MGT-454, Ch.4

____ reliability is an issue when job data are collected from several job incumbents.

inter rater

A(n) ___ is a group of positions that are identical with respect to their significant tasks and sufficiently alike to justify their being covered by a single analysis.

job

The simplest forms of job analysis procedures are called ___.

narrative job description

In the personality-related position requirements form (PPRF), general leadership is captured under the category named ____.

surgency

A duty is a loosely defined area of work that contains several distinct but related tasks that are performed by an individual. =T or F

t

A realistic job preview is an attempt to provide new and prospective employees with an accurate picture of the job to prevent unrealistically high expectations. =T or F

t

An advantage of qualitative data is that they allow the job analyst to compare different jobs. =T or F

t

Cognitive task analysis (CTA) falls somewhere between traditional job analysis and job extinction. =T or F

t

Foundation work activities are free of technological content. =T or F

t

Functional job analysis (FJA) is not very useful in job classification and evaluation. =T or F

t

Generic job analysis argues that the more dynamic jobs are the more job analysis procedures must focus on broad and generic, rather than narrow and task-specific measures of job content. =T or F

t

In Cunningham's taxonomy, area work activities are technologically oriented. =T or F

t

Interrater reliability is a measure of the consistency of data collected from several sources. =T or F

t

Job analysis involves collecting information about jobs, checking this information for accuracy, and writing job descriptions based on the skills, abilities, and knowledge required on the job. =T or F

t

O*Net is not intended for providing job specific information. =T or F

t

Personality-related job-analysis procedures describe personality requirements for jobs. = T or F

t

Some commentators argue that due to today's dynamic environment, companies should do away with job descriptions. =T or F

t

The Position Analysis Questionnaire (PAQ) was developed to focus on worker-oriented activities. =T or F

t

The Professional and Managerial Position Questionnaire (PMPQ) examines job related activities, personal requirements, and other information such as the employee's salary. =T or F

t

Questionnaires and distinctive routines are characteristics of ___ approaches to job analysis.

structured

Psychomotor ability is the ability pertaining to manual dexterity. =T or F

T

Job data for O*Net is collected using a. a survey method involving nine questionnaires. b. a position analysis questionnaire. c. the Delphi technique. d. competency modeling.

A. a survey method involving 9 questionaries

An advantage of quantitative data over qualitative data is that quantitative data a. allow the job analyst to compare different jobs. b. are best for producing narrative descriptions. c. are quick and easy to gather. d. do not require a structured approach.

A. all job analyst to come different jobs

A loosely defined area of work that contains several distinct tasks is a(n) a. position. b. job. c. occupation. d. duty.

D. duty

An outline of specific skills, knowledge, abilities, and general physical and personal characteristics necessary for a job is a a. task inventory. b. job description. c. Position Analysis Description Questionnaire (PADQ). d. job specification.

D. job specification

A task is a unit of work activity performed by a. many workers over a 40-hour week. b. many workers over a limited period of time. c. one worker over a 40-hour week. d. one worker over a limited

D. one worker over a limited period of time

The Position Analysis Questionnaire (PAQ) makes it easier to a. analyze a wide variety of jobs. b. appreciate managerial competencies. c. translate scores into specific performance standards. d. All of the above.

a. analyze a wide variety of jobs

Foundation work activities a. are free of technological content and thus applicable to a wide range of occupations. b. have some technological content and are applicable to a reasonably wide range of occupations. c. are technologically-oriented and quite specific to particular occupational groups. d. are activities performed by the main functional areas of an organization.

a. are free of technological content and thus applicable to a wide range of occupations

Engineering approaches to job analysis a. are objective in their manner of data collection. b. usually result in some form of qualitative data. c. provide large amounts of information about the work environment. d. are especially well-suited to managerial jobs.

a. are objective in their manner of data collection

Lists of behaviors that are representative of good and bad job performance are characteristics of a. the Critical Incidents Technique (CIT). b. engineering approaches. c. the Functional Job Analysis (FJA) technique. d. the task inventory procedure.

a. critical incidents technique (CIT)

