information for all of the following reasons except A. interviewers can explain unclear questions B. they are quick and cost effective C. answers can be clarified D. job holders and supervisors provide input E. the process can provide accuracy

B

Job analysis information is used for all the following except A. writing job descriptions B. determining profit margins C.designing performance standards D. job design E. assessing job specifications

B

Most job analysis checklists will attempt to measure all of the following items except A. duties and responsibilities B. total wages or salary received C. performance standards D. working conditions E. safety hazards

B

One of the organizational considerations involved in job design is A. variety B. work flow C. task significance D. feedback E. task identity

B

Phase 1 of the job analysis process includes all the following except A. preparation for job analysis B. collection of job analysis information C. uses of job analysis information D. familiarization with the organization and jobs E. identification of jobs to be analyzed

B

The collection of tasks and responsibilities performed by one person is called a A. job B. position C. duty D. chore E. job summary

B

The federal government created an occupational classification which uses the variables of skill level and types of job. It is known as A. DOT B. NOC C. www.workopolis.com D. Position Analysis Questionnaire E. Functional Job Analysis

B

The job identity section on a job description would typically include the following except A. job title B. job summary C. job location D. job grade and status E. whom job reports to

B

The physical relationship between the worker and the work is a(n) A. organizational consideration of job design B. ergonomic consideration of job design C. employee consideration of job design D. environmental consideration of job design E. functional consideration of job design

B

There are __________ phases in the job analysis process A. 2 B. 3 C. 4 D. 5 E. 6

B

Using existing job descriptions and specifications as the source of data for a job analysis is an example of which type of source of job data? A. human B. non-human C. traditional D. specific E. dynamic

B

When job analysts focus on developing broader skills rather than performing specific duties they are using a A. reactive system B. competency matrix C. job redesign portfolio D. structured systematic appraisal E. total organization systems approach

B

A business has one supervisor and six workers; the workers have identical tasks and responsibilities. Therefore there exists A. seven jobs B. six jobs and one position C. two jobs and seven positions D. seven jobs and two positions E. seven jobs and one position

C

A job specification describes A. what a job does B. where the job fits specifically within the organization C. job demands and human characteristics required by them D. specific job behaviours required by company policies E. salary and benefits

C

A job specification is best illustrated by which of the following A. "job reports to data entry supervisor" B. "job requires adherence to specific company regulations" C. "job requires lifting 20kg bags in wet, noisy environment" D. "job deals solely with retail customers" E. "job may involve shift work"

C

All of the below are key job design considerations except A. ergonomic B. employee C. financial D. environmental E. organizational

C

All the following are features of control systems except A. standards B. measures C. discipline D. feedback E. correction

C

Competency based job descriptions are used for all of the following except A. performance management B. compensation C. exit interviews D. career development E. training

C

Generally speaking, the use of employee logs as a collection method for job analysis information would likely be most useful when the goal is to look at A. job selection procedures B. training procedures C. specific tasks and activities D. compensation policies E. discipline policies

C

Job analysis allows human resource specialists to A. determine proper colour schemes for various departments B. justify their existence C. help protect the organization from charges of discrimination D. avoid detailed job descriptions E. avoid legal requirements

C

Job rotation is a(n) A. organizational consideration of job design B. environmental consideration of job design C. employee consideration of job design D. ergonomic consideration of job design E. job rotation is not a job design consideration

C

Task identity is an A. ergonomic consideration of job design B. organizational consideration of job design C. employee consideration of job design D. environmental (societal) consideration of job design E. both an ergonomic and an environmental consideration of job design

C

Task significance is an A. organizational consideration of job design B. ergonomic consideration of job design C. employee consideration of job design D. environmental consideration of job design E. legal consideration of job design

C

The Vancouver Fire Department was found to be in violation of the Human Rights Act by having a minimum height requirement for applicants. This could likely have been avoided by A. simply re-writing the job description B. avoiding taking the matter to the Human Rights Commission C. a proper job analysis process D. appealing to city officials E. keeping the requirements secret

C

The collection phase of job analysis includes A. determination of the uses of job analysis information B. identification of jobs to be analyzed C. determination of the source(s) of job data D. familiarization with organizational mission E. design of job descriptions and specifications

C

The purpose of job analysis schedules is to A. properly schedule the job analyst's time B. schedule which jobs are to be analyzed C. to collect uniform information on the jobs being analyzed D. analyze how employee's time is scheduled E. replace job schedules with position schedules in the organization

C

Which job analysis method asks reviewers to determine the degree to which 194 different task elements are present in a specific job? A. Functional Job Analysis B. Occupational Information Network C. Position Analysis Questionnaire D. Critical Incident Method E. Fleishman's Job Analysis System

C

One good means of checking the accuracy of job descriptions is to have them checked by A. (selected) jobholders B. the job supervisor(s) C. an impartial committee from outside the job area D. job holders and supervisors E. other human resource specialists

D

Proper job performance standards can do all the following, with the likely exception of A. challenging and motivate employees B. maintaining high performance levels C. allowing managers to monitor and control work performance D. reducing morale E. contributing to employee satisfaction

D

Standardized questionnaires to collect job information measure the following A. compensation levels B. workstation design C. absenteeism D. performance standards E. previous job incumbents

D

The definition of a job is A. a position held by one person B. whatever work is assigned on a particular day C. the physical work space occupied D. a group of related activities and duties E. the same as instructions given by the immediate manager

D

The definition of a job is such that a job may be held by A. no more than one person B. one or more people so long as they are in different departments C. one or more people so long as they are in the same department D. any number of people regardless of location E. part-time employees only

D

The technique where incumbents provide examples of behaviours required to do a job effectively, and the way to do it is considered a(n) A. Functional Job Analysis B. Occupational Information Network C. Position Analysis Questionnaire D. Critical Incident Method E. Fleishman's Job Analysis System

D

Work practices are an A. employee consideration of job design B. ergonomic consideration of job design C. organizational consideration of job design D. environmental (societal) consideration of job design E. legal consideration of job design

D

In choosing a data collection method for job analysis information, the best way is A. interviewing B. observation C. (mailed) questionnaire D. employee log E. there is no one best way

E

In identifying jobs to be analyzed, likely targets often include the following, except A. jobs that are crucial to organizational success B. jobs that may preclude members of equity target groups C. jobs that are difficult to learn or perform D. jobs where there is continuous hiring E. jobs involving computers

E

Major human resource activities that rely on job analysis information include all the following except A. determination of training needs B. job design/redesign C. fair compensation policies D. setting of realistic performance standards E. maintenance of the organization's physical infrastructure

E

Non-human sources of job analysis data could include all the following except A. existing job descriptions B. safety manuals C. internet research D. equipment design blueprints E. interviews with employees and supervisors

E

The text suggests that accurate and timely job descriptions are becoming increasingly difficult to produce for a variety of reasons including all the following except A. global competition B. changing worker profile C. fast technological obsolescence D. rapid increase in knowledge requirements E. lack of task identity, variety, and significance

E

The working conditions section on a job description could include all of the following except A. hours of work B. health and safety hazards C. physical environment D. travel requirements E. salary range

E

When jobs are expanded by increasing the number of related tasks an employee does, this is an example of A. job rotation B. job enrichment C. job analysis D. job specifications E. job enlargement

E

Which job analysis method focuses on cognitive, psychomotor, physical and sensory abilities and is relatively new? A. Functional Job Analysis B. Occupational Information Network C. Position Analysis Questionnaire D. Critical Incident Method E. Fleishman's Job Analysis System

E