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1、-Chapter 4: Job AnalysisMultiple Choice1. _ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.a. Job descriptionb. Job specificationc. Job analysisd. Job contexte. None of the above(c; easy; p. 126)2. The
2、information resulting from job analysis is used for writing _.a. job descriptionsb. work activitiesc. work aidsd. job contexte. performance standards(a; easy; p. 126)3. Which of the following types of information can be collected via a job analysis?a. work activitiesb. human behaviorsc. performance
3、standardsd. job contexte. all of the above(e; moderate; p. 126)4. 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.a. work activitiesb. human behaviorsc. machines, tools, equi
4、pment, and work aidsd. performance standardse. job context(b; moderate; p. 126)5. 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.a. work activitiesb. human behaviorsc. machines, tools,
5、 equipment, and work aidsd. performance standardse. job context(a; moderate; p. 126)6. 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.a. work activitiesb. human behaviorsc. machines, too
6、ls, equipment, and work aidsd. performance standardse. job context(d; moderate; p. 126)7. 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.a. work activitiesb. human behavi
7、orsc. human requirementsd. performance standardse. job context(c; moderate; p. 126)8. 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.a. work activitiesb. human behaviorsc. m
8、achines, tools, equipment, and work aidsd. performance standardse. job context(e; moderate; p. 126)9. There are _ steps in doing a job analysis.a. threeb. fourc. fived. sixe. ten(d; easy; p. 127)10. Deciding how to use the resulting information is the _ step in doing a job analysis.a. firstb. second
9、c. thirdd. fourthe. fifth(a; moderate; p. 127)11. The first step in conducting a job analysis is _.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specif
10、ication(a; moderate; p. 127)12. Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _ step in doing a job analysis.a. firstb. secondc. thirdd. fourthe. fifth(b; moderate; p. 127)13. The second step in conducting a job analysis is _.a. de
11、ciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(b; moderate; p. 127)14. Selecting representative positions to use in the job analysis is the _ s
12、tep in the process.a. firstb. secondc. thirdd. fourthe. fifth(c; moderate; p. 128)15. The third step in conducting a job analysis is _.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. develop
13、ing a job description and job specification(c; moderate; p. 128)16. 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.a. firstb. secondc. thirdd. fourthe. fifth(d; mod
14、erate; p. 128)17. The fourth step in conducting a job analysis is _.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification(d; moderate; p. 128)18.
15、 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.a. firstb. secondc. thirdd. fourthe. fifth(e; moderate; p. 128)19. The fifth step in conducting a job analysis is _.a. deciding how to use the
16、 informationb. reviewing relevant background informationc. verifying the job analysis informationd. collecting data on job activitiese. developing a job description and job specification(c; moderate; p. 128)20. Developing a job description and job specification is the _ step in the job analysis proc
17、ess.a. secondb. thirdc. fourthd. fifthe. sixth(e; moderate; p. 128)21. The final step in conducting a job analysis is _.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job descr
18、iption and job specification(e; moderate; p. 128)22. A(n) _ shows the flow of inputs to and outputs from the job being analyzed.a. organization chartb. process chartc. value chaind. job previewe. job description(b; moderate; p. 128)23. Which term refers to a written statement that describes the acti
19、vities and responsibilities of the job?a. job specificationb. job analysisc. job reportd. job descriptione. job context(d; moderate; p. 128)24. A _ summarizes the personal qualities, traits, skills, and background required for getting the job done.a. job specificationb. job analysisc. job reportd. j
20、ob descriptione. job context(a; moderate; p. 128)25. Royall & Company emphasizes a desire for detail-oriented, motivated employees with strong social skills. This part of Royall & Companys job _.a. job specificationb. job analysisc. job reportd. job descriptione. job context(a; moderate; p. 128)26.
