CH 4

Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1
Who is interviewed by managers collecting job analysis data?
1)
_______
A)
supervisors who know the job
B)
individual employees
C)
groups of employees with the same job
D)
all of the above
E)
none of the above
2
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.
2)
_______
A)
performance standards
B)
work activities
C)
human requirements
D)
job context
E)
human behaviors
3
Ehsan records every activity she participates in at work in a log, along with the time. This approach to data collection for
job analysis is based on ________.
3)
_______
A)
direct observation
B)
supervisor verification
C)
interviews
D)
diaries
E)
questionnaires
4
Which of the following is not one of the basic activities included in a position analysis questionnaire?
4)
_______
A)
operating equipment
B)
processing information
C)
performing skilled activities
D)
being physically active
E)
all are included in a position analysis questionnaire
5
Which of the following is not an advantage of using interviews to collect job analysis data?
5)
_______
A)
It can identify uncommon, but important activities.
B)
It can be subjected to quantitative analysis.
C)
It can be used to explain the need for job analysis.
D)
It is quick to collect information.
E)
It is simple to use.
6
Which of the following is considered a qualitative approach to job analysis?
6)
_______
A)
process chart
B)
functional job analysis
C)
position analysis questionnaire
D)
interviews
E)
all are qualitative approaches
7
One uses information from the ________ to write a job specification.
7)
_______
A)
job description
B)
job identification
C)
job summary
D)
job advertisement
E)
standards for performance
8
The second step in conducting a job analysis is ________.
8)
_______
A)
collecting data on job activities
B)
reviewing relevant background information
C)
developing a job description and job specification
D)
deciding how to use the information
E)
selecting representative positions
9
The third step in conducting a job analysis is ________.
9)
_______
A)
B)
C)
D)
E)
10)
The average cycle time is a(n) ________.
10)
______
A)
minute
B)
day
C)
week
D)
hour
E)
it depends on the specific job
1
Developing a job description and job specification is the ________ step in the job analysis process.
11)
______
A)
fourth
B)
fifth
C)
sixth
D)
second
E)
third
1
A(n) ________ shows the flow of inputs to and outputs from the job being analyzed.
12)
______
A)
job description
B)
organization chart
C)
value chain
D)
job preview
E)
process chart
1
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.
13)
______
A)
B)
work activities
C)
job context
D)
human behaviors
E)
machines, tools, equipment, and work aids
1
For which of the following jobs is direct observation not recommended to collect data used in a job analysis?
14)
______
A)
assembly-line worker
B)
engineer
C)
accounting clerk
D)
salesperson
E)
receptionist
1
In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the ________.
15)
______
A)
length of time an employee has held the position
B)
order of importance
C)
frequency of occurrence
D)
all of the above
E)
B and C only
1
Which of the following work behaviors is considered 'generic' or important to all jobs?
16)
______
A)
industriousness
B)
intelligence
C)
morality
D)
experience
E)
motivation
1
The first step in conducting a job analysis is ________.
17)
______
A)
B)
C)
D)
E)
1
The information resulting from job analysis is used for writing ________.
18)
______
A)
job context
B)
work activities
C)
work aids
D)
E)
job descriptions
1
Selecting representative positions to use in the job analysis is the ________ step in the process.
19)
______
A)
first
B)
fourth
C)
third
D)
second
E)
fifth
2
________ is the procedure through which one determines the duties associated with positions and the characteristics of
people to hire for those positions.
20)
______
A)
Job context
B)
Job specification
C)
Job description
D)
Job analysis
E)
none of the above
2
When filling jobs with untrained people, the job specifications may include ________.
21)
______
A)
quality of training
B)
previous job performance
C)
physical traits
D)
length of previous service
E)
all of the above
2
Which term refers to a written statement that describes the activities and responsibilities of the job?
22)
______
A)
job description
B)
job analysis
C)
job specification
D)
job report
E)
job context
2
There are ________ steps in doing a job analysis.
23)
______
A)
six
B)
five
C)
three
D)
four
E)
ten
2
What type of information is contained in the job identification section of a job description?
24)
______
A)
major functions or activities
B)
relationships statement
C)
job title
D)
job summary
E)
all of the above
2
Al-Sabah Co. emphasizes a desire for detail-oriented, motivated employees with strong social skills. This part of Al-Sabah
Co.'s job ________.
25)
______
A)
job specification
B)
job analysis
C)
job context
D)
job description
E)
job report
2
Interviews often include questions about ________.
