BUS 335 Week 4 Quiz– Strayer
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Quiz 3 Chapter 4
Chapter
4
Student:
___________________________________________________________________________
1. In
most modern organizations, jobs are largely well established and change little
over time.
True False
2. Job
analysis is the process of studying jobs in order to gather, analyze,
synthesize, and report information about job
requirements.
True False
3. Competency
based job analysis seeks to identify and describe the specific tasks, KSAOs,
and job context for a particular job.
True False
4. The
traditional way of designing a job is to identify and define its elements and
tasks precisely and then incorporate them into a job
description.
True False
5. Traditional
job design is marked by formal organization charts, clear and precise job
descriptions and specifications, and well-defined relationships between
jobs.
True False
6. Changes
to jobs have become so radical that the concept of "jobs" is no
longer a useful concept in most
organizations.
True False
7. Advances
in technology are one of the major reasons for changes in
jobs.
True False
8. A
job family is a grouping of positions that are similar in their tasks and task
dimensions.
True False
9. The
smallest unit into which work can be divided without analyzing separate
motions, movements, and mental processes is called an
element.
True False
10. Many
small-business owners, general managers of start-up strategic business units,
and top management members perform flexible jobs that are difficult to classify
in traditional job analysis.
True False
11. Measures
of engagement reflect specific skills sets that are readily measured through
job analysis.
True False
12. Competency
analysis is one way to incorporate engagement into job
analysis.
True False
13. A
job description is best defined as _____.
A. the organization's
framework for AA compliance
B. the organization's indicator of tasks
required for each job
C. the organizations principle job training
tool
D. the organization's performance appraisal instrument
14. Which
of the following are elements of traditional job design?
A. formal
organization charts
B. clear and precise job
descriptions
C. well-defined mobility (promotion and transfer)
paths
D. all of the above
15. Which
of the following is a good definition of a job family?
A. A grouping
of elements to form an identifiable work activity that is a logical and
necessary step in the performance of a job
B. A grouping of jobs, usually
according to function
C. A grouping of jobs according to generic job title
or occupation
D. A grouping of positions that are similar in their tasks
and task dimension
16. Which
of the following is a good definition of a job category?
A. A
grouping of elements to form an identifiable work activity that is a logical
and necessary step in the performance of a job
B. A grouping of jobs,
usually according to function
C. A grouping of jobs according to generic
job title or occupation
D. A grouping of positions that are similar in
their tasks and task dimensions
17. Which
of the following is a good definition of a job?
A. A grouping of
elements to form an identifiable work activity that is a logical and necessary
step in the performance of a job
B. A grouping of jobs, usually according
to function
C. A grouping of jobs according to generic job title or
occupation
D. A grouping of positions that are similar in their tasks and
task dimensions
18. Which
of the following is a good definition of a task?
A. A grouping of
elements to form an identifiable work activity that is a logical and necessary
step in the performance of a job
B. A grouping of jobs, usually according
to function
C. A grouping of jobs according to generic job title or
occupation
D. A grouping of positions that are similar in their tasks and
task dimensions
19. Measures
of engagement reflect _________.
A. task characteristics that are
readily accommodated by job analysis
B. the degree to which an employee
helps co-workers voluntarily
C. the degree to which an employee identifies
with and has enthusiasm for his or her work
D. the employee's tendency to
reject alternative employment offers when given
20. Job
requirements job analysis begins by identifying the specific tasks and the job
context for a particular job.
True False
21. Job
analysis is a primary input and support activity for most functional staffing
activities.
True False
22. Team-based
jobs lend themselves particularly well to job requirements job
analysis.
True False
23. The
job requirements matrix is composed of two components: tasks and
KSAOs.
True False
24. Task
statements are objectively written descriptions of the behaviors or work
activities engaged in by employees in order to perform the
job.
True False
25. Task
statements should reflect what the employee does, to whom or what the employee
does what he or she does, what is produced, and what is
used.
True False
26. The
KSAO portion of a job requirements matrix is often converted to a job
description.
True False
27. The
term "task dimension" has the same basic meaning as
"duties" or "areas of
responsibility."
True False
28. Sentence
analysis is used to develop
competencies.
True False
29. Tasks
should be constructed using broadly applicable verbs, such as
"supports," "assists," and "handles."
True False
30. It
is possible to weight task dimensions using either relative time spent,
percentage of time spent, or importance to overall job
performance.
True False
31. Knowledge
is a body of information that can be directly applied to the performance of
tasks.
True False
32. Skills
are underlying, enduring traits of a person that are useful for performing a
range of tasks.
True False
33. The
work setting, attire, environmental conditions, and job hazards are associated
with a job's "context."
True False
34. Having
two or more people independently develop task statements for a given job is a
way to enhance content validity and assess
reliability.
True False
35. It
is not really necessary, or even advisable, to have an incumbent or supervisor
serve as job analysts.
True False
36. Little
research has been done to identify particular job-related
skills.
True False
37. In
general, there are few, if any, sources of job information external to the
organization where the job is
performed.
True False
38. Direct
observation is a source for job information that is well suited for jobs with
physical components, and relatively short cycle times for job
tasks.
True False
39. Using
managers in a job analysis lends both expertise and neutrality to the
process.
True False
40. When
a job analysis is likely to be legally, technically or politically scrutinized,
it is best to use an internal person to do the analysis, rather than an
external consultant.
True False
41. In
general, when rational or narrative job analysis methods are desired, it is
advisable to rely on external consultants rather than internal
staff.
True False
42. A
valuable use of O*NET is that it serves as a starting point in preparing
knowledge statements.
True False
43. Subject
matter experts should not include previous jobholders, private consultants, and
customers/clients.
True False
44. The
O*Net contains work context factors pertaining to interpersonal relationships
and to structural job characteristics.
True False
45. The
term essential functions refers to the fundamental job duties of the employment
position the individual with a disability holds or
desires.
True False
46. The
Position Analysis Questionnaire measures extrinsic rewards such as pay,
recognition, and promotional
opportunities.
True False
47. The
best approach to job analysis for traditional or evolving jobs is
_____.
A. job requirements job analysis
B. competency based job
analysis
C. team-based job analysis
D. functional job analysis
48. Which
of the following is NOT shown by an ideal task statement?
A. what
the employee does
B. to whom or what the employee does what he or she
does
C. what is produced
D. how each behavior is rewarded
49. Which
of the following is a component of a job requirements matrix?
A. Job
tenure
B. Job pay
C. Job context
D. Job appraisal
50. Sentence
analysis technique is an aid to __________.
A. writing the job
summary
B. describing the KSAOs
C. drafting precise task
statements
D. describing the job context
51. It
can be accurately said of the "task dimension" component of a job
description that it ___________.
A. provides a rating of task
importance
B. is a grouping of similar tasks
C. indicates appropriate
KSAOs
D. indicates the nature of KSAOs
52. The
job context component of a job description does not
__________.
A. encompass both tasks and KSAOs
B. describe
physical demands
C. describe environmental characteristics
D. address
pay scales
53. The
KSAO portion of a job requirements matrix may be
_________.
A. converted to a job specification
B. converted to
a job description
C. converted to a job evaluation
D. converted into
a job pay scale
54. A
body of information that can be directly applied to the performance of tasks is
_______.
A. knowledge
B. skills
C. abilities
D. none
of the above
55. An
underlying, enduring trait of the person that is useful for performing a range
of tasks is _______.
A. knowledge
B. skills
C. abilities
D. none
of the above
56. An
observable competence for working with or applying information to perform a
particular task is
_______.
A. knowledge
B. skills
C. abilities
D. none
of the above
57. If
tasks/dimensions are not weighted formally, then ________.
A. the
job description has no value
B. AA non-compliance will result
C. all
tasks/dimensions are assessed as equally important by default
D. pay
scales cannot be developed
58. The
reason for having the manager participate as a job analyst is to ______.
A. provide
acceptance of job statements to guide performance on the job
B. verify
statements are inclusive and accurate
C. control incumbent responses on
job analysis questionnaires
D. establish pay scales
59. A
limitation of observation as a means of gathering job information would be
______________.
A. access to job context
B. short job
cycle
C. access to KSAOs
D. mental processes are difficult to measure
60. Which
of the following is an advantage of using job task
questionnaires?
A. Use with large numbers of people
B. Highly
diverse job content and formats
C. Working with top management
positions
D. Working with newly created jobs
61. Which
of the following is not a good reason for using an outside consultant for job
analysis?
A. Technical innovativeness is critical
B. Legal
scrutiny of project output/processes is high
C. Knowledge of organization
culture is critical
D. Data collection involves specialized statistical
methods
62. Skills
contained in O*Net include _____________.
A. basic
skills
B. cross-functional skills
C. sensory abilities
D. all of
the above
63. Competency-based
job analysis begins by identifying the specific tasks and the job context for a
particular job.
True False
64. Competencies
are more specific than KSAOs.
True False
65. Competency-based
job analysis attempts to identify and describe job requirements in the form of
general KSAOs that are required across a range of
jobs.
True False
66. Competencies
contribute to job performance, but not to organizational
success.
True False
67. Competency
based job analysis is a way to facilitate increased staffing
flexibility.
True False
68. A
key strategic HR reason for performing competency modeling is to create
awareness and understanding of the need for change in
business.
True False
69. Competency
modeling is useful for improving workforce skills, but is generally of little
use for replacement or succession
planning.
True False
70. Although
competency modeling has its advantages relative to job requirements job
analysis, it does require considerable time and effort to establish competency
models in an organization.
True False
71. The
"Great Eight" competencies include leading, supporting, presenting,
analyzing, creating, organizing, adapting, and
performing.
True False
72. The
legal implications of analyzing competencies beyond job specific ones are
well-known.
True False
73. The
best approach to job analysis for flexible jobs with changing requirements is
_____.
A. job requirements job analysis
B. competency based job
analysis
C. team-based job analysis
D. functional job analysis
74. A
competency is _____.
A. a type of behavior that is observed on the
job
B. an underlying characteristic of an individual that contributes to
job or role performance
C. a latent component of the job characteristics
matrix
D. a compilation of the tasks, duties, and responsibilities that
make up a job
75. Unlike
KSAOs, competencies usually describe characteristics ________.
A. of
individuals that contribute to job performance
B. that are used for
selecting individuals
C. that contribute to success across multiple
jobs
D. of organizational reward systems
76. Competency
modeling is useful for which of the following applications?
A. Identifying
needs for replacement and succession planning
B. Internal promotion
processes
C. Facilitating the HR planning process
D. All of the above
77. Competency
modeling is strategically used to _________.
A. create awareness of
the need for stability in business
B. enhance the skill level of the
workforce
C. encourage employees to focus on their own jobs as much as
possible
D. none of the above
78. Which
of the following is not one of the "great eight"
competencies?
A. Mechanical knowledge
B. Creating
C. Organizing
D. Performing
79. Pay,
benefits, and promotions are typical intrinsic job
rewards.
True False
80. Intrinsic
rewards are best characterized as "inherent in the nature of the job and
experienced by the employee as an outgrowth of actually doing the
job."
True False
81. The
employee value proposition is the bundle or package of KSAOs that the employee
provides to the organization.
True False
82. Surveys
and interviews with employees are a key way to gather information on job
rewards preferences.
True False
83. One
advantage of intrinsic rewards is that they are basically
costless.
True False
84. Interviews
and surveys of current employees on job rewards, no matter how comprehensive,
miss several relevant groups of
individuals.
True False
85. Surveys
of employees clearly suggest that intrinsic rewards are seen as more important
for job satisfaction than extrinsic
rewards.
True False
86. Interviews
are more personal than surveys, but the summary and analysis of interview data
is more time consuming and difficult.
True False
87. One
way to assess the importance of rewards to employees is to examine the rewards
that other organizations provide to their
employees.
True False
88. Which
of the following is not an example of an extrinsic
reward?
A. Pay
B. Promotion
C. Autonomy
D. Fringe
benefits
89. It
is critical than when employees are interviewed about their reward preferences,
the content of the interviews is ____________.
A. made public so
managers can match employee preferences immediately
B. kept confidential
so employees can report honestly
C. developed through an informal process
so employees feel comfortable
D. generally less important than the process
used in asking questions
90. Which
of the following HR outcomes arise from providing and using
rewards?
A. applicant attraction
B. employee
performance
C. employee retention
D. all of the above
91. What
is the "employee value proposition?"
A. the total worth of
an employee's KSAOs
B. the organization's package of rewards provided to
employees
C. the net worth of an organization's employees
D. none of
the above
92. Which
of the following best represents the order of aspects important for job
satisfaction identified in surveys, from most valued to least
valued?
A. variety of work, relationship with supervisor,
compensation, and networking
B. relationship with supervisor, networking,
variety of work, and compensation
C. job security, benefits, opportunities
to use skills and abilities, and financial stability
D. networking,
variety of work, relationship with supervisor, and compensation
93. When
assessing appropriate rewards, organizations can use information from
_____________.
A. surveys conducted by the Department of Labor
B. surveys
conducted by the Society for Human Resources Management
C. internal
organizational sources
D. all of the above
94. A
work team is an interdependent collection of employees who share responsibility
for achieving a specific goal.
True False
95. Teams
are seldom designed to absorb management functions that allow for
self-management because they inherently produce excess
groupthink.
True False
96. The
greater the task interdependence in a team, the greater the importance of KSAOs
pertaining to interpersonal qualities and team self-management
qualities.
True False
97. Job
specific KSAOs become largely irrelevant in team-based
work.
True False
98. An
interdependent collection of employees who share responsibility for achieving a
specific goal is called a _____.
A. project
unit
B. department
C. work team
D. goal circle
99. Which
of the following are unique properties of teams, from a staffing point of
view?
A. Competencies are not generally useful for selection in
teams because of the division of responsibility in teams
B. KSAOs for
teams involve job-spanning skills because members perform multiple
roles
C. Most research shows intelligence is unrelated to team
success
D. Both A and C
100. The
sample size used in job analysis is not relevant to legal
defensibility.
True False
101. Details
regarding knowledge, skills, and abilities in a job description are important
components of a legally defensible selection
system.
True False
102. If
an employment discrimination case involves an organization's defense of its
selection procedures, the UGESP require the conduct of job
analysis.
True False
103. Although
some have advocated for greater use of job analysis in legal cases, the courts
currently recognize job titles as sufficiently detailed indicators of required
characteristics of applicants.
True False
104. Employment
regulations give several specific techniques for using job analysis to identify
essential job functions.
True False
105. The
EEOC has provided assistance to organizations for dealing with the issue of
identifying essential job functions for the purpose of ADA
compliance.
True False
106. The
ADA requires the performance of a job analysis to identify the essential
functions of a job.
True False
107. Which
of the following could harm an organization's legal defense in an EEO/AA
case?
A. Written job descriptions
B. Large sample sizes
employed in job analysis
C. Emphasis mostly on primary
tasks
D. Emphasis mostly on secondary tasks
108. In
defining essential job functions for the purposes of complying with ADA
regulations, which of the following does not convey the meaning
"essential?"
A. Compensation for the function is above
average
B. Position exists to perform the function
C. Incumbent
expertise required to perform the function
D. There are limited numbers of
employees among whom performance of the function can be distributed
109. When
using job analysis to comply with the ADA, which of the following is considered
most helpful by the EEOC?
A. Focusing on the way the work is usually
done
B. Focusing on the results of a function
C. Focusing on the
average qualifications of job holders
D. Focusing on managerial
assessments of skill relevance
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