CHAPTER 4—JOB ANALYSIS AND JOB DESIGN
TRUE/FALSE
1. Because a job analysis includes information about the requirements of someone performing a job, it
provides the criteria for evaluating the people who do the work.
2. A statement of the different duties, tasks, and responsibilities of a job is known as a job specification.
3. Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore
play a key role in performance appraisal.
4. KSAs refer to the knowledge, skills, and abilities necessary to do the job.
5. An example of a job-related specification might be to require two years’ experience for a job as senior
HR analyst.
6. If the criteria used to hire and evaluate employees are vague and not job-related, employers are less
likely to find themselves being accused of discriminating against the members of protected classes.
7. Requiring a high school diploma even for a laborer job is acceptable under the law if the company has
a policy that all employees must be high school graduates.
8. Job analysis is the process of obtaining information about jobs through a process of determining what
the duties, tasks or activities of those jobs are.
9. Job analysis helps employers meet their duty under the law.
10. Common methods of analyzing jobs include interviews, questionnaires, observations, and diaries.
11. Employee interviewing is the most accurate method of job analysis because the employee is least
likely to exaggerate essential job functions.
12. Inflating a job’s responsibilities can occur unintentionally.
13. O*Net, compiled by the Department of Labor, contains standardized and comprehensive job
descriptions.
14. Critical incident analysis is an organization-specific list of tasks and their descriptions used as a basis
to identify components of a job.
15. The critical job tasks identified by the critical incident approach to job analysis include those important
behaviors and job responsibilities performed by the jobholder that lead to job success.
16. Job descriptions, job specifications, and even job evaluation can now be downloaded quickly from
O*NET.
17. The task inventory analysis method was pioneered by Microsoft.
18. Most job descriptions include a job title, a job identification section, and a job duties section.
19. The job title is of psychological importance as well as descriptive.
20. Under the Americans with Disabilities Act, the purpose of “essential functions” in a job description is
to help match job requirements to organizational goals.
21. The law requires employers to be able to show that the job criteria they use to select employees for a
particular position relate specifically to the duties for that job.
22. Job specifications usually cover two areas: (1) the skill required to perform the job and (2) the level of
autonomy inherent in the position.
23. When writing a job description, use statements that are terse, direct, and simply worded.
24. Federal guidelines and court decisions now permit that performance requirements of a job may be
based on invalid job-related criteria.
25. Managers of businesses where employees perform many different job tasks must be concerned about
writing specific job descriptions because federal guidelines and court decisions require job
requirements must be based on valid job-related criteria.
26. Job design is the process of studying and designing equipment and systems that are easy and efficient
for employees to use so that their physical well-being is not compromised.
27. Software programs, more often than not, actually hinder the job analysis process.
28. Job design considers organizational objectives, industrial engineering considerations, ergonomic
concerns, and job descriptions.
29. Job enrichment has become a panacea for personnel problems.
30. Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.
31. Adding more meaningful tasks to an employee’s job in an effort to make it more rewarding is an
example of job enrichment.
32. According to Oldham, skill variety is the degree to which a job entails a variety of different activities,
which demand the use of a number of different skills and talents by the jobholder.
33. The job characteristics model suggests that the motivated, satisfied, and productive employee is one
who (1) experiences meaningful work; (2) experiences responsibility for work outcomes; and (3) has a
knowledge of the results of his or her work activities.
34. In the job characteristics model, skill variety refers to the amount of freedom held by the employee to
schedule work and perform its activities.
35. In the job characteristics model, task identity refers to the degree to which the job has a substantial
impact on the work of others.
36. In the job characteristics model, feedback refers to the degree to which the job provides substantial
freedom, independence, and discretion to the employee.
37. In the job characteristics model, task identity refers to the degree to which the job requires completion
of a whole and identifiable piece of work.
38. In the job characteristics model, skill variety refers to a job entailing different activities that require the
use of different skills and talents by the jobholder.
39. As a manager, if you designed a job so that an employee could perform the job from beginning to end
according to the job characteristics model, you would be creating task identity.
40. Job enrichment is the process of adding a greater variety of tasks to a job.
41. Empowerment encourages employees to become innovators and managers of their own work.
42. Employee empowerment is an example of when an organization allows its employees to participate in
the decisions that affect the overall strategic direction of the organization.
43. Participation, innovation, access to information, and accountability are the four conditions that
organizations must encourage to realize the benefits of empowerment.
44. Job design objectives that emphasize industrial engineering considerations concentrate on the study of
work cycles to determine how to reduce the time needed to complete the cycle.
