Chapter 2 JOB ANALYSIS AND EVALUATION

Question 1

The idea that
organizations tend to promote
good employees until they reach
the level at which they are not
competent—in other words,
thehighest level of
incompetence

Answer 1

Peter Principle

Question 2

Obtaining information about a
job by talking to a person performing it

Answer 2

Job analysis interview

Question 3

A cluster of jobs of
similar worth

Answer 3

Grade

Question 4

A relatively dated term that refers to the
knowledge, skills, and abilities
needed to successfully perform a
job. “Competencies” is the more
common term used today

Answer 4

Job specifications

Question 5

The knowledge,
skills, abilities, and other characteristics needed to perform a job

Answer 5

Competencies

Question 6

A process in
which employees unofficially
change their job duties to better
fit their interests and skills

Answer 6

Job crafting

Question 7

Sources such as supervisors and incumbents who are
knowledgeable about a job

Answer 7

Subject-matter experts
(SMEs)

Question 8

The person conducting the job analysis

Answer 8

Job analyst

Question 9

A group job
analysis interview consisting of
subject-matter experts (SMEs)

Answer 9

SME conference

Question 10

A
job analysis method in which a
group of job experts identifies
the objectives and standards to
be met by the ideal worker

Answer 10

Ammerman technique

Question 11

A job analysis
method in which the job analyst
watches job incumbents perform
their jobs

Answer 11

Observations

Question 12

A job
analysis method in which the
job analyst actually performs the
job being analyzed

Answer 12

Job participation

Question 13

A questionnaire containing a list of tasks
each of which the job incumbent
rates on a series of scales such as
importance and time spent

Answer 13

Task inventory

Question 14

The process of
identifying the tasks for which
employees need to be trained

Answer 14

Job analysis

Question 15

A
structured job analysis method
developed by McCormick

Answer 15

Position Analysis
Questionnaire

Question 16

A revised version of the Position
Analysis Questionnaire (PAQ)
designed to be used more by the
job analyst than by the job
incumbent

Answer 16

Job Structure Profile (JSP)

Question 17

A structured job analysis
technique developed by
Cornelius and Hakel that is
similar to the Position Analysis
Questionnaire (PAQ) but easier
to read.

Answer 17

Job Elements Inventory
(JEI)

Question 18

A job analysis method
developed by Fine that rates the
extent to which a job incumbent
is involved with functions in the
categories of data, people, and
things

Answer 18

Functional Job Analysis
(FJA

Question 19

A structured
job analysis technique that
concentrates on worker requirements for performing a job
rather than on specific tasks

Answer 19

Job Components
Inventory (JCI)

Question 20

The job
analysis system used by the
federal government that has
replaced the Dictionary of
Occupational Titles (DOT).

Answer 20

Occupational Information
Network (O*NET)

Question 21

The job analysis method developed by
John Flanagan that uses written
reports of good and bad employee behavior

Answer 21

Critical Incident
Technique (CIT

Question 22

A 33-item questionnaire
developed by Lopez that identifies traits necessary to successfully perform a job

Answer 22

Threshold Traits Analysis
(TTA)

Question 23

A job analysis
method in which jobs are rated
on the basis of the abilities
needed to perform them

Answer 23

Fleishman Job Analysis
Survey (F-JAS)

Question 24

A job analysis
method that taps the extent to
which a job involves eight types
of adaptability.

Answer 24

Job Adaptability
Inventory (JAI)

Question 25

A job analysis
instrument that helps determine
the personality requirements for
a job

Answer 25

Personality-Related
Position Requirements
Form (PPRF)

Question 26

The process
of determining the monetary
worth of a job

Answer 26

Job evaluation

Question 27

Factors, such as responsibility
and education requirements,
that differentiate the relative
worth of jobs

Answer 27

Compensable job factors

Question 28

A line that
represents the ideal relationship
between the number of points
that a job has been assigned
(using the point method of
evaluation) and the salary range
for that job

Answer 28

Wage trend line

Question 29

A questionnaire sent to other organizations
to see how much they are
paying their employees in positions similar to those in the
organization sending the survey

Answer 29

Salary surveys

Question 30

The
amount of money paid to an
employee (does not count
benefits, time off, and so forth

Answer 30

Direct compensation

Question 31

The idea
that jobs requiring the same
level of skill and responsibility
should be paid the same regardless of supply and demand

Answer 31

Comparable worth