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)
reviewing relevant background information
B)
developing a job description and job specification
C)
collecting data on job activities
D)
selecting representative positions
E)
deciding how to use the information

10)
The average cycle time is a(n) ________.
10)
______
A)
minute
B)
day
C)
week
D)
hour
E)
it depends on the specific job

11)
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

12)
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

13)
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)
performance standards
B)
work activities
C)
job context
D)
human behaviors
E)
machines, tools, equipment, and work aids

14)
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

15)
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

16)
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

17)
The first step in conducting a job analysis is ________.
17)
______
A)
deciding how to use the information
B)
reviewing relevant background information
C)
selecting representative positions
D)
developing a job description and job specification
E)
collecting data on job activities

18)
The information resulting from job analysis is used for writing ________.
18)
______
A)
job context
B)
work activities
C)
work aids
D)
performance standards
E)
job descriptions

19)
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
20)
________ 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

21)
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

22)
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

23)
There are ________ steps in doing a job analysis.
23)
______
A)
six
B)
five
C)
three
D)
four
E)
ten

24)
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

25)
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

26)
Interviews often include questions about ________.
26)
______
A)
education
B)
experience
C)
job duties
D)
supervisory responsibilities
E)
all of the above

27)
________ 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

28)
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

29)
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

30)
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

31)
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

32)
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

33)
________ 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

34)
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

35)
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

36)
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

37)
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

38)
Which quantitative job analysis technique can be conducted online?
38)
______
A)
job analysis questionnaire
B)
functional job analysis
C)
position analysis questionnaire
D)
all of the above
E)
none of the above

39)
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

40)
The final step in conducting a job analysis is ________.
40)
______
A)
deciding how to use the information
B)
developing a job description and job specification
C)
reviewing relevant background information
D)
selecting representative positions
E)
collecting data on job activities

41)
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

42)
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

43)
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

44)
Information regarding job demands, such as lifting weights or walking long distances, is included in the information about ________
an HR specialist may collect during a job analysis.
44)
______
A)
work activities
B)
human behaviors
C)
job context
D)
performance standards
E)
machines, tools, equipment, and work aids

45)
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

46)
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
47)
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

48)
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

49)
Information regarding matters such as physical working conditions and work schedule is included in the information about ________
an HR specialist may collect during a job analysis.
49)
______
A)
human behaviors
B)
work activities
C)
performance standards
D)
job context
E)
machines, tools, equipment, and work aids

50)
________ 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

51)
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

52)
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

53)
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

54)
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

55)
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

56)
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

57)
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

58)
The fifth step in conducting a job analysis is ________.
58)
______
A)
deciding how to use the information
B)
developing a job description and job specification
C)
verifying the job analysis information
D)
collecting data on job activities
E)
reviewing relevant background information

59)
Which of the following types of information can be collected via a job analysis?
59)
______
A)
performance standards
B)
job context
C)
work activities
D)
human behaviors
E)
all of the above

60)
________ 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

61)
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

62)
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

63)
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)
functional job analysis
D)
structured job analysis
E)
none of the above

64)
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)
performance standards
B)
work activities
C)
machines, tools, equipment, and work aids
D)
job context
E)
human behaviors

65)
The fourth step in conducting a job analysis is ________.
65)
______
A)
selecting representative positions
B)
developing a job description and job specification
C)
deciding how to use the information
D)
collecting data on job activities
E)
reviewing relevant background information
66)
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)
position analysis questionnaire
C)
functional job analysis
D)
process chart
E)
all of the above

67)
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

68)
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

69)
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.
70)
Managers increasingly organize tasks around teams and processes rather than around specialized functions. T
70)
______

71)
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)
______

73)
Job rotation is another term for dejobbing. F
73)
______

74)
There is no standard format for writing a job description. T
74)
______

75)
'Dejobbing' is another word for removing a person from employment in a specific job. F

75)
______

76)
In reengineered situations, workers tend to become collectively responsible for overall results rather than being individually
responsible for just their own tasks. T
76)
______

77)
The interview is the most widely used method for identifying job duties and responsibilities. T
77)
______

78)
As a rule, the workers' immediate supervisor attends the group interview session. T

78)
______
79)
Competency analysis focuses on how the worker meets the job's objectives or actually accomplishes the work. T
79)
______

80)
Competency-based job analysis means writing job descriptions based on job duties. F

80)
______
81)
Organizations define competencies in the same way. F
81)
______

82)
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)
______

83)
The statistical analysis method for job specifications is more defensible than the judgmental approach. T
83)
______

84)
Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. F
84)
______

85)
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)
______

86)
Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day. T
86)
______

87)
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)
______

88)
Competency-based job analysis is more job-focused than traditional job analysis. F
88)
______
89)
A job's required competencies might include general competencies, leadership competencies, and technical competencies. T
89)
______

90)
Interviews used for job analysis always follow an unstructured format. F
90)
______

91)
Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity. F
91)
______

92)
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)
______

93)
The early work of Frederick Taylor supports the recent trend of dejobbing. F

93)
______
94)
A job analysis should only be conducted by the HR specialist. F
94)
______

95)
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)
______

96)
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)
______

97)
Employee attitude is at the heart of a company's performance management process. F

97)
______

98)
Arab countries have not yet adopted the self-managed work team (SMWT) concept to increase productivity. F

98)
______
99)
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.
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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.
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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.
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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.
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Performance management means basing your employees' training, appraisals, and rewards on encouraging and rewarding the skills
and competencies they need to achieve their goals.