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Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
Chapter 5: The Analysis and Design of Work
Test Bank
Multiple Choice
1. Jackie, a human resource professional, needs to decide on the knowledge and skills
that an applicant must possess for a specific position. What does she do to decide?
A. a job analysis
B. classify the job
C. a work analysis
D. a job description
2. A ______ is the analysis of work and the employee characteristics needed to perform
the work successfully.
A. job analysis
B. job enlargement
C. job enrichment
D. job rotation
3. Steve is responsible for developing the pay and reward structures for jobs at his
company. Which HR function forms the basis for his decision-making process?
A. employee relations
B. job analyses
C. labor law
D. training and development
4. “Assess patients’ blood pressure using a stethoscope and blood pressure cuff” is an
example of ______.
A. necessary knowledge
B. job description
C. a skill
D. an ability
5. Testing the blood sugar of a patient is an example of a learned ______.
A. skill
B. knowledge
C. job
D. ability
6. ______ are the elements of a job analysis which are typically used to describe the job
itself.
A. Skills
B. Tasks
C. Abilities
D. Requirements
7. In a job analysis, ______ generally refer(s) something a person could learn from a
book (e.g., laws pertinent to the HR profession).
A. knowledge
B. skills
C. abilities
D. tasks
8. In the hospital where Sue works, there is a job classification of “nurse.” There are
many individuals, however, who hold various types of nursing ______ within the
hospital, such as pediatric nurse, intensive care nurse, and medical–surgical nurse.
A. uniforms
B. shifts
C. specifications
D. positions
9. Carl, a human resource professional, seeks out Joe while completing a job analysis
to learn about what his position entails. Joe was recommended by his supervisor as
someone who is highly knowledgeable and skilled and able to give unique information
about the job. Joe is considered a ______.
A. manager
B. subject matter expert
C. competency model
D. administrative assistant
10. Kelsey is a unit clerk at the hospital. She is highly valued and appreciated for her
organizational skills. She seems to know just how to keep the unit running smoothly by
keeping things orderly and predictable. Kelsey’s innate talent for organization is an
example of ______.
A. knowledge
B. a capacity
C. a task
D. an ability
11. Julie’s social personality and friendly demeanor stood out in the interview process
for the position of activity director at a nursing home. When considering knowledge,
skills, abilities, and other characteristics, what is Julie’s bubbly personality considered?
A. knowledge
B. a skill
C. an ability
D. other characteristic
12. An organization’s attempt to understand the attributes and behaviors required for a
group of jobs is called ______.
A. essential functioning
B. subject matter expertise
C. competency modeling
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. job classifying
13. Nada, a job analyst, is writing a list of job tasks. Each job task typically begins with
a(n) ______.
A. action verb
B. adverb
C. adjective
D. noun
14. Which is the best example of a job task?
A. bakes bread to deliver to restaurants
B. bread is baked
C. restaurants order bread
D. bakes for deliveries
15. The goals of ______ are to understand what types of attributes and behaviors are
required for a group of jobs, perhaps over an entire organization.
A. job demands-resources modeling
B. job characteristics modeling
C. competency modeling
D. job demands-control modeling
16. Throughout Jason’s career, human resource professionals expect that his job will
evolve and change as his industry rapidly changes. Consequently, it is likely that
Jason’s company replaces a job analysis with ______.
A. job demands modeling
B. a work analysis
C. competency modeling
D. job demands-control modeling
17. ______ implies that, over time, an employee may need to perform a variety of
evolving jobs within an organization.
A. Work analysis
B. Competency modeling
C. Job demands-control modeling
D. Job demands-resources modeling
18. Kelly applies for a job and is shown a short document of tasks that are required.
Kelly is looking at a ______.
A. job description
B. contract
C. work analysis
D. job analysis
19. Candace, an executive at the company where Carl works as a human resource
professional, is ready to retire. Carl has been working with Candace to identify
employees who are qualified to replace her. This process is called ______.
A. retirement planning
B. performance planning
C. succession planning
D. development planning
20. Carl needs to ensure that compensation at this company is competitive in the
current market. To develop a pay scale, Carl completes a ______.
A. competency model
B. job evaluation
C. competitive pay analysis
D. workflow analysis
21. When completing a workflow analysis, starting with ______ is recommended.
A. a job model
B. the desired outcome
C. available resources
D. an equipment assessment
22. There are many topics that a subject matter expert might be able to respond to
when being interviewed for a job analysis such as ______.
A. their perspective on the company’s advantage in the market
B. their view of the top management team’s leadership
C. their account of critical situations faced on the job
D. their opinion about the company’s benefit package
23. As a human resource professional, when conducting a job analysis, it may be
necessary to ______ people who perform technical jobs in addition to interviewing
them.
A. eliminate
B. observe
C. prepare
D. skip
24. Conducting job analysis via ______ can facilitate obtaining a representative sample
for large organizations where there may be variations in the way the work is done
across the organization.