Which job analysis method would be least appropriate for managerial jobs? a. Micromotion study b. Critical Incidents Technique c. Narrative job description d. Management Position Description Questionnaire (MPDQ)

a. micromotion study

____ use(s) job experts to rate the extent to which 52 skills such as oral comprehension, number facility, and selective attention are required to perform the job. a. Functional Job Analysis (FJA) b. Fleishman Ability Requirements Scales c. Worker-function scales d. Position Analysis Questionnaire (PAQ)

b. Fleishman ability requiremtns scales

A position is a. the smallest discrete unit of work activity. b. a set of tasks and duties performed by a single individual in an organization. c. a loosely defined area of work consisting of several distinct tasks. d. a general class of jobs that may be found in many organizations.

b. a set of task and duties performed by a single individual in an organization

Qualitative data a. allow the job analyst to accurately compare different jobs. b. are verbal, narrative descriptions of the behaviors, abilities, characteristics, and equipment associated with the job. c. are numerical data that indicate the extent to which the behaviors, abilities, characteristics, and equipment are involved in the performance of the job. d. due to their imprecise nature, should never be used.

b. are verbal, narrative descriptions of the behaviors, abilities, characteristics, and equipment associated with the jobs.

Job analysis data may be used for a. orienting new employees. b. designing training programs. c. establishing fair compensation systems. d. All of the above.

b. designing training programs

Time and motion studies and micromotion studies of jobs are examples of a. Critical Incidents Technique (CIT). b. the engineering approach. c. Functional Job Analysis (FJA) technique. d. task inventory procedure.

b. engineering approach

The personality-related position requirements form is designed to a. identify personalities of employees that do not fit with corporate culture. b. identify aspects of jobs that are potentially related to individual differences in personality. c. weed out dysfunctional personalities in key positions. d. identify key positions for strong personalities within an organization.

b. identify aspects of jos that are potentially related to individuals difference in personality

The Position Analysis Questionnaire (PAQ) a. is typically used to specify performance standards. b. is typically used for personnel selection, job classification, and job evaluation. c. focuses on job-oriented activities. d. can be self-administered to managers.

b. is typically used for personnel selection, job classification, and job evaluation.

Job analysis normally produces a a. definition of work consisting of several distinct tasks. b. job description and job specification. c. description of a general class of jobs. d. list of jobs that should be made redundant.

b. job description and job specification

Job specification inference involves a. the extent to which a job description adequately represents the work activities. b. listing KSAOs that can be tied to specific behaviors identified in a job description. c. analyzing personalities specifically suited for a particular job. d. predicting job behavior under specific circumstances.

b. listing KSAO'S that can be tied to specific behaviors identified in a job description

The job analysis procedure in which qualitative information is collected from a variety of sources and a short, simple description is produced is called a(n) a. engineering approach. b. narrative job description. c. Job Diagnostic Survey (JDS). d. Functional Job Analysis (FJA).

b. narrative job description

Job analysis procedures that use questionnaires and/or distinctive routines to collect information are generically called a. engineering approaches. b. structured-job analysis procedures. c. personality-related job analysis procedures. d. managerial-job analysis procedures.

b. structured-job analysis procedures

The PAQ consists of 194 items: 187 items characterize "____" activities, and the other 7 items deal with ____ issues. a. worker-oriented; personality b. worker-oriented; pay c. work-oriented; pay d. work-oriented; personality

b. work oriented; pay

There has been a resurgence of interest in personality characteristics as predictors of job performance using what has been called the "____" personality dimensions.

big five

The "new strategic view" of job analysis advocates a. abandoning traditional methods of job analysis. b. concentrating solely on the dynamic nature of jobs. c. combining future-oriented job analysis methods with the methodological rigor of traditional job analysis. d. analyzing only those jobs that are newly created.

c. combing future oriented job analysis methods with the methodological rigor of traditional job analysis

The ____ uses three worker-function scales, a worker-instruction scale, and three scales covering general education to collect numerical data. a. Position Analysis Questionnaire (PAQ) b. Department of Labor method (DOL) c. Functional Job Analysis (FJA) d. Management Position Description Questionnaires (MPDQ)

c. functional job analysis

____ is a modification to the Department of Labor (DOL) method of job analysis, but it improves on the DOL because it analyzes each task separately. a. Task inventory b. Critical Incidents Technique (CIT) c. Functional Job Analysis (FJA) d. Position Analysis Questionnaire (PAQ)

c. functional job analysis (FJA)

