Ch. 3 and Ch 4
Graphic rating forms tend to focus _______ while behavior-focused rating forms concentrate ________.
Traits; specific instances of behavior
15. A customer service representative must address the needs/issues of clients who call in by gathering and transmitting information verbally. This is an example of a(n) a. ability. b. skill. c. knowledge. d. other personal characteristic.
a
A university professor is supposed to teach, engage in scholarship, and provide service to the university. My measure of professor performance is the mean student rating received in all classes. Because this measure does NOT include scholarship or service, we say that is has a. Criterion deficiency b. Criterion relevance c. Criterion contamination d. Criterion complexity
a. Criterion deficiency
You have been hired to conduct a job analysis at a local fast food chain. After completing your analysis, you conclude that the job requires the job incumbent to cook hamburgers. What type of job analysis have you performed? a. a job-oriented job analysis b. a person-oriented job analysis c. a task-oriented job analysis d. a KSAO-oriented job analysis
a. a job-oriented job analysis
A computer network engineer must understand the workings of the computer system she/he runs. This would be classified as __________ in a person-oriented job analysis. a. knowledge. b. skill. c. ability. d. Other personal characteristic.
a. knowledge.
25. Instances of behavior that represent different levels of job performance from outstanding to poor are known as a. essential incidents b. critical incidents c. essential functions d. critical functions
b
28. People who have detailed knowledge about the content and requirements of their own jobs or the jobs they supervise are called: a. job analysts b. subject matter experts c. trained observers d. work psychologists
b
41. Which job analysis method generates scores on dimensions that are applicable to all jobs, enabling a job analyst to make comparisons among all jobs? a. Job Components Inventory b. Functional Job Analysis c. Team Job Analysis d. task inventories
b
In the Research in Detail feature of the text, the author describes a study by Borman, Dorsey, and Ackerman (1992), in which they asked stockbrokers to describe their jobs. Which of the following statements is true? a. Time spent in tasks did not significantly relate to performance. b. There can be differences in time spent doing tasks among people in the same job. c. More successful stockbrokers spent less time helping other stockbrokers. d. The results revealed that reports of time spent are unreliable and invalid.
b
Task inventories have questionable a. internal consistency reliability. b. inter-rater reliability. c. content validity. d. criterion related validity
b
18. Actions that must be done on a job are called a. comparable functions. b. critical actions. c. essential functions. d. critical incidents.
c
The JCI offers information on ________ components of job features. a. three b. four c. five d. six
c
The job analysis reveals that job X is at the 85th percentile in terms of required reading skills. What type of job analysis was used? a. Job Components Inventory b. Functional Job Analysis c. Position Analysis Questionnaire d. Task Inventories
c
Which of the following is NOT a use of performance appraisal information? a. Using as a criterion to determine the effectiveness of an organizational intervention b. Providing employees with feedback about his job performance c. Selection of appropriate job applicants d. Making salary decisions
c
Which technique for collecting job analysis information provides the LEAST information about the context in which the tasks are done? a. job analyst performs the job b. job analyst observes employees doing the job c. job analyst interviews job incumbents d. both "a" and "b" ignore context
c
You have been assigned to collect job analysis information for your first job analysis. Which method is the most efficient method for you to use? a. observe a job incumbent perform the job b. interview SMEs c. administer questionnaires to SMEs d. do the job yourself
c
Which of the following is the first step that you would take in developing a behavior-focused form for use in performance appraisal? a. Develop descriptions of effective and ineffective job performance b. Develop job dimensions and place descriptions into the dimensions c. Conduct a job analysis d. Evaluate the effectiveness of the descriptions
c. Conduct a job analysis
24. You have finished your degree in I/O psychology. Your first task at IPSYCH, Inc., is to present a "pitch" to a potential new client on the benefits that their organization will reap from having IPSYCH, Inc., conduct a thorough job analysis. What will you say? a. "We will save you lots of money by identifying those employees you should fire." b. "We will help you to hire the best people for the job, avoiding lawsuits for discriminatory employment practices." c. "We can help you identify areas where training is needed by your employees." d. B and C only
d
29. During job analysis, information is often obtained from subject matter experts (SMEs). SMEs include a. job analysts and company executives. b. job analysts and supervisors. c. job analysts and job incumbents. d. job incumbents and supervisors.
