Chapter 4 a

Question 1

Job analysis

Answer 1

Determines the important tasks of a job and the human attributes necessary to successfully perform those tasks

Question 2

Job latter/job family

Answer 2

Cluster of positions that are similar in terms of the attributes needed to be successful in those positions in terms of the tasks that are carried out

Question 3

Task-oriented job analysis

Answer 3

Approach that begins with a statement of the tasks the worker actually performs, the tools and machines used, and the work context

Question 4

Worker-oriented job analysis

Answer 4

Approach that focuses on the attributes and characteristics of the worker necessary to accomplish the tasks that define the job

Question 5

KSAO

Answer 5

Knowledge
Skill
Abilities
Other Charcteristics

Question 6

Subject matter expert SME

Answer 6

An incumbent worker or that worker’s supervisor that provides information about a job in a job analysis interview or survey

Question 7

Critical incident technique

Answer 7

Approach in which subject matter experts are asked to identify critical aspects of behavior or performance in a particular job that led to success or failure

Question 8

Work diary

Answer 8

Asks workers or supervisors to keep a log of their activities over prescribed periods of time

Question 9

Electronic performance monitoring

Answer 9

Monitoring work processes with electronic devices that count the frequency of actions that workers complete and measure how many times they occur in a day or a week; can be very cost effective and provides accurate work logs

Question 10

Cognitive task analysis

Answer 10

A method of decomposing job and task performance into concrete units, with an emphasis on identifying mental processes and knowledge required for the task completion

Question 11

Think-aloud protocal

Answer 11

Approach that investigates the thought process of experts who achieve high levels of performance; an expert performer describes in words the thought process that they use to accomplish a task

Question 12

Dictionary of occupational titles (DOT)

Answer 12

Document that includes job analysis and occupational information used to match applicants with job openings; used for occupational counseling

Question 13

Occupational information network (O*NET)

Answer 13

Collection of electronic databases based on taxonomies; replaced the DOT

Question 14

Competency model

Answer 14

Process that identifies the characteristics desired across all individuals and jobs within an organization; these provide the organization with a set of core characteristics that distinguish it from other organizations

Question 15

Job evaluation

Answer 15

Method for making internal decisions by comparing job titles to one another and determining their relative merit by way of these comparisons

Question 16

Compensable factors

Answer 16

Factors in a job evaluation systems that are given points that are later liked to compensation for various jobs; usually include skills, responsibility, effort, and working conditions

Question 17

Comparable worth

Answer 17

Notion that people who perform jobs of comparable worth to the organization should receive comparable pay

Question 18

Equal pay act of 1963

Answer 18

Prohibits discrimination on the basis of sex in the payment of wages or benefits, where men and women perform the same work and have the same employer

Question 19

Title VII of the civil rights act of 1964

Answer 19

Prohibits employment discrimination on the basis of race, color, religion, sex, or national origin