Question 1

Traditional job analysis that makes fine distinctions among levels of jobs has been accused of reinforcing rigidity in organizations.

Accepted Answer

A) True 
 B)False  True

Question 2

The verification step of the government's job analysis method is always conducted with _____.

Accepted Answer

A)  only the HR manager 
B)  all the interviewees together 
C)  either the supervisor or the manager 
D)  only the high-performing employees 
A)  only the HR manager 
B)  all the interviewees together 
C)  either the supervisor or the manager 
D)  only the high-performing employees B

Question 3

Conventional methods of collecting job information are _____.

Accepted Answer

A)  open to bias and favoritism 
B)  reliable and objective 
C)  not well-suited to small organizations 
D)  relatively less time consuming 
A)  open to bias and favoritism 
B)  reliable and objective 
C)  not well-suited to small organizations 
D)  relatively less time consuming A

Question 4

Quantitative job analysis methods increase reliability.

Accepted Answer

A) True 
 B)False

Question 5

The PAQ measures jobs in terms of seven factors that are specific to each job.

Accepted Answer

A) True 
 B)False

Question 6

Jane works as a copy editor at TreeTime Inc.She receives an e-mail from the human resources department with a link to a questionnaire that asks her to rate the necessary attributes required for her job.In this scenario,the approach used by TreeTime is characterized as:

Accepted Answer

A)  quantitative job analysis. 
B)  objective job analysis. 
C)  conventional job analysis. 
D)  paired-comparison job analysis. 
A)  quantitative job analysis. 
B)  objective job analysis. 
C)  conventional job analysis. 
D)  paired-comparison job analysis.

Question 7

The level at which an analysis begins affects whether the work is similar or dissimilar.

Accepted Answer

A) True 
 B)False

Question 8

All job incumbents can easily complete the PAQ as the reading level required for it is relatively low.

Accepted Answer

A) True 
 B)False

Question 9

A specific statement of what a worker does on a job is known as a(n)_____.

Accepted Answer

A)  appraisal 
B)  task 
C)  position 
D)  job structure 
A)  appraisal 
B)  task 
C)  position 
D)  job structure

Question 10

Gina announces that she would lose her job as her company is considering to offshore her job to another country.In this case,Gina is most likely to be working in a job that requires her to:

Accepted Answer

A)  devise advertising campaigns for his or her company. 
B)  curate art pieces in a museum. 
C)  promote the image of his company to the public. 
D)  manually fix typos in a document. 
A)  devise advertising campaigns for his or her company. 
B)  curate art pieces in a museum. 
C)  promote the image of his company to the public. 
D)  manually fix typos in a document.

Question 11

All of the following EXCEPT _____ are bases for judging job analysis.

Accepted Answer

A)  currency 
B)  acceptability 
C)  cost 
D)  usefulness 
A)  currency 
B)  acceptability 
C)  cost 
D)  usefulness

Question 12

Inclusion of essential elements in job descriptions for jobs covered by the legislation is required by the

Accepted Answer

A)  Americans With Disabilities Act. 
B)  Civil Rights Act. 
C)  Fair Labor Standards Act. 
D)  Equal Pay Act. 
A)  Americans With Disabilities Act. 
B)  Civil Rights Act. 
C)  Fair Labor Standards Act. 
D)  Equal Pay Act.

Question 13

The reliability and validity of quantitative methods of job analysis have significantly reduced the importance of human judgment in job analysis.

Accepted Answer

A) True 
 B)False

Question 14

Some organizations analyze work content as part of work flow and supply chain analysis.

Accepted Answer

A) True 
 B)False

Question 15

Both skills and competencies can be used as the basis for developing an internal structure.

Accepted Answer

A) True 
 B)False

Question 16

Job analysis is important for both managers and employees because it is

Accepted Answer

A)  the basis for a work-related rationale for pay differences. 
B)  an important result of the job evaluation process. 
C)  required under the Fair Labor Standards Act. 
D)  required for increasing employee turnover rates. 
A)  the basis for a work-related rationale for pay differences. 
B)  an important result of the job evaluation process. 
C)  required under the Fair Labor Standards Act. 
D)  required for increasing employee turnover rates.

Question 17

When job analysis shows that managers and employees disagree on parts of a job,the best answer is to

Accepted Answer

A)  collect more data. 
B)  use quantitative job analysis. 
C)  refer the problem to the compensation committee. 
D)  use an experienced compensation consultant. 
A)  collect more data. 
B)  use quantitative job analysis. 
C)  refer the problem to the compensation committee. 
D)  use an experienced compensation consultant.