26)
______
A)
education
B)
experience
C)
job duties
D)
supervisory responsibilities
E)
all of the above
2
________ means assigning workers additional same-level activities, thus increasing the number of activities they perform.
27)
______
A)
Job enlargement
B)
Job rotation
C)
Job enrichment
D)
Job adjustment
E)
Job assignment
2
A disadvantage of the interview technique is the possibility of ________.
28)
______
A)
superficial analysis
B)
person-to-person contact
C)
qualitative data collection
D)
distorted information
E)
none of the above
2
Competency analysis focuses on ________.
29)
______
A)
who accomplishes the work
B)
how work is accomplished
C)
when work is accomplished
D)
what is accomplished
E)
where the work is accomplished
3
The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in
performance is called ________.
30)
______
A)
process engineering
B)
job redesign
C)
job enlargement
D)
outsourcing
E)
reengineering
3
The job specification takes the job description and answers the question: ________?
31)
______
A)
what are the performance standards for the job
B)
what human traits and experience are required to do this job well
C)
what are the four main activities making up this job
D)
when will the supervisor be completely satisfied with a worker's work
E)
how many other employees are available to perform job functions
3
Most job descriptions contain sections that cover ________.
32)
______
A)
job summary
B)
working conditions
C)
job identification
D)
standards of performance
E)
all of the above
3
________ means systematically moving workers from one job to another.
33)
______
A)
Job enlargement
B)
Job rotation
C)
Job assignment
D)
Job enrichment
E)
Job adjustment
3
A ________ is the time it takes to complete a job.
34)
______
A)
work week
B)
job specification
C)
work cycle
D)
shift
E)
none of the above
3
Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs
via job enrichment?
35)
______
A)
Frederick Herzberg
B)
Abraham Maslow
C)
Milton Friedman
D)
Adam Smith
E)
Frederick Taylor
3
Which of the following describes a "log?"
36)
______
A)
It is usually online.
B)
It is similar to a diary.
C)
It cannot be electronic.
D)
It is chronological.
E)
B and D
3
Job enrichment can be described as ________.
37)
______
A)
assigning workers additional work at the same level
B)
redesigning jobs to increase opportunities for responsibility
C)
encouraging employees not to limit themselves to what's on their job descriptions
D)
focusing workers on highly specialized jobs
E)
moving workers from one job to another
3
Which quantitative job analysis technique can be conducted online?
38)
______
A)
job analysis questionnaire
B)
C)
D)
all of the above
E)
none of the above
3
A ________ summarizes the personal qualities, traits, skills, and background required for getting the job done.
39)
______
A)
job specification
B)
job analysis
C)
job report
D)
job description
E)
job context
4
The final step in conducting a job analysis is ________.
40)
______
A)
B)
C)
D)
E)
4
All of the following work behaviors are considered 'generic' or important to all jobs except ________.
41)
______
A)
schedule flexibility
B)
attendance
C)
thoroughness
D)
experience
E)
industriousness
4
Abdul works at the Jumeirah Hotel. Some weeks he works in catering but he also works in housekeeping, and
periodically he works in reservations. This is an example of ________.
42)
______
A)
job enrichment
B)
job specialization
C)
job enlargement
D)
job rotation
E)
dejobbing
4
When a worker changes what he or she would normally do because they are being watched, ________ has occurred.
43)
______
A)
cycling
B)
diverting
C)
reactivity
D)
proactivity
E)
none of the above
4
Information regarding job demands, such as lifting weights or walking long distances, is included in the information
44)
______
A)
work activities
B)
human behaviors
C)
job context
D)
E)
4
Traditional job analysis focuses on ________.
45)
______
A)
where the work is accomplished
B)
what is accomplished
C)
how work is accomplished
D)
who accomplishes the work
E)
when work is accomplished
4
Direct observation is especially useful when jobs consist mainly of observable ________ activities.
46)
______
A)
social
B)
non-routine
C)
physical
D)
mental
E)
none of the above
4
Dejobbing can be described as ________.
47)
______
A)
redesigning jobs to increase opportunities for responsibility
B)
moving workers from one job to another
C)
focusing workers on highly specialized jobs
D)
assigning workers additional work at the same level
E)
encouraging employees not to limit themselves to what's on their job descriptions
4
What form of data collection involves recording work activities in a log?
48)
______
A)
questionnaires
B)
diaries
C)
interviews
D)
direct observation
E)
none of the above
4
Information regarding matters such as physical working conditions and work schedule is included in the information
49)
______
A)
human behaviors
B)
work activities
C)
D)
job context
E)
5
________ refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit
themselves to what's on their job descriptions.