d
4. Your roommate tells you that he is concerned that his manager's depressed mood might affect his performance appraisal. Based on the research on the effect of rater mood on appraisal rating, is your roommate justified in his concern? a. No, appraisals conducted by trained evaluators are not influenced by mood. b. No, the evaluations by depressed raters appear to be more accurate. c. No, depressed raters tend to exhibit less halo errors d. both b and c
d
67. Although the job evaluation method can indicate the relative value of a job, salary levels for jobs are often affected by other factors, including: a. critical incidents b. essential functions c. a job analyst's opinion d. the market wages for a job
d
22. True or False: In Borman's (1987) study of soldier effectiveness, experienced officers did not agree on what constituted good performance
f
True or False: It is unclear what is considered to be satisfactory performance when subjective performance measures are used.
f
Before teaching a class, a professor must prepare a lecture. Preparation of a lecture is an example of a a. knowledge. b. task. c. skill. d. critical incident.
task
20. George thinks all professors are absent minded. This is an example of a a. Stereotype b. Prototype c. Sociotype d. None of the above
a
63. According to the principle of _________, two jobs of equal value to the organization should have similar pay scales, regardless of whether most employees in the jobs are men or women. a. comparable worth b. equality c. job evaluation d. essential worth
a
If a criterion is deficient it lacks a. Content validity b. Criterion related validity c. Construct validity d. Face validity
a
Job analysis information on the job of a nuclear power engineer should NOT be gathered by a. having the job analyst perform the job. b. observing the engineers on the job. c. interviewing SMEs. d. giving out questionnaires to employees of the nuclear power plant
a
Research on the validity of job analysis ratings has shown that: a. people are more accurate when rating specific tasks b. people are more accurate when rating traits people need to do the job c. people are more accurate when rating general job duties d. the validity of ratings is constant across different kinds of job analysis ratings
a
The JCI or Job Components Inventory was developed for which of the following reasons? a. To match job requirements to worker characteristics. b. To allow I/O psychologists to make comparisons among jobs. c. To use in school curriculum development. d. To use in vocational guidance.
a
Which method of job analysis was designed to permit simultaneous assessment of the job requirements and a person's KSAOs? a. Job Components Inventory b. Functional Job Analysis c. Position Analysis Questionnaire d. task inventories
a
5. Which of the following terms describes the standard against which you judge performance and the way to distinguish good from bad performance? a. Predictor b. Criterion c. Contextual performance d. Relevance
b
62. You do a job evaluation for all 50 jobs at Psychcom, Inc. When you plot the actual salaries for the jobs against the point totals you find that most jobs fall on a (more or less) straight line. The plot for secretaries, however, is below the line. What does this mean? a. It means that secretaries are overpaid. b. It means that secretaries are underpaid c. It means that secretaries are fairly paid. d. It doesn't mean a thing. You are not supposed to plot salaries against total points.
b
8. You have evaluated the performance of your administrative staff on a number of dimensions including attendance, work quality, and work quantity and must now provide individual feedback to each of your employees. You should use: a. The dynamic approach b. The multidimensional approach c. The composite criterion approach d. The face validity approach
b
An event reflecting either effective or ineffective behavior by an employee is referred to as a(n): a. Prototypical incident b. Critical incident c. Graphic incident d. Observational incident
b
Current research into the influence of cognitive processes on the performance appraisal process indicates that when supervisors rate employee work performance a. They are unaffected by the context in which the appraisal take place. b. They use schemata to choose the behaviors to observe, to organize the behaviors in memory, and to decide on ratings. c. They make inferences based on stereotypes and not actual observations. d. none of the above
b
Smith and Hakel (1979) obtained PAQ ratings from trained job analysts and college students who were given only job titles. The ratings were similar. What did Smith and Hakel suggest this similarity implies? a. the PAQ demonstrates inter-rater reliability. b. that analyst ratings might be due to preconceived notions about the job rather than information obtained during the analysis . c. PAQ ratings are more valid than previously thought. d. the validity of the PAQ is questionable.
b
The best evidence for the validity of job analysis ratings comes from what type of studies? a. Studies that compared the PAQ ratings of trained analysts with college students' ratings. b. Studies that compared the different methods or sources of information. c. All studies have shown the validity of job analysis information. d. No studies have demonstrated the validity of job analysis information.
