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Here's the test without the answers provided:

1. The gathering, analyzing, and structuring of information about a job's components, characteristics,
and requirements is a process called:
a. task analysis
b. job analysis
c. surveying
d. job description

2. Job analysis can serve as a foundation for:

a. selecting employees
b. training employees
c. evaluating employees' performance
d. all of these and more

3. The _______ is the process of determining the work activities and requirements, and the _______ is
the written result.
a. job analysis / job description
b. job description / job analysis
c. job evaluation / job description
d. job analysis / job evaluation

4. Promoting people until they reach their highest level of incompetence is called:
a. the Anderson Analog
b. the Peter Principle
c. personpower planning
d. none of these

5. Shahidi Industries has a policy of promoting employees who perform well. Unfortunately, many of the
people promoted do not become effective supervisors. Currently, there is a crisis because most of the
supervisors are getting poor performance reviews. Shahidi Industries seems to be a good example of:
a. the Anderson Analog
b. the Peter Principle
c. personpower planning
d. none of the above

6. Even though the _______ are not law, courts have granted them "great deference."
a. Amendments
b. APA Principles
c. Uniform Guidelines
d. Standards and Practice Guidelines

7. Which of the following practical uses of job analysis may discover lapses in organizational
communication?
a. Training
b. Personpower planning
c. Organizational analysis
d. Performance appraisal
8. _______ was the first real court case that addressed the issue of job relatedness.
a. McDonnel Douglas v. Green
b. Connecticut v. Teal
c. Pan American Airlines v. Diaz
d. Griggs v. Duke Power

9. Which of the following is not true of job titles?

a. Titles should describe the nature of a job
b. Job titles can affect perceptions of job status
c. Titles provide workers with identity
d. All three of these statements are true

10. Which of the following sections in a thorough job description can be used in help wanted
advertisements, internal job posting, and company brochures?
a. Job title
b. Brief summary
c. Work activities
d. Work context

11. Which of the following is another name for a job competency?

a. Work context
b. Job factors
c. Training requirements
d. KSAOs

12. Knowledge, skill, ability, and personality are types of:

a. competencies
b. job factors
c. job functions
d. compensable factors

13. Which of the following sections in a thorough job description contains what is commonly called job
specifications?
a. Brief summary
b. Performance standards
c. Work activities
d. Competencies

14. According to the author, the section of a job description which contains the knowledge, skills,
abilities, and other characteristics necessary to be successful on the job is labeled _______; the section
containing a list of tasks and activities in which the worker is involved is labeled _______.
a. job competencies / work context
b. job competencies / work activities
c. work context / work activities
d. performance standards / work activities
15. A job analysis is typically conducted by:
a. job incumbents
b. supervisors
c. outside consultants
d. the human resource department

16. If you have a small number of incumbents in a job (6 people), how many should you interview as part
of your job analysis?
a. all 6
b. 2
c. 4
d. 1

17. Informal changes that employees make in their jobs is called:

a. job crafting
b. spontaneous revision
c. position alterations
d. job reconstruction

18. Which of the following is the most common method of conducting a job analysis?
a. Observation
b. Task analysis
c. Interview
d. Job participation

19. Job analysis interviews are conducted to determine:

a. who should conduct the job analysis
b. who should participate in the job analysis
c. information about the job itself
d. if a job analysis is even necessary

20. During the job analysis interview, the questions asked should be:
a. open ended
b. multiple choice
c. true-false
d. highly structured

21. An excellent group job-analysis interview technique is the:

a. task analysis
b. Ammerman technique
c. brainstorming
d. Position Analysis Questionnaire
22. Josh conducted a job analysis by convening a panel of experts and having the panel identify the
objectives and standards that are to be met by the ideal incumbent. What method of job analysis is Josh
using?
a. PAQ
b. AET
c. Nagy-Reilly Approach
d. Ammerman Technique

23. A specialized job analysis interview that uses groups and focuses on objectives is:
a. critical incidents
b. PAQ
c. the Ammerman technique
d. task analysis

24. A problem with the observation method of job analysis is that it is often:
a. illegal
b. unreliable
c. unethical
d. obtrusive

25. In the task statement, "Types correspondence to be sent to vendors," _______ is the action and
_______ is the object.
a. correspondence / types
b. correspondence / vendors
c. types / correspondence
d. vendors / types

26. Creating a list of tasks that are thought to be involved with a job, and having job incumbents rate the
tasks on scales such as frequency of occurrence and importance, best defines which job analysis
method?
a. Task analysis
b. Critical incident technique
c. Job-element approach
d. Ammerman technique

