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-to–
day 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.
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.
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.
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
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
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
40. Which of the following is NOT a characteristic of critical incident?
A) Specific
B) Observable
C) Context
D) Consequences
E) Knowledge
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.
42. Compare and contrast the Position Analysis Questionnaire (PAQ) and Competency
Modeling.
4-11
43. Explain three products of job analysis information.
Answer: Job description. Job analysis information can be used for either creating or updating
Chapter 04 – Work Analysis and Design
[QUESTION]
44. Explain why work analysis is important to an organization and especially to the HR
manager. Use examples to illustrate.
45. Describe the Job Characteristics Model.
46. How might work analysis data vary?
Chapter 04 – Work Analysis and Design
[QUESTION]
47. List a few disadvantages to using diaries as a form of work analysis data collection
method.
48. What do critical incidents describe?
49. List the chronological steps in effective work analysis.
50. List the seven general style categories into which O*NET classifies jobs.