Question 18

The most common way to collect job information is _____.

Accepted Answer

A)  to interview incumbents 
B)  to ask incumbents to fill out a questionnaire 
C)  to ask supervisors to fill out a questionnaire 
D)  to observe the person at work and take notes when on what is being done 
A)  to interview incumbents 
B)  to ask incumbents to fill out a questionnaire 
C)  to ask supervisors to fill out a questionnaire 
D)  to observe the person at work and take notes when on what is being done

Question 19

If several incumbents,supervisors,and peers respond in similar ways to job analysis questionnaires,it suggests that the results are most likely to be _____.

Accepted Answer

A)  useful 
B)  valid 
C)  invalid 
D)  unreliable 
A)  useful 
B)  valid 
C)  invalid 
D)  unreliable

Question 20

Which of the following statements regarding reliability of job analysis is NOT true?

Accepted Answer

A)  Reliability is higher when analysts are professionals. 
B)  Differences in performance across incumbents affect reliability. 
C)  Gender and race of analysts affect reliability. 
D)  Reliability is higher for specific tasks than for general ones. 
A)  Reliability is higher when analysts are professionals. 
B)  Differences in performance across incumbents affect reliability. 
C)  Gender and race of analysts affect reliability. 
D)  Reliability is higher for specific tasks than for general ones.

Traditional job analysis that makes fine distinctions among levels of jobs has been accused of reinforcing rigidity in organizations.

The verification step of the government's job analysis method is always conducted with _____.

Conventional methods of collecting job information are _____.

Quantitative job analysis methods increase reliability.

The PAQ measures jobs in terms of seven factors that are specific to each job.

Jane works as a copy editor at TreeTime Inc.She receives an e-mail from the human resources department with a link to a questionnaire that asks her to rate the necessary attributes required for her job.In this scenario,the approach used by TreeTime is characterized as:

The level at which an analysis begins affects whether the work is similar or dissimilar.

All job incumbents can easily complete the PAQ as the reading level required for it is relatively low.

A specific statement of what a worker does on a job is known as a(n)_____.

Gina announces that she would lose her job as her company is considering to offshore her job to another country.In this case,Gina is most likely to be working in a job that requires her to:

All of the following EXCEPT _____ are bases for judging job analysis.

Inclusion of essential elements in job descriptions for jobs covered by the legislation is required by the

The reliability and validity of quantitative methods of job analysis have significantly reduced the importance of human judgment in job analysis.

Some organizations analyze work content as part of work flow and supply chain analysis.

Both skills and competencies can be used as the basis for developing an internal structure.

Job analysis is important for both managers and employees because it is

When job analysis shows that managers and employees disagree on parts of a job,the best answer is to

The most common way to collect job information is _____.

If several incumbents,supervisors,and peers respond in similar ways to job analysis questionnaires,it suggests that the results are most likely to be _____.

Which of the following statements regarding reliability of job analysis is NOT true?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 4: Job Analysis

Traditional job analysis that makes fine distinctions among levels of jobs has been accused of reinforcing rigidity in organizations.

The verification step of the government's job analysis method is always conducted with _____.

Conventional methods of collecting job information are _____.

Quantitative job analysis methods increase reliability.

The PAQ measures jobs in terms of seven factors that are specific to each job.

Jane works as a copy editor at TreeTime Inc.She receives an e-mail from the human resources department with a link to a questionnaire that asks her to rate the necessary attributes required for her job.In this scenario,the approach used by TreeTime is characterized as:

The level at which an analysis begins affects whether the work is similar or dissimilar.

All job incumbents can easily complete the PAQ as the reading level required for it is relatively low.

A specific statement of what a worker does on a job is known as a(n)_____.

Gina announces that she would lose her job as her company is considering to offshore her job to another country.In this case,Gina is most likely to be working in a job that requires her to:

All of the following EXCEPT _____ are bases for judging job analysis.

Inclusion of essential elements in job descriptions for jobs covered by the legislation is required by the

The reliability and validity of quantitative methods of job analysis have significantly reduced the importance of human judgment in job analysis.

Some organizations analyze work content as part of work flow and supply chain analysis.

Both skills and competencies can be used as the basis for developing an internal structure.

Job analysis is important for both managers and employees because it is

When job analysis shows that managers and employees disagree on parts of a job,the best answer is to

The most common way to collect job information is _____.

If several incumbents,supervisors,and peers respond in similar ways to job analysis questionnaires,it suggests that the results are most likely to be _____.

Which of the following statements regarding reliability of job analysis is NOT true?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters