Chapter 2

Question 1

a brief, two- to

fi ve-page summary of the tasks and job requirements found in the job analysis.

Answer 1

job description

Question 2

______ is the process of determining the work activities and
requirements, and the _______ is the written result of the job analysis.

Answer 2

job analysis, then job description

Question 3

gathering, analyzing, and
structuring information about a job’s components,
characteristics, and requirements

Answer 3

Job Analysis

Question 4

By identifying requirements,
it is possible to select tests or develop interview
questions that will determine whether a particular
applicant possesses the requirements of the job.

Answer 4

Employee Selection

Question 5

Job analyses yield lists of job activities
that can be systematically used to create training
programs.

Answer 5

Training

Question 6

One important but
seldom employed use of job analysis is to
determine worker mobility within an organization.

Answer 6

Personpower Planning

Question 7

promoting employees until they eventually

reach their highest level of incompetence

Answer 7

Peter Principle

Question 8

Job analysis enables a human
resources professional to classify jobs into groups
based on similarities in requirements and duties.

Answer 8

Job Classification.

Question 9

is useful for determining pay levels, transfers,

and promotions.

Answer 9

Job classification

Question 10

-Job analysis information can also

be used to determine the worth of a job.

Answer 10

Job Evaluation

Question 11

Can be used to determine the optimal

way in which a job should be performed.

Answer 11

Job Design

Question 12

Any
employment decision must be based on job
related information.

Answer 12

Compliance with Legal Guidelines

Question 13

During the course of their
work, job analysts often become aware of certain
problems within an organization.

Answer 13

Organizational Analysis

Question 14

is a relatively short summary of a job and should

be about two to five pages in length.

Answer 14

job description

Question 15

describes the nature of
the job, potential applicants for a position will be
better able to determine whether their skills and
experience match those required for the job.

Answer 15

Job Title.

Question 16

The summary need be only a
paragraph in length but should briefly describe the
nature and purpose of the job.

Answer 16

Brief Summary

Question 17

Lists the tasks and activities in which

the worker is involved.

Answer 17

Work Activities

Question 18

Lists all the tools and
equipment used to perform the work activities in the
previous section.

Answer 18

Tools and Equipment Used

Question 19

describe the environment in which the employee works and
should mention stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger, and any other relevant
information. This information is especially important in providing applicants with
disabilities with information they can use to determine their ability to perform a
job under a particular set of circumstances.

Answer 19

Job Context

Question 20

This section contains a relatively brief description of how an employee’s performance is evaluated
and what work standards are expected of the employee.

Answer 20

Work Performance

Question 21

This section of the job description should contain information on the salary grade,
whether the position is exempt, and the compensable factors used to determine
salary. These concepts will be described later in the chapter. Th e employee’s actual
salary or salary range should not be listed on the job description.

Answer 21

Compensation Information

Question 22

These are the knowledge, skills, abilities, and other characteristics (KSAOs) (such
as interest, personality, and training) that are necessary to be successful on the job.

Answer 22

Job Competencies

Question 23

Who Will Conduct the Analysis?

Answer 23

a trained individual in the human resources

department, but it can also be conducted by job incumbents, supervisors, or outside consultants

Question 24

state that a
job analysis must be “professionally conducted,” and a job analyst certainly cannot
be called a professional unless she has been trained.

Answer 24

Uniform Guidelines

Question 25

How Often Should a Job Description Be Updated?

Answer 25

The typical answer is that a job description should

be updated if a job changes significantly.

Question 26

An interesting reason that job descriptions change across time is______ –the informal changes that employees make in their jobs
(Wrzesniewski & Dutton, 2001).

Answer 26

job

crafting

Question 27

a group of
subject matter experts (e.g., employees, supervisors) meet
to generate the tasks performed, the conditions under
which they are performed, and the KSAOs needed to
perform them.

Answer 27

committee-based job analysis

Question 28

, the job analyst
individually interviews/observes a number of incumbents
out in the field.

Answer 28

field-based job analysis

Question 29

What Types of Information Should Be Obtained?

Answer 29

level of specificity, should the job
analysis break a job down into very minute, specific
behaviors, or should the job be analyzed at a more general
level? Is it a formal or an informal requirement?

Question 30

a secretary might include typing letters or

filing memos.

Answer 30

Formal requirements

Question 31

might involve making coffee or

picking up the boss’s children from school.

Answer 31

Informal requirements

Question 32

the goal of most job

analyses

Answer 32

to identify the tasks performed in a job, the conditions under which
the tasks are performed, and the KSAOs needed to perform the tasks under the
conditions identifi ed.

Question 33

People who are knowledgeable about the
job and include job incumbents, supervisors,
customers, and upper-level management.

