Exam Mid

Name_____Job analysis and design______________________________

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.

1) ________ is the procedure through which one determines the duties associated with positions and the characteristics of
people to hire for those positions. 1) _______

A) Job context
B) Job analysis
C) Job specification
D) Job description
E) none of the above

2) The information resulting from job analysis is used for writing ________. 2) _______
A) performance standards
B) work aids
C) work activities
D) job context
E) job descriptions

3) Which of the following types of information can be collected via a job analysis?3) _______
A) performance standards
B) work activities
C) job context
D) human behaviors
E) all of the above

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. 4) _______

A) job context
B) work activities
C) human behaviors
D) machines, tools, equipment, and work aids
E) performance standards

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. 5) _______

A) human behaviors
B) job context
C) performance standards
D) work activities
E) machines, tools, equipment, and work aids

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. 6) _______

A) human behaviors
B) job context
C) work activities
D) machines, tools, equipment, and work aids
E) performance standards

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. 7) _______

A) performance standards
B) work activities
C) human behaviors
D) human requirements
E) job context

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. 8) _______

A) job context
B) work activities
C) performance standards
D) machines, tools, equipment, and work aids
E) human behaviors

9) There are ________ steps in doing a job analysis. 9) _______

A) five B) ten C) four D) three E) six

10) Deciding how to use the resulting information is the ________ step in doing a job analysis. 10) ______
A) fifth B) first C) second D) thirdE) fourth

11) The first step in conducting a job analysis is ________. 11) ______
A) collecting data on job activities
B) developing a job description and job specification
C) deciding how to use the information
D) selecting representative positions
E) reviewing relevant background information

12) Reviewing relevant background information such as organization charts, process charts, and job descriptions is the
________ step in doing a job analysis. 12) ______

A) fourth B) second C) third D) first E) fifth

13) The second step in conducting a job analysis is ________. 13) ______
A) developing a job description and job specification
B) deciding how to use the information
C) reviewing relevant background information
D) collecting data on job activities
E) selecting representative positions

14) Selecting representative positions to use in the job analysis is the ________ step in the process. 14) ______
A) third B) first C) fourth D) fifth E) second

15) The third step in conducting a job analysis is ________. 15) ______
A) deciding how to use the information
B) reviewing relevant background information
C) collecting data on job activities
D) developing a job description and job specification
E) selecting representative positions

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.16) ______

A) first B) second C) fourth D) fifth E) third

17) The fourth step in conducting a job analysis is ________. 17) ______
A) selecting representative positions
B) developing a job description and job specification
C) reviewing relevant background information
D) collecting data on job activities
E) deciding how to use the information

18) 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. 18) ______

A) fourth B) fifth C) second D) thirdE) first

19) The fifth step in conducting a job analysis is ________. 19) ______
A) developing a job description and job specification
B) verifying the job analysis information
C) deciding how to use the information
D) collecting data on job activities
E) reviewing relevant background information

20) Developing a job description and job specification is the ________ step in the job analysis process. 20) ______
A) sixth B) fourth C) fifth D) second E) third

21) The final step in conducting a job analysis is ________. 21) ______
A) reviewing relevant background information
B) deciding how to use the information
C) developing a job description and job specification
D) selecting representative positions
E) collecting data on job activities

22) A(n) ________ shows the flow of inputs to and outputs from the job being analyzed. 22) ______
A) job description
B) organization chart
C) value chain
D) process chart
E) job preview

23) Which term refers to a written statement that describes the activities and responsibilities of the job? 23) ______
A) job analysis
B) job context
C) job specification
D) job report
E) job description

24) A ________ summarizes the personal qualities, traits, skills, and background required for getting the job done. 24)
______
A) job specification
B) job analysis
C) job report
D) job context
E) job description

25) Al-Sabah Co. emphasizes a desire for detail-oriented, motivated employees with strong social skills. This part of Al-
Sabah Co.'s job ________. 25) ______

A) job description
B) job specification
C) job analysis
D) job report
E) job context

26) Which of the following may be included in a job specification? 26) ______
A) skills
B) personal qualities
C) traits
D) required background
E) all of the above

27) Which of the following methods is used to gather job analysis data? 27) ______
A) interviews
B) questionnaires
C) observation
D) all of the above
E) none of the above

28) Who is interviewed by managers collecting job analysis data? 28) ______
A) groups of employees with the same job
B) individual employees
C) supervisors who know the job
D) all of the above
E) none of the above

29) Which of the following is not an advantage of using interviews to collect job analysis data? 29) ______
A) It can be subjected to quantitative analysis.
B) It is simple to use.
C) It can be used to explain the need for job analysis.
D) It is quick to collect information.
E) It can identify uncommon, but important activities.

30) Interviews often include questions about ________. 30) ______

A) job duties
B) education
C) supervisory responsibilities
D) experience
E) all of the above

31) In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the
________. 31) ______
A) length of time an employee has held the position
B) order of importance
C) frequency of occurrence
D) all of the above
E) B and C only

32) For which of the following jobs is direct observation not recommended to collect data used in a job analysis? 32)
______

A) salesperson
B) engineer
C) assembly-line worker
D) accounting clerk
E) receptionist

33) A ________ is the time it takes to complete a job. 33) ______

A) shift
B) job specification
C) work cycle
D) work week
E) none of the above

34) The average cycle time is a(n) ________. 34) ______

A) week
B) it depends on the specific job
C) day
D) hour
E) minute

35) When a worker changes what he or she would normally do because they are being watched, ________ has occurred.
35) ______

A) cycling
B) reactivity
C) proactivity
D) diverting
E) none of the above

36) Which two data collection methods are frequently used together? 36) ______
A) interviewing and questionnaires
B) questionnaires and direct observation
C) direct observation and interviewing
D) most are used individually
E) diaries and interviewing

37) Ehsan records every activity she participates in at work in a log, along with the time. This approach to data collection
for job analysis is based on ________. 37) ______

A) questionnaires
B) direct observation
C) supervisor verification
D) interviews
E) diaries
38) Which of the following is considered a qualitative approach to job analysis? 38) ______
A) functional job analysis
B) process chart
C) interviews
D) position analysis questionnaire
E) all are qualitative approaches

39) Which of the following is the first practical consideration for job analysis? 39) ______
A) You should observe and question respondents early enough in the job analysis process to catch any problems.
B) The questions and surveys are to be clear and understandable to the respondents.
C) It requires collecting job analysis information from several people familiar with the job.
D) It usually involves a joint effort by a human resources specialist, the worker, and the supervisor.
E) none of the above

40) What form of data collection involves recording work activities in a log? 40) ______
A) questionnaires
B) diaries
C) interviews
D) direct observation
E) none of the above

41) Which of the following is not one of the basic activities included in a position analysis questionnaire? 41) ______

A) operating equipment
B) performing skilled activities
C) being physically active
D) processing information
E) all are included in a position analysis questionnaire

42) The ________ assigns a quantitative score to each job based on its decision-making, skilled activity, physical activity,
equipment operation, and information-processing characteristics. 42) ______

A) log approach
B) position analysis questionnaire
C) process chart
D) functional job analysis
E) all of the above

43) Which quantitative job analysis technique can be conducted online? 43) ______
A) position analysis questionnaire
B) job analysis questionnaire
C) functional job analysis
D) all of the above
E) none of the above

44) Which of the following describes a "log?" 44) ______

A) It is usually online.
B) It is similar to a diary.
C) It cannot be electronic.
D) It is chronological.
E) B and D
45) Most job descriptions contain sections that cover ________. 45) ______
A) job summary
B) job identification
C) working conditions
D) standards of performance
E) all of the above

46) One uses information from the ________ to write a job specification. 46) ______
A) job advertisement
B) standards for performance
C) job description
D) job summary
E) job identification

47) What type of information is contained in the job identification section of a job description? 47) ______
A) major functions or activities
B) job summary
C) job title
D) relationships statement
E) all of the above