b
Which method of job analysis was used by the U.S. Department of Labor to produce the Dictionary of Occupational Titles (DOT)? a. Job Components Inventory b. Functional Job Analysis c. Position Analysis Questionnaire d. task inventories
b
Which of the following is NOT correct? a. Supervisors give better ratings to subordinates they like. b. Supervisors give more accurate ratings when they're in a good mood. c. Supervisors like subordinates who perform well. d. Supervisors give good ratings to subordinates they expect to perform well
b
Which of the following is a strength of objective performance measures: a. It is obvious what level is considered satisfactory performance. b. It is easy to compare the job performance of different individuals. c. They are appropriate for all jobs. d. They capture all relevant behaviors for a job.
b
Which of the following statements about rate error training (RET) is correct? a. RET decreases rater errors and increases rating accuracy. b. RET decreases rater errors but often decreases rating accuracy. c. RET often increases rater e rrors and increases rating accuracy. d. RET has no effect on either rater errors or rating accuracy
b
You are asked by a client to summarize the current belief regarding the validity of job analysis methods. What would you say? a. "Job analysis using trained analysts are valid, but those relying on task inventories of SME's are not." b. "Job analysis provides useful information, but maybe subject to potential biases due to their reliance of human judgment." c. "Job analysis conducted using interviews of SME's are more valid then those that rely on the use of trained observers." d. "Job analysis ratings are not valid unless the job incumbents are trained on how to rate their job before hand
b
You need to select a method for a job analysis. Which of the following should influence your choice of method the LEAST? a. your budget b. the client's preference for a job analysis method c. the purpose of your analysis d. how much time you've been given to complete the job analysis
b
after completing a job analysis, you conclude that incumbents are most likely to perform well if they are mechanically inclined. What type of job analysis have you performed? a. a job-oriented job analysis b. a person-oriented job analysis c. a task-oriented job analysis d. a KSAO-oriented job analysis
b. a person-oriented job analysis
2. A method for describing jobs and the human attributes necessary to perform them is referred to as a. job evaluation. b. job analysis. c. task analysis. d. critical incidents.
b. job analysis.
Experienced teachers can often tell when students are confused. This sensitivity to student understanding is a(n) a. knowledge. b. skill. c. ability. d. Other personal characteristic
b. skill.
as part of your I/O course requirement, you have conducted a job analysis of your best friend who is a hamburger cook at a local fast food restaurant. Your analysis states that the job involves preparing the burgers for placement on the grill. This is an example of a(n) a. knowledge. b. task. c. ability. d. position.
b. task.
19. Your friend is a production manger at Teddybear Town, Inc. She uses records on the number of absences, the number of teddy bears produced, and the number of defective bears per employee. She then bases her employees' pay raises on these measures. What type of measure did she use? a. Subjective b. Theoretical c. Objective d. Critical incident
c
20. A job-oriented job analysis provides information about the tasks that must be completed if the job is to be performed well. This type of job analysis is MOST helpful for a. guiding career development. b. guiding selection decisions. c. designing performance appraisal systems. d. demonstrating the job relevance of KSAOs.
c
22. The first step in selecting personnel is a. interviewing all applicants. b. creating psychological profiles on the best applicants. c. conducting a job analysis of the position. d. identifying the salary level for the position
c
26. In the U.S., it is illegal to refuse to hire individuals with disabilities because they cannot perform a. essential functions. b. critical incidents. c. nonessential functions. d. critical functions
c
26.Which is NOT a weakness of objective job performance measures? a. It is not always obvious what number is considered satisfactory performance for productivity measures. b. They may be deficient. c. Difficult to interpret their meaning in relation to job performance. d. Focus on quantity instead of quality
c
32. Subject Matter Experts (SMEs) are often used to obtain information for job analysis. The local car manufacturing plant has asked you to put together a team of SMEs from which to obtain information about the tasks necessary for assembly of a car engine. Which of the following should NOT be included on this team? a. A machinist on the assembly line b. The night shift supervisor of the engine station of the assembly line c. The factory owner d. The quality assurance person
c
60. You are preparing to conduct a job evaluation for Spectrocorp, Inc., a manufacture of Virtual Pets. You have chosen to use the point method. What is the first step you should take? a. determine the degree to which a job has each compensable factor b. plot the job points and actual salaries c. determine the compensable factors for the job d. sum points for each job
c
64. Whether two positions have comparable worth is best determined by a a. salary survey. b. pay equity analysis. c. job evaluation. d. job analysis.