50)
______
A)
Job enrichment
B)
Job rotation
C)
Job enlargement
D)
Job assignment
E)
Dejobbing
5
Reviewing relevant background information such as organization charts, process charts, and job descriptions is the
________ step in doing a job analysis.
51)
______
A)
first
B)
third
C)
fourth
D)
second
E)
fifth
5
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.
52)
______
A)
fourth
B)
first
C)
second
D)
fifth
E)
third
5
Which of the following may be included in a job specification?
53)
______
A)
skills
B)
required background
C)
traits
D)
personal qualities
E)
all of the above
5
Which section of a job description should define the limits of the jobholder's authority, direct supervision of other
personnel, and budgetary limitations?
54)
______
A)
relationships
B)
job identification
C)
job summary
D)
pay levels
E)
responsibilities and duties
5
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.
55)
______
A)
fourth
B)
third
C)
second
D)
first
E)
fifth
5
Which two data collection methods are frequently used together?
56)
______
A)
interviewing and questionnaires
B)
diaries and interviewing
C)
direct observation and interviewing
D)
most are used individually
E)
questionnaires and direct observation
5
Which of the following is the first practical consideration for job analysis?
57)
______
A)
The questions and surveys are to be clear and understandable to the respondents.
B)
It requires collecting job analysis information from several people familiar with the job.
C)
You should observe and question respondents early enough in the job analysis process to catch any problems.
D)
It usually involves a joint effort by a human resources specialist, the worker, and the supervisor.
E)
none of the above
5
The fifth step in conducting a job analysis is ________.
58)
______
A)
B)
C)
verifying the job analysis information
D)
E)
5
Which of the following types of information can be collected via a job analysis?
59)
______
A)
B)
job context
C)
work activities
D)
human behaviors
E)
all of the above
6
________ means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of
responsibility, achievement, growth, and recognition.
60)
______
A)
Job assignment
B)
Job adjustment
C)
Job enlargement
D)
Job enrichment
E)
Job rotation
6
Which of the following methods is used to gather job analysis data?
61)
______
A)
observation
B)
questionnaires
C)
interviews
D)
all of the above
E)
none of the above
6
A major problem with questionnaires is that they can be ________ to develop.
62)
______
A)
more subjective than objective
B)
expensive
C)
quantitative
D)
more objective than subjective
E)
infeasible
6
Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job
performance is called a ________.
63)
______
A)
internet-based job analysis
B)
competency-based job analysis
C)
D)
structured job analysis
E)
none of the above
6
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.
64)
______
A)
B)
work activities
C)
D)
job context
E)
human behaviors
6
The fourth step in conducting a job analysis is ________.
65)
______
A)
B)
C)
D)
E)
6
The ________ assigns a quantitative score to each job based on its decision-making, skilled activity, physical activity,
equipment operation, and information-processing characteristics.
66)
______
A)
log approach
B)
C)
D)
process chart
E)
all of the above
6
When a supervisor bases an employee's training, appraisals, and rewards on the skills and competencies he or she needs
to achieve his or her goals, the supervisor is using ________.
67)
______
A)
competency analysis
B)
performance management
C)
functional systems management
D)
traditional analysis
E)
none of the above
6
Deciding how to use the resulting information is the ________ step in doing a job analysis.
68)
______
A)
fifth
B)
second
C)
fourth
D)
first
E)
third
6
Who wrote enthusiastically about the positive correlation between specialized jobs (doing the same small thing over and
over) and efficiency?
69)
______
A)
Frederick Taylor
B)
Adam Smith
C)
Frederick Herzberg
D)
both A and B
E)
none of the above
TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
7
Managers increasingly organize tasks around teams and processes rather than around specialized functions. T
70)
______
7
Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay
purposes. F
71)
______
72)
In flatter organizations, subordinates' responsibilities are vastly reduced. F
72)
______
7
Job rotation is another term for dejobbing. F
73)
______
7
There is no standard format for writing a job description. T
74)
______
7
'Dejobbing' is another word for removing a person from employment in a specific job. F
75)
______
7
In reengineered situations, workers tend to become collectively responsible for overall results rather than being
individually responsible for just their own tasks. T
76)
______
7
The interview is the most widely used method for identifying job duties and responsibilities. T
77)
______
7
As a rule, the workers' immediate supervisor attends the group interview session. T
78)
______
7
Competency analysis focuses on how the worker meets the job's objectives or actually accomplishes the work. T
79)
______
8
Competency-based job analysis means writing job descriptions based on job duties. F
80)
______
8
Organizations define competencies in the same way. F
81)
______
8
Organization charts show the division of work throughout the organization, how the job relates to others, and where the
job fits in the organization. T
82)
______
8
The statistical analysis method for job specifications is more defensible than the judgmental approach. T
83)
______
8
Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. F
84)
______
8
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
85)
______
8
Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work
day. T
86)
______
8
Reengineering is the fundamental rethinking and radical redesign of business processes to achieve dramatic
improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed. T
87)
______
8
Competency-based job analysis is more job-focused than traditional job analysis. F
88)
______
8
A job's required competencies might include general competencies, leadership competencies, and technical competencies.