27. Once task statements have been written, the next step is to:
a. select tests to tap KSAOs
b. determine essential KSAOs
c. interview incumbents
d. rate the task statements

28. A task statement rated _______ on frequency and _______ on importance would be left out of the
job description.
a. low / low
b. high / high
c. high / low
d. low / high
29. _______ is a structured job analysis method containing 194 items and is difficult to read.
a. The critical incidents technique
b. The PAQ
c. The Ammerman technique
d. Task analysis

30. A revised version of the Position Analysis Questionnaire which is used by a job analyst rather than a
job incumbent is:
a. Job Structure Profile
b. Job Element Inventory
c. Job Components Inventory
d. AET

31. Andre is completing a questionnaire containing over 400 items covering five major categories: tools
and equipment, perceptual and physical requirements, mathematical requirements, communication
requirements, and decision making and responsibility. Andre is using the:
a. Job Components Inventory
b. Position Analysis Questionnaire
c. Critical Incident Technique
d. Threshold Traits Analysis

32. The _______ is an excellent job analysis method for information about tools and equipment.
a. JCI
b. PAQ
c. F-JAS
d. AET

33. Which of the following job analysis techniques is NOT a good source of information about
competencies?
a. CIT
b. F-JAS
c. AET
d. TTA

34. The _______ is an excellent job analysis method for information about the work environment.
a. JCI
b. PAQ
c. F-JAS
d. AET

35. _______ is an example of an ergonomic-centered job analysis method.

a. The AET
b. Task analysis
c. The PAQ
d. The Ammerman technique
36. The _______ is the job analysis method created by the federal government to replace the Dictionary
of Occupational Titles (DOT).
a. FJA
b. PAQ
c. AET
d. O*NET

37. Generating examples of good and bad performance, and categorizing these examples based on their
similarities and differences with other examples, best defines which job analysis method?
a. Task analysis
b. Critical incident technique
c. Job-element approach
d. Ammerman technique

38. The _______ is an excellent job analysis method for obtaining the physical abilities needed to
perform a job.
a. JCI
b. PAQ
c. F-JAS
d. AET

39. The best method(s) to use in analyzing a job appears to be:

a. the Position Analysis Questionnaire
b. interviews, observations, and job participation
c. The Critical Incident Technique
d. dependent on how the information will be used

40. Determining the worth of a job defines:

a. functional job analysis
b. job evaluation
c. comparable worth
d. salary surveying

41. _______ is the process of determining a job's worth.

a. Comparable worth
b. Job analysis
c. Job evaluation
d. Performance appraisal

42. In job evaluation, compensable factors would be associated with determining _______; whereas
salary surveys would be associated with determining _______.
a. internal equity / external equity
b. external equity / internal equity
c. internal equity / wage trend lines
d. external equity / wage trend lines
43. The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs.
These are called _______ factors.
a. job related
b. compensable job
c. task
d. structural

44. Level of responsibility, mental demands, and education requirements would be potential _______
factors.
a. job related
b. compensable job
c. task
d. structural

45. To construct a wage trend line, I would use:

a. regression
b. a ruler and graph paper
c. nomological statistics
d. the span of discretion

46. After conducting a salary equity evaluation, we find that Bob is underpaid by $2,000 and Bill is
overpaid by $2,000. We would probably:
a. give Bob a raise and lower Bill's salary
b. not do anything
c. redo the job evaluation
d. give Bob a raise and leave Bill's salary alone

47. Salary surveys help establish:

a. external equity
b. legality
c. BFOQ's
d. internal equity

48. If an organization's compensation plan is competitive with other similar organizations', they are said
to have:
a. internal equity
b. external equity
c. merit
d. comparable worth

49. Salary surveys are used to determine:

a. internal equity
b. external equity
c. merit
d. comparable worth
50. When an organization determines where it wants to be when compared with the compensation
policies of other organizations, they are determining their:
a. external equity
b. rank order
c. market position
d. compensation structure

51. A job evaluation concerns the worth of the ______, not worth of the ______.
a. job / person
b. person / job
c. performance / product
d. product / performance

52. The job evaluation process determines the amount of money that a job is worth; this amount is
called _______ compensation.
a. financial
b. monetary
c. direct
d. indirect

53. According to national statistics, the average salary for women in the U.S. is approximately _______ of
the average salary for men.
a. 57%
b. 98%
c. 50%
d. 82%

54. Differences in average salaries between men and women is the result of:
a. discrimination
b. vocational choice
c. educational opportunities
d. all of the above contribute to the difference

55. The statistical method most commonly used in a salary equity study is:
a. analysis of variance
b. chi-square
c. regression
d. nominal analysis