21、Which of the following may be included in a job specification?a. personal qualitiesb. traitsc. skillsd. required backgrounde. all of the above(e; easy; p. 128)27. Which of the following methods is used to gather job analysis data?a. interviewsb. questionnairesc. observationd. all of the abovee. none
22、 of the above(d; moderate; p. 129)28. Who is interviewed by managers collecting job analysis data?a. individual employeesb. groups of employees with the same jobc. supervisors who know the jobd. all of the abovee. none of the above(d; moderate; p. 129)29. Which of the following is not an advantage o
23、f using interviews to collect job analysis data?a. It is simple to use.b. Some information may be exaggerated or minimized.c. It is quick to collect information.d. It can identify uncommon, but important activities.e. It can be used to explain need for job analysis.(b; moderate; p. 130)30. Interview
24、s often include questions about _.a. supervisory responsibilitiesb. job dutiesc. educationd. experiencee. all of the above(e; easy; p. 130)31. In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the _.a. length of time an employee has hel
25、d the positionb. order of importancec. frequency of occurrenced. all of the abovee. b and c only(e; difficult; p. 133)32. For which of the following jobs is direct observation not recommended to collect data used in a job analysis?a. assembly-line workerb. accounting clerkc. engineerd. receptioniste
26、. salesperson(c; difficult; p. 133)33. A _ is the time it takes to complete a job.a. job specificationb. work cyclec. work weekd. shifte. none of the above(b; moderate; p. 136)34. The average cycle time is a(n) _.a. minuteb. hourc. dayd. weeke. it depends on the specific job(e; easy; p. 136)35. When
27、 a worker changes what he or she would normally do because they are being watched, _ has occurred.a. proactivityb. reactivityc. cyclingd. divertinge. none of the above(b; moderate; p. 136)36. Which two data collection methods are frequently used together?a. direct observation and interviewingb. ques
28、tionnaires and direct observationc. interviewing and questionnairesd. diaries and interviewinge. most are used individually(a; difficult; p. 136)37. Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on _.a. di
29、ariesb. interviewsc. direct observationd. questionnairese. supervisor verification(a; easy; p. 136)38. Which of the following is considered a qualitative approach to job analysis?a. position analysis questionnaireb. interviewsc. Department of Labor approachd. functional job analysise. all are qualit
30、ative approaches(b; difficult; p. 137)39. Which of the following is considered a quantitative approach to job analysis?a. interviewsb. diariesc. Department of Labor Job Analysis Procedured. direct observatione. questionnaires(c; difficult; p. 137)40. What form of data collection involves recording w
31、ork activities in a log?a. interviewsb. diariesc. direct observationd. questionnairese. none of the above(b; easy; p. 136)41. Which of the following is not one of the basic activities included in a position analysis questionnaire?a. performing skilled activitiesb. being physically activec. operating
32、 equipmentd. processing informatione. all are included in a position analysis questionnaire(e; moderate; p. 137)42. The _ assigns a quantitative score to each job based on its decision-making, skilled activity, physical activity, equipment operation, and information-processing characteristics. a. De
33、partment of Labor Procedureb. position analysis questionnairec. functional job analysisd. log approache. all of the above(b; moderate; p. 137)43. Which quantitative job analysis technique can be conducted online?a. position analysis questionnaireb. Department of Labor Procedurec. functional job anal
34、ysisd. all of the abovee. none of the above(a; difficult; p. 137)44. Which of the following is included in a functional job analysis?a. the extent to which specific instructions are necessary to perform the taskb. the extent to which reasoning and judgment are required to perform the taskc. the math
35、ematical ability required to perform the taskd. the verbal and language facilities required to perform the taske. all of the above(e; moderate; p. 138)45. Most job descriptions contain sections that cover _.a. job summaryb. standards of performancec. working conditionsd. job identification responsib
36、ilitiese. all of the above (e; easy; p. 141)46. One uses information from the _ to write a job specification.a. job summaryb. job identificationc. job descriptiond. standards for performancee. job advertisement(c; moderate; p. 141)47. What type of information is contained in the job identification s
37、ection of a job description?a. job titleb. job summaryc. relationships statementd. major functions or activitiese. all of the above(a; difficult; p. 144)48. FLSA status is located in the _ section of a job description.a. job summaryb. job identificationc. relationshipsd. responsibilities and dutiese
38、. none of the above(b; moderate; p. 144)49. The _ classifies all workers into one of 23 major groups of jobs. a. Department of Labor Procedureb. Job analysisc. Standard Occupational Classificationd. Federal Professions Classification Systeme. none of the above(c; easy; p. 145)50. Under the _, the in
39、dividual must have the requisite skills, educational background, and experience to perform the jobs essential functions. a. SOCb. DOLc. ADAd. FCCe. SIC(c; moderate; p. 145)51. Which section of a job description should define the limits of the jobholders authority, direct supervision of other personn
40、el, and budgetary limitations? a. job identificationb. job summaryc. relationshipsd. responsibilities and dutiese. pay levels(d; moderate; p. 145)52. When is an employer required to make a “reasonable accommodation” for a disabled individual?a. any time a disabled individual applies for a positionb.
41、 employers are only encouraged to make reasonable accommodationsc. when a disabled individual has the necessary skills, education, and experience to perform the job, but cant because of the jobs current structured. when it would present an undue hardship e. when the job function is essential(c; mode
42、rate; p. 146)53. Job duties that employees must be able to perform, with or without reasonable accommodation, are called _.a. essential job functionsb. job requirementsc. primary job activitiesd. work activitiese. all of the above(a; easy; p. 146)54. The job specification takes the job description a
43、nd answers the question, _?a. What human traits and experience are required to do this job wellb. When will the supervisor be completely satisfied with a workers workc. What are the four main activities making up this jobd. How many other employees are available to perform job functionse. What are t
44、he performance standards for the job(a; difficult; p. 148)55. When filling jobs with untrained people, the job specifications may include _.a. quality of trainingb. length of previous servicec. previous job performanced. physical traitse. all of the above(d; moderate; p. 148)56. Which of the followi
45、ng work behaviors is considered “generic” or important to all jobs?a. industriousnessb. intelligencec. experienced. moralitye. motivation(a; moderate; p. 149)57. All of the following work behaviors are considered “generic” or important to all jobs except _.a. thoroughnessb. attendancec. experienced. schedule flexibilitye. industriousness(c; moderate; p. 149)58. _ means assigning workers additional same-level activities, thus increasing the number of activities they perform.a. Job rotationb. Job