45. A critical aspect of industrial engineering is the establishment of time standards for a particular work
cycle.
46. Dejobbing refers to a process of structuring organizations not around jobs, but around projects that are
constantly changing.
47. Ergonomics is concerned with the design of equipment to accommodate human capabilities.
48. The job specifications section should also include interpersonal skills if a competency-based job
analysis approach is used.
49. Inherent in the concept of work teams is that employees, not managers, are in the best position to
contribute to work performance.
50. Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their
work to the degree that it improves the performance of their companies.
51. Characteristics of successful teams include commitment to shared goals, open communication, shared
leadership, and clear role assignments.
52. Organizations can help prevent some of the problems a team experiences by determining how to
compensate the team’s members individually and jointly for its achievement.
53. The major advantage of the compressed workweek involves federal laws regarding overtime.
54. A compressed workweek includes anything less than 40 hours worked per week.
55. Employers using the compressed workweek may be required to pay overtime to employees under the
Fair Labor Standards Act.
56. The Fair Labor Standards Act requires overtime to regular workers who work more than eight hours in
a day.
57. Employees participate in flextime when they do entirely different jobs on a rotating schedule.
58. Job sharing is effective with employees who desire to phase into retirement.
59. Telecommuting is effective in retaining valued employees.
MULTIPLE CHOICE
1. A job analysis approach that utilizes an inventory of the various types of work activities that can
constitute any job is known as:
a.
functional job analysis
b.
the critical incident method
c.
task inventory analysis
d.
competency-based analysis
2. A job analysis method by which important job tasks are identified for job success is known as:
a.
functional job analysis
b.
the critical incident method
c.
task inventory analysis
d.
competency-based analysis
3. An organization-specific list of tasks and their descriptions used as a basis to identify components of
jobs is known as:
a.
functional job analysis
b.
the critical incident method
c.
task inventory analysis
d.
competency-based analysis
4. A job specification is:
a.
a group of related activities and duties.
b.
the different duties and responsibilities performed by one employee.
c.
a statement of the knowledge, skills, and abilities required to perform work.
d.
a statement of the tasks, duties, and responsibilities associated with work.
5. A statement of the knowledge, skills, and abilities required to perform a job is a:
a.
job requirement.
b.
job specification.
c.
job position.
d.
job objective.
6. Employers must be able to show that job specifications:
a.
relate specifically to the duties of the job.
b.
describe fully the actual tasks, duties, and responsibilities of the job.
c.
are non-related to job descriptions.
d.
contain the criteria for evaluating the performance of the holder of the job.
7. A job description is:
a.
a group of related activities and duties.
b.
the different duties and responsibilities performed by one employee.
c.
a statement of the knowledge, skills, and abilities required to perform work.
d.
a statement of the tasks, duties, and responsibilities of a job.
8. Discrepancies between the knowledge, skills, and abilities of the jobholder and the KSA required for
the job can be remedied by:
a.
training.
b.
discipline.
c.
cooperation.
d.
corporate leadership.
9. ____ is the process of studying and designing equipment and systems that are easy and efficient for
people to use and that ensure their physical well-being.
a.
Job design
b.
Industrial engineering
c.
Ergonomics
d.
Job enlargement
10. The worth and compensation of a job should depend on all of the following except:
a.
the conditions and hazards under which the work is performed.
b.
the skill and effort the job requires.
c.
the amount of responsibility involved.
d.
the sex of the employee.
11. Job analysis is called the cornerstone of HRM because:
a.
the information obtained is proactive.
b.
it is the first job given to new HRM employees.
c.
the information it collects serves so many HRM functions.
d.
it is required by law.
12. The process of obtaining information about jobs by determining their duties, tasks, or activities is
called:
a.
job design.
b.
job evaluation.
c.
job analysis.
d.
job search.
13. ____ is a field of study concerned with analyzing work methods and establishing time standards.
a.
Ergonomics
b.
Job design
c.
Industrial engineering
d.
Competency-based analysis
14. The Americans with Disabilities Act requires that job duties and responsibilities:
a.
be essential job functions for job success.
b.
be adjusted to describe the reasonable accommodations that the employer is willing to
provide.
c.
be limited to not more than twenty individual job tasks.
d.
be written by job incumbents most familiar with the job.
15. Once essential functions for a job are defined, the organization is legally required to make a ____ to
the disability of the individual.
a.
general accommodation
b.
reasonable accommodation
c.
general note
d.
reasonable acclimatization
16. Under which method of analyzing jobs would you videotape jobs for later study?
a.
Interviews.
b.
Questionnaires.
c.
Observations.
d.
Diaries.
17. Which of the following is not a method to gather job analysis information?
a.
diaries
b.
applications
c.
questionnaires
d.
observations
18. Based upon the work of Hackman and Oldham, which of the following is NOT one of five core job
dimensions related to psychological states?
a.
Skill variety
b.
Task identity
c.
Task significance
d.
Task isolationism
19. Job data may be obtained in all of the following ways except from:
a.
the Uniform Guidelines on Employee Selection Procedures.
b.
interviews with jobholders.
c.
observations by HR personnel.
d.
questionnaires completed by employees and supervisors.
20. When a job analyst doubts the accuracy of information provided by employees, he or she should obtain
additional information from all of the following except:
a.
the employees
b.
their managers
c.
O*Net
d.
other individuals who perform the same job
21. The O*NET database:
a.
includes descriptions of over 12,000 jobs and collects and publishes data on a continuous
basis
b.
is the online publication of each yearly Dictionary of Occupational Titles
c.
is available only on a subscription basis
d.
reduces the Dictionary of Occupational Titles to less than 500 job descriptions
22. The Dictionary of Occupational Titles was replaced by the Dept. of Labor with:
a.
Dictionary of Careers
b.
Job Classification Guide
c.
O*NET database
d.
HR-NET database
23. The degree to which carrying out the work activities required by the job results in the individual being
given direct and clear information about the effectiveness of his or her performance is known as:
a.
task identity
b.
autonomy
c.
feedback
d.
task variety
24. The objective of the critical incident method of job analysis is to:
a.
challenge the employees with their false statements.
b.
provide information for job evaluation based on the ‘critical’ value of the job.
c.
prioritize job duties and responsibilities.
d.
identify critical job tasks.
25. Which popular method of job analysis was pioneered by the U.S. Air Force?
a.
Dynamic Job Analysis
b.
Team Based Analysis
c.
Task Inventory Analysis
d.
Competency-Based Analysis
26. In a fast-moving environment where job analysis must accommodate change, many organizations may
adopt a ____, where the emphasis is placed on characteristics of successful performers rather than
standard duties.
a.
Dynamic Job Analysis
b.
Team Based Analysis
c.
Strategic Analysis of Jobs
d.
Competency-Based Analysis
27. Most job descriptions contain all of the following except a:
a.
job title.
b.
job identification section.
c.
job duties section.
d.
job evaluation section.
28. The job title:
a.
is of psychological importance in that it provides status to the employee.
b.
indicates the level within the occupational hierarchy occupied by the jobholder.
c.
may indicate the basic duties involved in the job.
d.
all of these are correct.
29. The section of a job description that provides information about the location of the job and the
reporting relationships involved is the:
a.
job duties section.
b.
job identification section.
c.
job title.
d.
job specifications.
30. The statements in a job description covering job duties or essential job functions are usually arranged
in:
a.
alphabetical order.
b.
numerical order.
c.
order of importance.
d.
sequential order.
31. The job specification section of a job description should include:
a.
skill and performance standards.
b.
interpersonal or behavioral attributes necessary for job success.
c.
age and physical demands.
d.
experience required and reporting relationships.
32. Which of the following is not a problem frequently associated with job descriptions?
a.
They tend to broaden the scope of activities of the jobholder
b.
They may be vague or poorly written
c.
They include illegal specifications
d.
They require frequent updating
33. Federal guidelines and court decisions require that the specific performance requirements of a job be
based on ____ job-related criteria.
a.
valid
b.
team based
c.
task based
d.
competency based
34. The degree to which the job requires completion of a whole and identifiable piece of work, that is,
doing a job from beginning to end with a visible outcome is known as:
a.
autonomy
b.
task significance
c.
skill variety
d.
task identity
35. ____ is accomplished by adding more meaningful tasks and duties to make the work more rewarding
and satisfying.
a.
Job augmentation
b.
Job rotation
c.
Job enlargement
d.
Job enrichment
36. Any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an
employee’s job is called:
a.
job enlargement.
b.
job characteristics.
c.
job enrichment.
d.
job rotation.
37. Job enrichment is touted as helping employees with:
a.
self-esteem and job satisfaction
b.
dissatisfaction with pay
c.
employment security
d.
dissatisfaction with benefits
38. The factors Herzberg describes as key to enriching jobs are: