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Chapter 04 - Work Analysis and Design

Chapter 4 Work Analysis and Design True/False Questions [QUESTION] 1. Job specifications define the job in terms of its content and scope. Answer: False Page: 105 Level: Medium [QUESTION] 2. The critical incident technique (CIT) is an example of a quantitative method. Answer: False Page: 111 Level: Easy [QUESTION] 3. CIT as a method used for job analysis, is a good source of data to develop performance appraisal instruments. Answer: True Page: 123 Level: Easy [QUESTION] 4. When conducting job analysis, only one source of data should be used to increase the validity of the data. Answer: False Page: 103 Level: Medium [QUESTION] 5. The data and products of work analysis provide the foundation for all activities within HRM. Answer: True Page: 99 Level: Easy [QUESTION] 6. Position Analysis Questionnaire (PAQ) is considered to be trait-oriented approach. Answer: False Page: 111 Level: Easy

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Chapter 04 - Work Analysis and Design

[QUESTION] 7. Information collected for job analysis with the goal to develop a job description, should focus on gathering information related to the skill required to do the job at the entry level versus the skills possessed by any particular individual performing the job. Answer: True Page: 101 Level: Medium [QUESTION] 8. In order for a company to be able to use job relatedness as a defense the information needs to be both verifiable and reliable. Answer: True Page: 103 Level: Hard [QUESTION] 9. Unlike some HRM functions, job analysis methodology and outcomes such as job descriptions and the level of detail necessary are the same from one county to another. Answer: False Page: 104 Level: Medium [QUESTION] 10. The data derived from job analysis is static and once the criteria for success are identified and correlated to job performance for a particular position, there is no need to revisit that job in the future. Answer: False Page: 104 Level: Hard [QUESTION] 11. The trait approach is better suited for performance appraisal development than the job oriented and worker oriented approaches. Answer: False Page: 127 Level: Medium [QUESTION] 12. Job analysis work can be used to justify the use of particular selection tests and related cut off scores. Answer: True Page: 105 Level: Medium

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Chapter 04 - Work Analysis and Design

[QUESTION] 13. MPDQ results provide information on whether a particular job specification is necessary for any given position. Answer: False Page: 116 Level: Easy [QUESTION] 14. If a selection test results in adverse impact one of the means of defense for the organization is to present valid job analysis data that shows the test is related to successful performance on the job. Answer: True Page: 104 Level: Medium [QUESTION] 15. Smaller businesses are more likely to use formal approaches for conducting job analyses. Answer: False Page: 107 Level: Medium [QUESTION] 16. An advantage of the observation method of work analysis is that it allows you to capture all aspects of complex jobs at the top of the organization. Answer: False Page: 109, Figure 4-4 Level: Hard [QUESTION] 17. Standardization of analysis is one of the dimensions on which work analysis may vary. Answer: True Page: 110 Level: Easy [QUESTION] 18. Work analysis information can be presented only in the qualitative form. Answer: False Page: 111 Level: Medium [QUESTION] 19. In the qualitative method, job is described in a descriptive, nonnumerical manner. Answer: True Page: 111 Level: Easy

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Chapter 04 - Work Analysis and Design

[QUESTION] 20. The mental processes category under PAQ contains information on the reasoning, planning, decision-making, or information-processing activities are necessary to perform the activities? Answer: True Page: 112 Level: Easy Multiple Choice Questions [QUESTION] 21. A _____ should contain job identification information, a job summary, the job duties, accountabilities, and job specification or employment standards information. A) job classification B) job specification C) job description D) job evaluation E) job summary Answer: C Page: 108; Figure 4-3 Level: Easy [QUESTION] 22. The observation method of work analysis: A) Is helpful when you need to collect information on the mental tasks performed on a job B) Is the preferred method to collect information for complex senior level jobs C) Allows for the collection of information related to infrequently performed tasks D) Uses the job compatibility index to set the baseline for the tasks and behaviors to monitor E) Enables the analyst to gain a deeper understanding of the job and is useful when used in combination with other methods Answer: E Page: 109; Figure 4-4 Level: Medium [QUESTION] 23. Which of the following is true concerning sources of information for work analysis? A) Multiple sources should be avoided as often as possible B) Never include both incumbents and supervisors in the process C )There is no single best source to use when conducting work analysis D) Observing incumbents does not influence their on the job performance E) Establishing validity becomes difficult when there is data from more than one source Answer: C Page: 111 Level: Hard

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Chapter 04 - Work Analysis and Design

[QUESTION] 24. The questionnaire method for obtaining work analysis information: A) Can be less expensive and quicker to use. B) Is the best technique for collecting performance appraisal information. C) Is good for collecting information on infrequently performed activities. D) Provides a deeper understanding of job duties than relying on incumbents’ descriptions. E) Is time-consuming and therefore typically regarded as the most expensive method. Answer: A Page: 109, Figure 4-4 Level: Medium [QUESTION] 25. Types of information assessed by using the Position Analysis Questionnaire (PAQ) include all of the following EXCEPT: A) Mental processes B) Information input C) Relationships with other people D) Traits analysis E) Job context Answer: D Page: 112 Level: Easy [QUESTION] 26. You are a management consultant who has recently been hired by a large utility company to redesign their compensation system. Which of the following job analysis methods would be best suited for this purpose? A) JDS: because it is very well researched as a method B) PAQ: because it presents job evaluation information C) CIT because the incidents observed will help define performance for future employees D) JCQ because it is the only method to provide information related to job compatability E) PAQ: because it provides an analysis of skills and related selection tests Answer: B Page: 112 Level: Hard

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Chapter 04 - Work Analysis and Design

[QUESTION] 27. Which of the following approaches is used to obtain specific behavioral descriptions of a job? A) O*Net B) Critical Incident Technique (CIT) C) Managerial Position Description Questionnaire (MPDQ) D) Position Analysis Questionnaire (PAQ) E) Job Compatibility Questionnaire (JCQ) Answer: B Page: 109; Figure 4-4 Level: Easy [QUESTION] 28. The _____ was designed as a work analysis method to be used primarily in the development of personnel selection instruments. A) Critical Incident Technique (CIT) B) Job Diagnostic Survey (JDS) C) Job Compatibility Questionnaire (JCQ) D) Position Analysis Questionnaire (PAQ) E) Management Position Description Questionnaire (MPDQ) Answer: C Page: 128 Level: Medium [QUESTION] 29. _____ is a systematic process of gathering information about work, jobs, and the relationships among jobs. A) Job description B) Job evaluation C) Job specification D) Work analysis E) Job classification Answer: D Page: 101 Level: Easy [QUESTION] 30. _____ is used to describe how well individuals perform their jobs. A) Performance appraisal B) Traits analysis C) Job context D) Work analysis E) Observation Answer: A Page: 103 Level: Easy

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Chapter 04 - Work Analysis and Design

[QUESTION] 31. A primary outcome of work analysis will be the ability to A) identify candidates for promotion B) determine the activities that make up a job C) identify the key elements of the corporate culture D) Test the organization’s compensation practices E) Investigate and document individual employee competencies Answer: B Page: 102 Level: Medium [QUESTION] 32. Which of the following is a basic principle of work analysis? A) The analysis should be limited to observation and a review of work samples B) The resultant documents should include every skill a manager would like employees to demonstrate C) The analysis needs to focus on the job, not the person doing the job D) The analysis should focus on data that is unique and difficult to verify through the use of multiple sources E) The analysis should focus on the person currently in the job, not the job Answer: C Page: 103 Level: Medium [QUESTION] 33. The competence to perform an observable behavior is known as _____. A) ability B) knowledge C) tasks D) skill E) attitude Answer: A Page: 102 Level: Easy

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Chapter 04 - Work Analysis and Design

[QUESTION] 34. Effective teams and flexible, cross-functional work is increasingly important to the success of organizations. This is causing companies in the U.S. to A) Abandon work analysis altogether and let employees direct their own work on a day-today basis. B) Have dual job descriptions, one that is a valid representation of the work, and the other that is used if the company is sued. C) Become entrenched and create job descriptions that are even more detailed and specific in terms of skills and tasks for a particular job. D) Complete work analysis and consider aggregating the information at the unit or functional level E) Utilize the data derived from work analysis to develop a compensation system, however, the data is not used to communicate to employees. Answer: D Page: 104 Level: Hard [QUESTION] 35. Work analysis is relevant to ADA because A) Work analysis never refers to physical characteristic or abilities. It is simply focused on mental abilities. B) Work analysis has been used a means to determine if physical requirements are in fact job related or tied to business necessity. C) Job descriptions are a product of work analysis and those descriptions provide information related to compensation the comparable worth of jobs. D) Job descriptions can be subpoenaed and used by the plaintiff to support their prima facie case by proving that physical activity is necessary to job performance. E) The attitude of judges towards the lack of validity in work analysis has lead to an increase in the number of cases companies lose. Answer: B Page: 105 Level: Hard [QUESTION] 36. Competency models focus on: A) a systematic process of gathering information about work. B) defining a job in terms of its content and scope. C) the KASOCs needed to carry out the job tasks and duties. D) narratives of good and poor work behavior. E) how objectives are accomplished rather than what is accomplished. Answer: E Page: 116 Level: Medium

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Chapter 04 - Work Analysis and Design

[QUESTION] 37. _____ provides an database for downloading job descriptions. A) JCQ B) PAQ C) O*Net D) DOT E) KSA Answer: C Page: 110 Level: Easy [QUESTION] 38. Competency modeling has proven to be most useful for providing A) valid indisputable evidence of job-relatedness in disparate impact cases B) data to be used in the creation of performance appraisal forms C) a means to document the physical requirements necessary for a job D) data and support of outcomes associated with classifications of job E) information that is useful for the creation of customer service surveys Answer: B Page: 116 Level: Medium [QUESTION] 39. Which one of the following is NOT a domain of the O*Net content model? A) Experience Requirements B) Occupation-Specific Requirements C) Worker Characteristics D) Occupation Characteristics E) Compatibility Requirements Answer: E Page: 123, Figure 4-10 Level: Easy [QUESTION] 40. Which of the following is NOT a characteristic of critical incident? A) Specific B) Observable C) Context D) Consequences E) Knowledge Answer: E Page: 123 Level: Easy

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Chapter 04 - Work Analysis and Design

Essay Questions [QUESTION] 41. Discuss three methods for collecting job analysis information. Be sure to discuss some advantages and disadvantages to using each method. Answer: [Note to Instructor: Additional job analysis collecting methods can be found on Figure 4-4]. Observation: This refers to the direct observation of job duties and job performance and the indirect recording of activities. The chief advantage to using this method is that it allows for a deeper understanding of job duties. The disadvantages include not being able to account for the mental aspects of the job and possible missing infrequently performed tasks. Performing the job: This refers to the situation where the job analyst actually performs the job, thus receiving a first hand experience on the job duties and activities. The main advantage is that the first hand experience allows for a deeper understanding of the entire job. Disadvantages are that this may be a hazardous technique for dangerous jobs; unethical for certain positions (e.g., police officer, doctor), and the fact that the analyst may be exposed only to frequently performed activities. Interviews: The method entails the job analyst interviewing job incumbents in either an individual or group setting. The use of multiple sources can allow for a more comprehensive view of the job, and information on infrequently performed behaviors and tasks can be collected. Interviewee suspicion is a major disadvantage, along with the fact that the value of the information is dependent on the interviewer's skill. Moreover, being able to ask follow-up questions (e.g., probing) may enable the job analyst to get a better understanding of the job. Other methods are critical incidents, diaries, background records, and questionnaires. Page: 109, Figure 4-4 Level: Hard [QUESTION] 42. Compare and contrast the Position Analysis Questionnaire (PAQ) and Competency Modeling. Answer: PAQ: This is a standardized questionnaire that attempts to analyze the job according to six categories: Information input, mental processes, work output, relationships with other persons, job context, and other job characteristics. Items are rated using several scales such as importance, amount of time required, extent of use, applicability, and difficulty. Once completed, the questionnaire is sent back to PAQ service headquarters where it is scored. The research on this technique demonstrates that it is useful for selection and compensation. One major problem with this technique is that it usually needs to be completed by a trained job analyst, due to the advanced language.

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Chapter 04 - Work Analysis and Design

Competency Modeling: Focus is more on how objectives are accomplished than on what is accomplished. It is generally done for management positions and should be more closely linked to business goals and strategies. The most common purpose for the method is to create performance management and training programs. A competency is defined as “an underlying characteristic of the person that results in effective and/or superior performance on the job”, or as a “cluster of related knowledge, skills, and attitudes that affects a major part of one's job (a role or responsibility), that correlates with performance on the job, and that can be measured against well-accepted standards.” These are essentially no different than KASOCs but modeling tends to focus more on business strategy. There are problems with the methods, such as connecting education level to competencies, as well as making the distinction between competencies and psychological traits of the individual. Page: 112-116 Level: Hard [QUESTION] 43. Explain three products of job analysis information. Answer: Job description. Job analysis information can be used for either creating or updating current job descriptions and job specifications. The job analysis can be used to gather information on the tasks and duties performed on the job, along with the necessary KASOCs. Job Design/Restructuring: Job analysis information can be used in job design efforts. Job design refers to the allocation and arrangement of organizational work activities and tasks into the sets that constitute a job. Job restructuring refers to the reallocation of the work activities into diverse sets. Worker Training: Information obtained for a job analysis is often used for designing worker training programs. A job analysis will provide information regarding how each task is to be performed, who performs it, the length of time the task should take, skills needed to perform the task, etc. This information is then used to design a training program which provides the employee with the necessary skills and teaches the employee how to perform the task. [Note to Instructor: Additional job analysis products or purposes can be found in Figure 4-3]. Page: 108, Figure 4-3 Level: Medium

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Chapter 04 - Work Analysis and Design...