c
65. A union representative comes to you and argues that the housekeepers and custodians at the upscale resort should be paid the same, since the positions contribute equally to the organization. This representative is arguing for the principle of: a. compensable factors. b. the Equal Pay Act. c. comparable worth. d. job analysis
c
66. Why is it so difficult to implement the use of job evaluation to establish comparable worth? a. Job evaluations would undervalue predominantly men-held jobs. b. The judgments used in the job evaluation are not reliable. c. Costs to raise salaries in predominately female occupations would be expensive. d. Job evaluations are often conducted by people who bias the outcome.
c
68. Which of the following has NOT been suggested as an approach that could potentially improve the accuracy of job analysis judgments? a. Train the raters, so that they are more accurate in their ratings. b. Increased study and understanding of the judgment process. c. Use job incumbents more, because they tend to be less biased in their ratings of job tasks. d. All of the above have been suggested as methods to improve job analysis accuracy.
c
69. Attributes that distinguish high from low performers are known as a. critical characteristics. b. KSAOs c. competencies d. essential KSAOs.
c
7. Which of the following is NOT a component of a legally defensible performance appraisal system? a. Dimensions of performance should be based on a job analysis. b. Raters should be trained in how to assess performance. c. Raters should always be in a depressed mood, because of their better information processing abilities. d. Supervisors should keep detailed records of performance
c
A person-oriented job analysis provides information about the KSAOs needed to perform well on the job. This type of job analysis is LEAST helpful for a. guiding career development. b. guiding selection decisions. c. designing performance appraisal systems. d. guiding training programs
c
At New Millennium Enterprises, a new performance appraisal system has been implemented. This new system has raters compare each worker's performance to standards for the low, average, and high performances on several dimensions. What type of scale is this? a. A behaviorally anchored rating scale (BARS) b. A behavior observation scale (BOS) c. A mixed standard scale (MSS) d. A dynamic criterion scale (DCS)
c
Combining one's self rating with ratings from peers, subordinates, and superiors is often used for employee development. This approach has the advantage(s) of a. Being more efficient to administer b. Decreasing the cost of the appraisal c. Reducing individual bias d. Increasing favoritism by the immediate supervisor
c
During a presentation on the merits of job analysis, a potential client asks you about the reliability of the various methods. What should you tell the client? a. "All methods are equivalent and have high reliability." b. "A job analysis is reliable only if it is conducted by trained analysts." c. "Job analysis ratings are reasonably reliable except for task inventory ratings using job incumbents." d. "All job analysis methods are moderately reliable, regardless of the method used."
c
If Bill rates all his employees as average on their performance evaluations he has committed a a. Leniency error b. Severity error c. Central tendency error d. Halo error
c
Job evaluation is a term used by psychologists to refer to a. A family of qualitative methods used to determine the importance of a job to an organization. b. A family of techniques used to evaluate job performance. c. A family of quantitative techniques used to determine salary levels of jobs. d. Another method of job analysis.
c
The ___________ was developed in Great Britain to address the need to match job requirements to worker characteristics. a. Position Analysis Questionnaire b. Functional Job Analysis c. Job Components Inventory d. task inventories
c
18.Your roommate, a manager for a fast food chain, is not looking forward to conducting performance appraisals on his employees. In frustration, he asks you what the purpose of performance appraisal is. What do you tell him? a. "Performance appraisal can be used to motivate employees you don't like to leave the company." b. "Performance appraisals are a waste of managers' time. Employees don't pay attention to feedback and the company never uses the information for anything." c. "Performance appraisals provide information for research into effective organizational practices." d. "Performance appraisals only give employees justification to ask for larger pay increases."
c. "Performance appraisals provide information for research into effective organizational practices."
12. ___________are attributes or characteristics necessary to successfully perform a job. a. Compensable factors b. Critical incidents c. KSAOs d. Essential functions
c. KSAOs
After completing a job analysis, you conclude that the job involves a lot of physical lifting. What type of job analysis have you performed? a. a task-oriented job analysis b. a person-oriented job analysis c. a job-oriented job analysis d. a KSAO-oriented job analysis
c. a job-oriented job analysis
As a new Industrial psychologist, your first assignment is to conduct a job analysis in which you describe the characteristic, attributes, and knowledge necessary for a person to perform the job. This type of analysis is known as a. a job-oriented approach. b. a KSAO-oriented approach c. a person-oriented approach. d. a position-oriented approach
c. a person-oriented approach.