Answer 33

Subject Matter Experts

Question 34

The job analyst
observes incumbents performing their jobs
in the work setting

Answer 34

Observing Incumbents

Question 35

A properly written task statement must contain an ____ (what is
done) and an ______ (to which the action is done).
-task
statements will also include such components as where the task is
done, how it is done, why it is done, and when it is done.

Answer 35

action, object

Question 36

The most common method of conducting a job
analysis is to interview ________.
-

Answer 36

Interviewing Subject Matter Experts.

Question 37

are people who

are knowledgeable about the job and include job incumbents, supervisors, customers, and upper-level management.

Answer 37

Subject Matter Experts.

Question 38

One can analyze a job by actually performing it. This technique,
called

Answer 38

job participation

Question 39

—using a group of SMEs to
rate each task statement on the frequency and the
importance or criticality of the task being performed.

Answer 39

task analysis

Question 40

is a body of information needed to

perform a task.

Answer 40

Knowledge

Question 41

is the proficiency to perform a learned task.

Answer 41

Skill

Question 42

is a basic capacity for performing a wide
range of different tasks, acquiring knowledge, or
developing a skill.

Answer 42

Ability

Question 43

-is a
structured instrument developed at Purdue University by
McCormick, Jeanneret, and Mecham.
– it contains 194 items organized into six main dimensions:
information input, mental processes, work output,
relationships with other persons, job context, and other job-related variables such as work schedule, pay, and
responsibility.

Answer 43

Position Analysis Questionnaire (PAQ)

Question 44

A revised version of the
PAQ was developed by Patrick and Moore (1985). The major
changes in the revision include item content and style, new
items to increase the discriminatory power of the intellectual
and decision-making dimensions, and an emphasis on having
a job analyst,

Answer 44

Job Structure Profile (JSP)

Question 45

Another instrument
designed as an alternative to the PAQ, developed by Cornelius
and Hakel (1978). The ___ contains 153 items and has a
readability level appropriate for an employee with only a
tenth-grade education

Answer 45

Job Elements Inventory (JEI).

Question 46

was designed by Fine
(1955) as a quick method that could be used by the federal
government to analyze and compare thousands of jobs.

Answer 46

Functional Job Analysis (FJA)

Question 47

Developed by Banks,
Jackson, Stafford, and Warr (1983) used in England. It consists
of more than 400 questions covering five major categories:
tools and equipment, perceptual and physical requirements,
mathematical requirements, communication requirements,
and decision-making and responsibility. It is the only job
analysis method containing a detailed section on tools and
equipment.

Answer 47

Job Components Inventory

Question 48

Is a
national job analysis system created by the federal
government to replace the Dictionary of Occupational Titles
(DOT) which had been in use since the 1930s. _____ is a
major advancement in understanding the nature of work, in
large part because its developers understood that jobs can be
viewed at four levels: economic, organizational, occupational,
and individual.

Answer 48

Occupational Information Network (O*NET)

Question 49

Was developed and
first used by John Flanagan and his students at the University
of Pittsburgh, it was used to discover actual incidents of job
behavior that make the difference between a job’s successful
or unsuccessful performance.

Answer 49

Critical Incident Technique (CIT)

Question 50

An approach similar to the JCI is the _______ which was developed by Lopez, Kesselman, and Lopez ().
This method is available only by hiring a particular consulting firm (Lopez and
Associates), but its unique style makes it worthy of mentioning. The ___ questionnaire’s  items identify the traits that are necessary for the successful performance of a job. The  items cover five trait categories: physical, mental, learned,
motivational, and social.

Answer 50

Threshold Traits

Analysis (TTA),

Question 51

requires incumbents or job analysts to view a series of abilities, and to rate the level of ability needed to perform the job. These ratings are performed for each of the  abilities and knowledge. The____ is easy to use by incumbents or trained analysts and is supported by years of research. Its advantages
over TTA are that it is more detailed and is commercially available.

Answer 51

the Fleishman Job Analysis Survey (F-JAS)

Question 52

is a -item inventory developed by Pulakos, Arad, Donovan, and Plamondon () that taps the extent to which a job incumbent needs to adapt to situations on the job

Answer 52

Job Adaptability Inventory (JAI)

Question 53

was developed by Raymark, Schmit, and
Guion () to identify the personality types needed to perform job-related
tasks.

Answer 53

Personality-Related

Position Requirements Form (PPRF)

Question 54

—process of determining a job’s
worth. It is typically done in two stages: determining
internal pay equity and determining external pay equity.

Answer 54

Job Evaluation

Question 55

involves comparing jobs within an
organization to ensure that the people in jobs worth the most money
are paid accordingly.

Answer 55

Internal pay equity

Question 56

the worth of a job is determined by comparing the job to the external market (other organizations)._______ is important if
an organization is to attract and retain employees.

Answer 56

External equity

Question 57

To determine external equity, organizations use

Answer 57

salary surveys

Question 58

The amount of money a job is worth is called

Answer 58

direct compensation.