T
89)
______
9
Interviews used for job analysis always follow an unstructured format. F
90)
______
9
Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity. F
91)
______
9
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
92)
______
9
The early work of Frederick Taylor supports the recent trend of dejobbing. F
93)
______
9
A job analysis should only be conducted by the HR specialist. F
94)
______
9
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
95)
______
9
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
96)
______
9
Employee attitude is at the heart of a company's performance management process. F
97)
______
9
Arab countries have not yet adopted the self-managed work team (SMWT) concept to increase productivity. F
98)
______
9
Job analysis produces information used for writing job descriptions and job specifications. T
99)
______
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
100)
What is 'reengineering'? What are its implications for writing job descriptions?
101)
Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker's supervisor.
102)
What are the advantages and disadvantages of using interviews to collect job analysis data?
103)
What are the five steps for establishing job specifications based on statistical analysis?
104)
Explain the advantage of using a position analysis questionnaire to analyze a job.
105)
Explain how job analysis provides information useful in recruitment and selection, compensation, and performance
appraisal.
106)
Explain the difference between job enlargement and job enrichment.
107)
What is competency-based job analysis? How does it contrast with the traditional way of describing the job?
108)
List the steps in conducting a job analysis.
109)
What is performance management?
(1
D
2)
C
3)
D
4)
E
5)
B
6)
D
7)
A
8)
B
9)
D
10)
E
11)
C
12)
E
13)
A
14)
B
15)
E
16)
A
17)
A
18)
E
19)
C
20)
D
21)
C
22)
A
23)
A
24)
C
25)
A
26)
E
27)
A
28)
D
29)
B
30)
E
31)
B
32)
E
33)
B
34)
C
35)
A
36)
E
37)
B
38)
C
39)
A
40)
B
41)
D
42)
D
43)
C
44)
B
45)
B
46)
C
47)
E
48)
B
49)
D
50)
E
51)
D
52)
A
53)
E
54)
E
55)
E
56)
C
57)
D
58)
C
59)
E
60)
D
61)
D
62)
B
63)
B
64)
B
65)
D
66)
B
67)
B
68)
D
69)
D
70)
TRUE
71)
FALSE
72)
FALSE
73)
FALSE
74)
TRUE
75)
FALSE
76)
TRUE
77)
TRUE
78)
TRUE
79)
TRUE
80)
FALSE
81)
FALSE
82)
TRUE
83)
TRUE
84)
FALSE
85)
TRUE
86)
TRUE
87)
TRUE
88)
FALSE
89)
TRUE
90)
FALSE
91)
FALSE
92)
TRUE
93)
FALSE
94)
FALSE
95)
FALSE
96)
TRUE
97)
FALSE
98)
FALSE
99)
TRUE
100)
Reengineering is the fundamental rethinking and radical redesign of business processes to achieve dramatic
improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed. It is relevant
to writing job descriptions because workers become collectively responsible for overall results rather than just for their
own tasks, sharing joint responsibility with their team members for performing the whole process, and not just a small
piece of it.
101)
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.
102)
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.
103)
Step 1: Analyze the job and decide how to measure job performance.
Step 2: Select personal traits like 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.
104)
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.
105)
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.
106)
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.
107)
Competency-based job analysis means writing job descriptions based on competencies rather than job duties. It
emphasizes what the employee must be capable of doing, rather than what duties the employee must perform. It means
describing the job in terms of the measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors)
that an employee doing that job must exhibit to do the job well, This contrasts with the traditional way of describing the
job in terms of job duties and responsibilities.
108)
There are six steps in doing a job analysis. Step 1 is to decide how you 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.
109)
Performance management means basing your employees' training, appraisals, and rewards on encouraging and
rewarding the skills and competencies they need to achieve their goals.

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