A job analysis can provide information on a. worker characteristics required to successfully perform the job. b. tasks done on the job. c. both of the above d. neither of the above
c. both of the above
According to your textbook, the most specific level of a major job function is represented by a. tasks. b. duties. c. elements. d. positions.
c. elements
The job of being a student is a very complex one. You have conducted a person oriented job analysis of it. In your analysis, you describe that a student must understand the difference between reliability and validity. This is an example of an a. duty. b. task. c. knowledge. d. skill.
c. knowledge.
11. A person-oriented job analysis focuses primarily on collecting information on a. the positions, tasks, duties, activities, and elements of a job. b. the characteristics of job tasks. c. the personal characteristics necessary to successfully perform the job. d. all of the above
c. the personal characteristics necessary to successfully perform the job.
16. John always deals with his clients in an honest and ethical manner. This would be considered a(n) a. ability. b. skill. c. knowledge. d. other personal characteristic
d
19. Job analysis information is used to a. decide who to select for job. b. suggest areas for training. c. determine major components of job performance. d. all of the above
d
21. Job analysis can provide a. information for vocational counseling. b. a method for evaluating the monetary worth of jobs. c. information for designing jobs for efficiency and safety. d. all of the above
d
23. Job analysis information is useful in which of the following ways? a. Helping to set criteria for hiring. b. Helping to set criteria for performance appraisal systems. c. Helping to design content of jobs. d. All of the above
d
61. When doing a job evaluation you conclude that salaries should be based, in part, on educational requirements of the jobs. Jobs requiring more education should have higher salaries. In this case education is a a. evaluation factor. b. point factor. c. comparable worth factor. d. compensable factor.
d
9. Performance appraisals are often used for promotion, demotion, pay raises, and terminations. These are examples of the use of performance appraisal for: a. Employee development b. Research c. Job analysis d. Administrative decisons
d
A job analyst asks job incumbents to rate the time spent doing each task required by the job. What type of job analysis method has been used? a. Job Components Inventory b. Functional Job Analysis c. Position Analysis Questionnaire d. Task Inventories
d
According to past research, which job analysis method is MOST likely to be unreliable? a. Job Components Inventory b. Functional Job Analysis c. Position Analysis Questionnaire d. Task Inventories
d
Domains covered by O*NET include a. occupation requirements. b. worker characteristics. c. occupation characteristics. d. all of the above
d
Imagine that, as a new industrial psychologist, you must conduct a job analysis for the job of a vet's assistant. Which of the following would be helpful in completing the job analysis? a. Interview the vet. b. Observe the incumbents doing the job. c. Work alongside the vet for one week. d. All of the above
d
Major categories of the PAQ include a. information input. b. mediation processes. c. work output. d. all of the above
d
Task inventories are likely to ask job incumbents to rate a. the amount of time spent doing each task. b. the importance of each task. c. the difficulty of learning each task. d. all of the above
d
The C-JAM is a job analysis method that a. uses interviews to collect information. b. uses task inventories to collect information. c. uses questionnaires to collect information. d. both a and c
d
The Dictionary of Occupational Terms (DOT) has not been revised since 1977. Why has the Department of Labor not updated it? a. Much of it is obsolete as many jobs have changed. b. It was replaced by the JCI. c. FJA is an obsolete job analysis method. d. It was replaced by the Occupational Information Network (O*Net).
d
Which is the LEAST time consuming method for collecting job analysis information? a. having the job analyst perform the job b. observing job incumbents c. interviewing SMEs d. giving out questionnaires to job incumbents
d
Which job analysis method organizes its elements into six major categories covering a wide variety of tasks requirements, and produces a KSAOs profile for a job? a. Functional Job Analysis b. Job Components Inventory c. Task Inventories d. Position Analysis Questionnaire
d
Which of the following is NOT involved in the development of a behavior focused form? a. Supervisors and job incumbents in identifying critical incidents b. Frame of reference training c. Job analysis d. Knowledgeable judges rate the effectiveness of descriptions
d. Knowledgeable judges rate the effectiveness of descriptions