48) Direct observation is especially useful when jobs consist mainly of observable ________ activities. 48) ______
A) social
B) mental
C) physical
D) non-routine
E) none of the above

49) A disadvantage of the interview technique is the possibility of ________. 49) ______
A) distorted information
B) superficial analysis
C) person-to-person contact
D) qualitative data collection
E) none of the above

50) A major problem with questionnaires is that they can be ________ to develop. 50) ______
A) expensive
B) quantitative
C) more objective than subjective
D) more subjective than objective
E) infeasible

51) Which section of a job description should define the limits of the jobholder's authority, direct supervision of other
personnel, and budgetary limitations? 51) ______

A) pay levels
B) job identification
C) responsibilities and duties
D) relationships
E) job summary

52) Who wrote enthusiastically about the positive correlation between specialized jobs (doing the same small thing over
and over) and efficiency? 52) ______

A) Adam Smith
B) Frederick Taylor
C) Frederick Herzberg
D) both A and B
E) none of the above

53) The job specification takes the job description and answers the question: ________? 53) ______
A) what are the four main activities making up this job
B) what human traits and experience are required to do this job well
C) what are the performance standards for the job
D) how many other employees are available to perform job functions
E) when will the supervisor be completely satisfied with a worker's work

54) When filling jobs with untrained people, the job specifications may include ________. 54) ______
A) physical traits
B) quality of training
C) length of previous service
D) previous job performance
E) all of the above

55) Which of the following work behaviors is considered 'generic' or important to all jobs? 55) ______
A) morality
B) industriousness
C) intelligence
D) motivation
E) experience

56) All of the following work behaviors are considered 'generic' or important to all jobs except ________. 56) ______

A) attendance
B) schedule flexibility
C) thoroughness
D) experience
E) industriousness

57) ________ means assigning workers additional same-level activities, thus increasing the number of activities they
perform. 57) ______

A) Job enlargement
B) Job assignment
C) Job enrichment
D) Job rotation
E) Job adjustment

58) ________ means systematically moving workers from one job to another. 58) ______
A) Job enlargement
B) Job assignment
C) Job adjustment
D) Job enrichment
E) Job rotation
59) ________ means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of
responsibility, achievement, growth, and recognition. 59) ______

A) Job assignment
B) Job rotation
C) Job enrichment
D) Job enlargement
E) Job adjustment

60) Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their
jobs via job enrichment? 60) ______

A) Adam Smith
B) Milton Friedman
C) Frederick Taylor
D) Frederick Herzberg
E) Abraham Maslow

61) ________ refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit
themselves to what's on their job descriptions. 61) ______

A) Job enlargement
B) Dejobbing
C) Job enrichment
D) Job assignment
E) Job rotation

62) Dejobbing can be described as ________. 62) ______

A) focusing workers on highly specialized jobs
B) redesigning jobs to increase opportunities for responsibility
C) moving workers from one job to another
D) assigning workers additional work at the same level
E) encouraging employees not to limit themselves to what's on their job descriptions

63) Job enrichment can be described as ________.63) ______

A) redesigning jobs to increase opportunities for responsibility
B) focusing workers on highly specialized jobs
C) moving workers from one job to another
D) encouraging employees not to limit themselves to what's on their job descriptions
E) assigning workers additional work at the same level

64) Abdul works at the Jumeirah Hotel. Some weeks he works in catering but he also works in housekeeping, and
periodically he works in reservations. This is an example of ________. 64) ______

A) job specialization
B) job rotation
C) job enrichment
D) job enlargement
E) dejobbing

65) The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in
performance is called ________. 65) ______
A) outsourcing
B) job redesign
C) job enlargement
D) process engineering
E) reengineering

66) Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job
performance is called a ________. 66) ______

A) structured job analysis

B) competency-based job analysis
C) functional job analysis
D) internet-based job analysis
E) none of the above

67) Competency analysis focuses on ________. 67) ______

A) when work is accomplished
B) who accomplishes the work
C) how work is accomplished
D) where the work is accomplished
E) what is accomplished

68) Traditional job analysis focuses on ________. 68) ______

A) who accomplishes the work
B) where the work is accomplished
C) what is accomplished
D) when work is accomplished
E) how work is accomplished

69) When a supervisor bases an employee's training, appraisals, and rewards on the skills and competencies he or she
needs to achieve his or her goals, the supervisor is using ________. 69) ______

A) competency analysis
B) traditional analysis
C) performance management
D) functional systems management
E) none of the above

TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
70) Job analysis produces information used for writing job descriptions and job specifications. 70) ______

71) The information gathered during a job analysis is primarily used for listing what jobs entail and what kind of people
to hire for the job. 71) ______

72) Organization charts show the division of work throughout the organization, how the job relates to others, and where
the job fits in the organization. 72) ______

73) A process chart shows the organization-wide division of work, how the job in question relates to other jobs, and where
the job fits in the overall organization. 73) ______
74) A job analysis should only be conducted by the HR specialist.74) ______

75) The interview is the most widely used method for identifying job duties and responsibilities. 75) ______

76) Interviews used for job analysis always follow an unstructured format. 76) ______

77) As a rule, the workers' immediate supervisor attends the group interview session. 77) ______

78) Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.
78) ______

79) Employers may provide employees pocket dictating machines and pagers to record activities at random times of the
work day. 79) ______

80) Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay
purposes. 80) ______

81) 'Dejobbing' is another word for removing a person from employment in a specific job. 81) ______

82) In flatter organizations, subordinates' responsibilities are vastly reduced. 82) ______

83) There is no standard format for writing a job description. 83) ______

84) Reengineering is the fundamental rethinking and radical redesign of business processes to achieve dramatic
improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed. 84)
______

85) Competency-based job analysis means writing job descriptions based on job duties. 85) ______

86) The statistical analysis method for job specifications is more defensible than the judgmental approach. 86) ______

87) The early work of Frederick Taylor supports the recent trend of dejobbing. 87) ______

88) Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. 88) ______

89) Job rotation is another term for dejobbing. 89) ______

90) Managers increasingly organize tasks around teams and processes rather than around specialized functions. 90)
______

91) In reengineered situations, workers tend to become collectively responsible for overall results rather than being
individually responsible for just their own tasks. 91) ______

92) Job analysis experts are concerned that in high-performance work environments, in which employers need workers to
seamlessly move from job to job and exercise self-control, job descriptions based on lists of job-specific duties may
actually inhibit the flexible behavior companies need. 92) ______
93) Organizations define competencies in the same way. 93) ______

94) Arab countries have not yet adopted the self-managed work team (SMWT) concept to increase productivity. 94)
______

95) Competency-based job analysis is more job-focused than traditional job analysis. 95) ______

96) Competency analysis focuses on how the worker meets the job's objectives or actually accomplishes the work. 96)
______

97) Performance management means basing employee training, appraisals, and rewards on the skills and competencies he
or she needs to achieve his or her goals. 97) ______

98) A job's required competencies might include general competencies, leadership competencies, and technical
competencies. 98) ______

99) Employee attitude is at the heart of a company's performance management process. 99) ______

ESSAY. Write your answer in the space provided or on a separate sheet of paper.
100) Explain how job analysis provides information useful in recruitment and selection, compensation, and performance
appraisal.

101) List the steps in conducting a job analysis.

102) Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker's
supervisor.

103) What are the advantages and disadvantages of using interviews to collect job analysis data?

104) Explain the advantage of using a position analysis questionnaire to analyze a job.

105) What is 'reengineering'? What are its implications for writing job descriptions?

106) What is competency-based job analysis? How does it contrast with the traditional way of describing the job?

107) What is performance management?

108) What are the five steps for establishing job specifications based on statistical analysis?

109) Explain the difference between job enlargement and job enrichment.
1) B
2) E
3) E
4) C
5) D
6) E
7) D
8) A
9) E
10) B
11) C
12) B
13) C
14) A
15) E
16) C
17) D
18) B
19) B
20) A
21) C
22) D
23) E
24) A
25) B
26) E
27) D
28) D
29) A
30) E
31) E
32) B
33) C
34) B
35) B
36) C
37) E
38) C
39) D
40) B
41) E
42) B
43) A
44) E
45) E
46) C
47) C
48) C
49) A
50) A
51) C
52) D
53) B
54) A
55) B
56) D
57) A
58) E
59) C
60) D
61) B
62) E
63) A
64) B
65) E
66) B
67) C
68) C
69) C
70) TRUE
71) TRUE
72) TRUE
73) FALSE
74) FALSE
75) TRUE
76) FALSE
77) TRUE
78) FALSE
79) TRUE
80) FALSE
81) FALSE
82) FALSE
83) TRUE
84) TRUE
85) FALSE
86) TRUE
87) FALSE
88) FALSE
89) FALSE
90) TRUE
91) TRUE
92) TRUE
93) FALSE
94) FALSE
95) FALSE
96) TRUE
97) TRUE
98) TRUE
99) FALSE
100) Job analysis provides information for recruitment and selection by laying out what the job entails and what human
characteristics are required to perform these activities. This information helps management decide what sort of people to
recruit and hire. Job analysis information is also crucial for estimating the value of each job and its appropriate
compensation. A performance appraisal compares each employee's actual performance with his or her performance
standards. Managers use job analysis to determine the job's specific activities and performance standards.
101) There are six steps in doing a job analysis. Step 1 is to decide how you will use the information. Step 2 is to review
relevant background information such as organization charts, process charts, and job descriptions. Step 3 is to select
representative positions. Step 4 is to analyze the job by collecting data on job activities, required employee behaviors,
working conditions, and human traits and abilities needed to perform the job. Step 5 is to verify the job analysis
information with the worker performing the job and with his or her immediate supervisor. Step 6 is to develop a job
description and job specification.
102) The HR specialist might observe and analyze the job and then develop a job description and specification. The
supervisor and worker may fill out questionnaires listing the subordinate's activities. The supervisor and worker may
then review and verify the job analyst's conclusions regarding the job's activities and duties.
103) Interviews are relatively simple and quick way to collect data. Skilled interviewers can gather information that might
otherwise go undiscovered. Some activities might occur only occasionally or be more informal in nature. Interviews can
discover these types of activities. The interview also offers an opportunity to explain the need for a job analysis. The
biggest drawback is the chance for information to be distorted either to outright falsification or honest misunderstanding.
104) The advantage of the PAQ is that it provides a quantitative score or profile of any job in terms of how that job rates
on five basic activities: 1) having decision making/ communication/ social responsibilities, 2) performing skilled activities,
3) being physically active, 4) operating vehicles/ equipment, and 5) processing information. Its real strength is in
classifying jobs: jobs can then be compared quantitatively.
105) Reengineering is the fundamental rethinking and radical redesign of business processes to achieve dramatic
improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed. It is relevant
to writing job descriptions because workers become collectively responsible for overall results rather than just for their
own tasks, sharing joint responsibility with their team members for performing the whole process, and not just a small
piece of it.
106) Competency-based job analysis means writing job descriptions based on competencies rather than job duties. It
emphasizes what the employee must be capable of doing, rather than what duties the employee must perform. It means
describing the job in terms of the measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors)
that an employee doing that job must exhibit to do the job well, This contrasts with the traditional way of describing the
job in terms of job duties and responsibilities.
107) Performance management means basing your employees' training, appraisals, and rewards on encouraging and
rewarding the skills and competencies they need to achieve their goals.
108) Step 1: Analyze the job and decide how to measure job performance.
Step 2: Select personal traits like that you believe should predict successful performance.
Step 3: Test candidates for these traits.
Step 4: Measure these candidates' subsequent job performance.
Step 5: Statistically analyze the relationship between the human trait and job performance.
109) Job enlargement means assigning workers additional same-level activities to increase the number of activities they
perform. Job enrichment means redesigning jobs in a way that increases the opportunities for the worker to experience
feelings of responsibility, achievement, growth, and recognition.