Question 1

The term "glass ceiling" refers to

Accepted Answer

A)  limitations preventing women and minorities from achieving top management positions. 
B)  artificial salary "caps" placed on top-level women executives. 
C)  ongoing discrimination that keeps women and minorities from being hired. 
D)  a government plan to ensure that companies do not become administratively "top- heavy." 
A)  limitations preventing women and minorities from achieving top management positions. 
B)  artificial salary "caps" placed on top-level women executives. 
C)  ongoing discrimination that keeps women and minorities from being hired. 
D)  a government plan to ensure that companies do not become administratively "top- heavy." A

Question 2

Which of the following products of a job analysis is most important in determining comparable worth?

Accepted Answer

A)  job description 
B)  job specification 
C)  job evaluation 
D)  performance criteria 
A)  job description 
B)  job specification 
C)  job evaluation 
D)  performance criteria C

Question 3

A job specification provides information about the

Accepted Answer

A)  tasks to be performed by the employee. 
B)  relative importance of tasks to be performed by the employee. 
C)  amount of salary to be earned. 
D)  human characteristics, work experience, and education required for a job. 
A)  tasks to be performed by the employee. 
B)  relative importance of tasks to be performed by the employee. 
C)  amount of salary to be earned. 
D)  human characteristics, work experience, and education required for a job. D

Question 4

Exceptioning refers to the practice of eliminating the lowest rating in a group of ratings to arrive at the overall performance evaluation.

Accepted Answer

A) True 
 B)False

Question 5

Discuss two issues related to the "gender-gap" in wages.

Accepted Answer

The gender gap in wages is a complex iss

Question 6

The use of O*NET is associated with which of the following job analysis techniques?

Accepted Answer

A)  Functional Job Analysis 
B)  the Critical Incidents Technique 
C)  Position Analysis Questionnaire 
D)  Dictionary of Occupational Titles 
A)  Functional Job Analysis 
B)  the Critical Incidents Technique 
C)  Position Analysis Questionnaire 
D)  Dictionary of Occupational Titles

Question 7

When using interview job analysis techniques, more reliable representations of jobs are established when

Accepted Answer

A)  only one worker in the position is interviewed. 
B)  open-ended questions are used. 
C)  several job incumbents within a single organization are interviewed. 
D)  only the supervisor of the particular job position is interviewed. 
A)  only one worker in the position is interviewed. 
B)  open-ended questions are used. 
C)  several job incumbents within a single organization are interviewed. 
D)  only the supervisor of the particular job position is interviewed.

Question 8

Title VII of the Civil Rights Act of 1964 includes provisions related to sex discrimination in hiring.

Accepted Answer

A) True 
 B)False

Question 9

Summarize the research findings of comparisons of different job analysis techniques.

Accepted Answer

The research findings on comparisons of

Question 10

Jobs in the Dictionary of Occupational Titles are categorized by how the worker interacts with data, people, and things.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is NOT a job analysis method?

Accepted Answer

A)  Field experiment method 
B)  Existing data method 
C)  Interview method 
D)  Survey method 
A)  Field experiment method 
B)  Existing data method 
C)  Interview method 
D)  Survey method

Question 12

There is considerable evidence that women receive lower wages than men performing the same, or equivalent, work.

Accepted Answer

A) True 
 B)False

Question 13

Compare and contrast use of the PAQ and the critical incidents technique. In what type of situation would a job analyst use each?

Accepted Answer

The PAQ (Position Analysis Questionnaire

Question 14

Describe the use of job analyses in determining compensable factors.

Accepted Answer

Job analyses are systematic processes us

Question 15

A strength of functional job analysis is that

Accepted Answer

A)  it analyzes jobs in terms of dozens of different categories. 
B)  it is a cost-effective technique for analyzing a large number of jobs. 
C)  it analyzes jobs in terms of knowledge, skills, and abilities of workers. 
D)  it provides detailed, open-ended descriptions of jobs based on performance criteria. 
A)  it analyzes jobs in terms of dozens of different categories. 
B)  it is a cost-effective technique for analyzing a large number of jobs. 
C)  it analyzes jobs in terms of knowledge, skills, and abilities of workers. 
D)  it provides detailed, open-ended descriptions of jobs based on performance criteria.

Question 16

Research on the "glass ceiling" has found that

Accepted Answer

A)  there are only 65 women executives for every 100 males. 
B)  only very small percentages of women and ethnic minorities hold top-level executive positions. 
C)  the glass ceiling exists only in US. organizations. 
D)  the glass ceiling, like the "old boys' network," is largely a myth. 
A)  there are only 65 women executives for every 100 males. 
B)  only very small percentages of women and ethnic minorities hold top-level executive positions. 
C)  the glass ceiling exists only in US. organizations. 
D)  the glass ceiling, like the "old boys' network," is largely a myth.

Question 17

Which of the following employees would likely receive a higher number of points on a weighted compensable factors analysis?

Accepted Answer

A)  A subway train operator/driver 
B)  A typist 
C)  A mail room worker 
D)  A grocery store bagger 
A)  A subway train operator/driver 
B)  A typist 
C)  A mail room worker 
D)  A grocery store bagger

Question 18

A job analyst asks department store supervisors to provide behavioral examples of the best and worst salespersons they supervised. The job analyst is using

Accepted Answer

A)  Functional Job Analysis. 
B)  the Position Analysis Questionnaire. 
C)  the Critical Incidents Technique. 
D)  the Job Elements Method. 
A)  Functional Job Analysis. 
B)  the Position Analysis Questionnaire. 
C)  the Critical Incidents Technique. 
D)  the Job Elements Method.

Question 19

"Comparable worth" has to do with the idea that

Accepted Answer

A)  women are just as smart as men. 
B)  women should be paid the same amount of money as men. 
C)  equal work should receive equal pay. 
D)  men are sometimes underpaid. 
A)  women are just as smart as men. 
B)  women should be paid the same amount of money as men. 
C)  equal work should receive equal pay. 
D)  men are sometimes underpaid.

Question 20

In functional job analysis, the category of "things" refers to

Accepted Answer

A)  the data used in performing a job. 
B)  the basic job elements in a particular job category. 
C)  the tangible skills a worker brings to the job. 
D)  the worker's interaction with tools, machines, and equipment. 
A)  the data used in performing a job. 
B)  the basic job elements in a particular job category. 
C)  the tangible skills a worker brings to the job. 
D)  the worker's interaction with tools, machines, and equipment.

The term "glass ceiling" refers to

Which of the following products of a job analysis is most important in determining comparable worth?

A job specification provides information about the

Exceptioning refers to the practice of eliminating the lowest rating in a group of ratings to arrive at the overall performance evaluation.

Discuss two issues related to the "gender-gap" in wages.

The use of O*NET is associated with which of the following job analysis techniques?

When using interview job analysis techniques, more reliable representations of jobs are established when

Title VII of the Civil Rights Act of 1964 includes provisions related to sex discrimination in hiring.

Summarize the research findings of comparisons of different job analysis techniques.

Jobs in the Dictionary of Occupational Titles are categorized by how the worker interacts with data, people, and things.

Which of the following is NOT a job analysis method?

There is considerable evidence that women receive lower wages than men performing the same, or equivalent, work.

Compare and contrast use of the PAQ and the critical incidents technique. In what type of situation would a job analyst use each?

Describe the use of job analyses in determining compensable factors.

A strength of functional job analysis is that

Research on the "glass ceiling" has found that

Which of the following employees would likely receive a higher number of points on a weighted compensable factors analysis?

A job analyst asks department store supervisors to provide behavioral examples of the best and worst salespersons they supervised. The job analyst is using

"Comparable worth" has to do with the idea that

In functional job analysis, the category of "things" refers to

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Employee Recruitment, Selection, and Placement

Methods for Assessing and Selecting Employees

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters

Exam 3: Job Analysis

The term "glass ceiling" refers to

Which of the following products of a job analysis is most important in determining comparable worth?

A job specification provides information about the

Exceptioning refers to the practice of eliminating the lowest rating in a group of ratings to arrive at the overall performance evaluation.

Discuss two issues related to the "gender-gap" in wages.

The use of O*NET is associated with which of the following job analysis techniques?

When using interview job analysis techniques, more reliable representations of jobs are established when

Title VII of the Civil Rights Act of 1964 includes provisions related to sex discrimination in hiring.

Summarize the research findings of comparisons of different job analysis techniques.

Jobs in the Dictionary of Occupational Titles are categorized by how the worker interacts with data, people, and things.

Which of the following is NOT a job analysis method?

There is considerable evidence that women receive lower wages than men performing the same, or equivalent, work.

Compare and contrast use of the PAQ and the critical incidents technique. In what type of situation would a job analyst use each?

Describe the use of job analyses in determining compensable factors.

A strength of functional job analysis is that

Research on the "glass ceiling" has found that

Which of the following employees would likely receive a higher number of points on a weighted compensable factors analysis?

A job analyst asks department store supervisors to provide behavioral examples of the best and worst salespersons they supervised. The job analyst is using

"Comparable worth" has to do with the idea that

In functional job analysis, the category of "things" refers to

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Employee Recruitment, Selection, and Placement

Methods for Assessing and Selecting Employees

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters