Reference no: EM13522529
Multiple Choice Questions
1. 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
2. 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
3. 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
4. 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
5. 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
6. 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
7. 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
8. 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
9. 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
10. Which of the following is a component of a job requirements matrix?
A. Job tenure
B. Job pay
C. Job context
D. Job appraisal
11. 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
12. 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
13. 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
14. 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
15. 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
16. 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
17. 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
18. 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
19. 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
20. 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