A written narrative description of the activities performed on a job is a a. job specification. b. task inventory. c. job description. d. Position Analysis Description Questionnaire (PADQ).

c. job description

The task inventory procedure is useful when job information is required from a. many job incumbents spread over a small geographic region. b. few job incumbents spread over a small geographic region. c. many job incumbents spread over a large geographic region. d. few job incumbents spread over a large geographic region.

c. many job incumbents spread over a large geographic region

The simplest job analysis procedures are a. engineering approaches. b. structured job analysis procedures. c. narrative job descriptions. d. managerial job analysis procedures.

c. narrative job descriptions

Job analysis can be used for all of the following except a. giving realistic job previews. b. setting up personnel selection procedures. c. organizing trade union representation. d. establishing pay systems.

c. organizing trade union representation

Static strength and finger dexterity are examples of what type of abilities? a. Physical b. Cognitive c. Psychomotor d. Situational

c. psychomotor

Data of a numeric value that measure the extent to which activities, abilities, characteristics, or equipment associated with the job are involved are called ____ data. a. qualitative b. alpha-numeric c. quantitative d. narrative

c. quantitative

The Critical Incidents Technique (CIT), Department of Labor (DOL) method, and Position Analysis Questionnaires (PAQs) are all examples of a. Job Diagnostic Surveys (JDS). b. engineering approaches to job analysis. c. structured-job analysis procedures. d. job-oriented activities.

c. structured job analysis procedures

One of the smallest discrete units of work activity, representing a composite of methods, procedures, and techniques is a a. position. b. duty. c. task. d. job.

c. task

When preparing for the collection of data, a. members of the organization should not be informed as this may result in bias affecting the results. b. top management should not be involved as the process remains the sole domain of the HR department. c. the organization as a whole should be committed to the process. d. supervisors should not be informed until after the process is completed, so that they do not alter their own performance to influence the results.

c. the organization as a whole should be commited to the process

The ___ allows job analysts to identify major behaviors that correlate with effective or ineffective performance.

critical incident technique

When one is determining from which data sources information can be obtained, which of the following should be remembered? a. Subject Matter Experts (SMEs) should have sufficient knowledge about the job. b. When using non-human sources, the most recent information should be used. c. Several sources of information should be used. d. All of these.

d. all of the above

Which of the following is not a phase in the job analysis procedure? a. Collecting and analyzing data b. Examining the job analysis methods to be used c. Assessing job analysis procedures for effectiveness and reliability d. Assessing the accuracy of the resulting pay scales

d. assessing the accuracy of the resulting pay scales

A job description includes information on all of the following except the a. activities performed on the job. b. equipment used within the job. c. working conditions under which the job is performed. d. attitudes of workers presently employed in the job.

d. attitudes of workers presently employed in the job

Competencies are a. attributes needed by non-skilled workers to improve their competency. b. another term for KSAOs. c. KSAOs that competent managers try to acquire. d. characteristics that differentiate effective from ineffective performers.

d. characteristics that differentiate effective from ineffective performers

Job analysis procedures that examine the body movements and or procedural steps used in performing a task are a. structured job analysis procedures. b. narrative job descriptions. c. managerial job analysis procedures. d. engineering approaches.

d. engineering approaches.

When determining which jobs to analyze, the HR practitioner should consider all of the following except a. identifying new technology or other circumstances that could, in the long term, alter the way in which employees may perform a job. b. determining which jobs are critical to the success of the firm. c. taking into account legal considerations that may determine which jobs should be analyzed. d. identifying the jobs with the greatest percentage of the organization's employees and disregarding those with fewer incumbents.

d. identifying the jobs with the greatest percentage of organization's employees and disregarding those with fewer incumbents.

Which of the following is not true about the Critical Incidents Technique (CIT)? a. It can identify major types of effective and ineffective behavior. b. It is useful in developing performance appraisal systems. c. It can assist in determining employee training needs. d. It identifies routine behaviors in detail.

d. it identifies rountine behaviors in detail

A group of positions identical with respect to their major characteristics and sufficiently alike to justify their being covered by a single analysis is called a(n) a. career. b. duty. c. occupation. d. job.

d. job

The ___ was designed specifically for use with managerial and professional jobs. a. Functional Job Analysis (FJA) b. Fleishman Ability Requirements Scales c. Worker-function scales d. Management Position Description Questionnaire (MPDQ)

d. management position description questionaire

The task inventory procedure a. is inexpensive to develop. b. is useful for developing comparisons over different occupational fields. c. allows the identification of major behaviors and how they correlate with effective or ineffective performance. d. produces data on the frequency with which tasks in an occupational field are performed.

d. produces data on the frequency with which tasks in a occupational field are performed

____ is a structured job analysis technique that takes a job-oriented approach. a. Delphi technique b. Fleishman Ability Rating System c. Descriptive narration d. Task inventory procedure

d. task inventory procedure

The___ is a database-oriented system that has a wide variety of occupational and career information.

department of labor o'net

A written narrative description of the activities performed on a job is called a job ___.

description

A(n) ___ is a loosely defined area of work that contains several distinct tasks that are performed by an individual.

duty

The generic term for job analysis methods that focus on discrete movements like grasp, position, and assembly is ___.

engineering approaches

A job description outlines the specific skills, knowledge, and abilities necessary to perform a job. =T or F

f

A job is the smallest unit of work activity. =T or F

f

A task is a unit of work performed by a number of workers within a designated time period. =T or F

f

According to the new strategic view of job analysis, the nature of jobs is essentially static; it is the work that changes. =T or F

f

Accuracy of inferences made in job analysis is also as important, if not more, as the accuracy of data collected. =T or F

f

Competency modeling is a narrower, less generic approach to measuring job characteristics. =T or F

f

Engineering approaches to job analysis identify critical behaviors that correlate with effective or ineffective performance. =T or F

f

Job analysis cannot be used to develop equitable compensation structures. =T or F

f

Narrative job descriptions are always based on industrial engineering measurements of the job. =T or F

f

The Position Analysis Questionnaire (PAQ) is widely used in performance appraisal and training systems. =T or F

f

The critical incidents technique (CIT) is an example of a time and motion study. =T or F

f

The task inventory procedure is useful when job information is needed from a small number of incumbents within a confined geographic region. =T or F

f

While job analysis may be valuable, it cannot be used to determine the feasibility of transfers between jobs. =T or F

f

The ___ uses seven scales to evaluate the information that is collected, and provides a detailed picture of a job, making it applicable for a variety of organizational purposes.

functional job analysis

Each person in an organization has a ___.

position

The set of tasks and duties performed by a single individual in an organization is called a(n) ___.

postion

The ___ is a structured, worker-oriented method design that makes it relatively easy to analyze a wide variety of jobs.

postion analysis questionaire

Statistical clustering of jobs into job families can take place only if the job data is ___.

quanative

___ are numerical values that indicate the extent to which behaviors, abilities, characteristics, and equipment are involved in the performance of a job.

quanative

___ refers to the strength of agreement from several sources on the characteristics of the job. a. Inter-rater reliability b. Scale validity c. Best-fit regression line d. Normalization of data

s. inter-rater reliability

A job ___ outlines the specific skills, knowledge, abilities, physical, and personal characteristics necessary to perform a job.

specification

The job analysis process consists of four major phases, which include determining the scope of the analysis, selecting the methods, collecting and analyzing the data, and assessing and evaluating the methods used. =T or F

t

A(n) ___ is a discrete unit of work activity and represents a composite of methods, procedures, and techniques.

task

___ is a meaningful unit of work activity generally performed on the job by one worker within some limited time period

task

The job analysis in which a long, occupation-specific list of job duties is administered by questionnaire to large numbers of employees is called the ____.

task inventory procedure

Area work activities, as described by Cunningham and his colleagues, are ___ oriented and quite specific to particular occupational groups.

technogoical

Foundation work activities are free of ___ content and are thus applicable to a wide range of occupations.

technogoical

Job analysis data can be used to determine the similarity of jobs and thus the feasibility of ___between jobs.

transfer