A. surveys
B. interviews with subject matter experts
C. archival data analysis
D. observations of workers
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
25. When choosing subject matter experts, it is critical to choose a ______ of the
employees for the particular job being analyzed.
A. random sample
B. representative sample
C. stratified sample
D. cluster
26. Ali wants to conduct a job analysis focused on collecting general information about
the specific job. ______ is an example of a generic tool she might use.
A. A survey
B. An interview
C. Task–KSAO analysis
D. The Position Analysis Questionnaire
27. Jamila conducts a job analysis focused on collecting very detailed information about
the knowledge, skills, abilities, and other characteristics required for the specific job.
______ is an example of a tool she might use.
A. Position Analysis Questionnaire
B. Task–KSAO analysis
C. O*NET content model
D. Critical incident technique
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
28. What is the first step in a task–KSAO analysis?
A. determine a list of tasks as well as the knowledge, skills, abilities, and other
characteristics that are needed to complete them
B. collect a list of all the similar job titles and compare the required tasks to the job
being analyzed
C. administer a survey to the subject matter experts asking them to differentiate
between critical and noncritical job tasks
D. the job analyst generates a list of tasks that describe the job and has the subject
matter experts review the list
29. Traditionally, job analysis focused on the ______ tasks of a job.
A. detailed
B. time-consuming
C. observable
D. cognitive
30. ______ focuses on mental tasks that may not be observable by others but could be
described by a subject matter expert.
A. Cognitive task analysis
B. Job demands-resources modeling
C. Cognitive modeling
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. Job demands-control modeling
31. Which is the best example of a cognitive task?
A. analyzes data to identify gaps and make recommendations
B. bakes bread to serve to customers
C. prepares ingredients for the chef to use for meals
D. juggles balls and scarves to entertain kids at parties
32. Once tasks and the necessary knowledge, skills, abilities, and other characteristics
for a job are identified, the next step is to ______.
A. apply a selection process
B. select the top 30 or so for the job description
C. provide incentives for applicants
D. document that they are critical to the job
33. A ______ is a tool used to determine how essential tasks and KSAOs are to the
performance of a job.
A. Likert-type scale
B. criticality survey
C. task–KSAO analysis
D. Position Analysis Questionnaire
34. All stated knowledge, skills, abilities, and other characteristics in a task–KSAO
analysis must be tied to a(n) ______.
A. linkage survey
B. critical task
C. subject matter expert
D. incentive
35. In job analysis, a ______ survey has subject matter experts indicate how important
each of the KSAOs is to each job task. Any KSAOs that are not connected to any critical
job tasks would be eliminated from the job analysis.
A. criticality
B. relational
C. linkage
D. critical incident
36. A technique that involves talking with subject matter experts about critical situations
that happen on the job is called the ______.
A. linkage technique
B. survey technique
C. prime example technique
D. critical incidents technique
37. Martha is developing a set of interview questions for hiring new employees to a
customer service position. She wants to ask questions that elicit information about how
an applicant would respond in a difficult, real-life scenario that is common on the job.
Which of these should she use when writing these interview questions?
A. the Position Analysis Questionnaire
B. the Occupational Information Network
C. a linkage survey
D. the critical incidents technique
38. A job analyst interviews ______ before completing the Position Analysis
Questionnaire.
A. subject matter experts
B. job applicants
C. former employees
D. the top management team
39. Sandra, a job analyst, is looking for a tool that will help her to gather data about the
variety that occurs in a specific job within her organization across nation contexts.
Which tool is helpful?
A. Position Analysis Questionnaire
B. linkage survey
C. Occupational Information Network
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. criticality survey
40. The Occupation Information Network is published by ______.
A. a university library
B. the Society for Human Resource Management
C. the U.S. Department of Labor
D. the Equal Employment Opportunity Commission
41. Jake, a job analyst, prefers to use competency modeling to analyze jobs because
______.
A. it is more inclusive than other methods
B. it is not as lengthy as other methods
C. it is a less complicated method
D. it is more comprehensive method
42. In competency modeling, linking the model to organizational goals and objectives is
considered ______.
A. unnecessary
B. best practice
C. optional
D. respectful
43. Salim realizes that when designing a job, taking into consideration how a worker
experiences that job impacts ______.
A. motivation
B. diversity
C. inclusion
D. criticality
44. ______ involves the addition of more responsibilities to a job so that it is less boring
and more motivating for workers.
A. Job enlargement
B. Job enrichment
C. Job rotation
D. Job redesign
45. Kara, an instructional designer, typically creates instructor-led classes focusing on
increasing specific job competencies as her primary job function in the training
department. She is asked to lead a project developing an onboarding curriculum. This is
an example of ______.
A. job enlargement
B. job enrichment
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. job diversity
D. job evaluation
46. As the project lead, Kara is empowered to make decisions rather than seek
approval first. This is an example of ______.
A. job enlargement
B. job rotation
C. job enrichment
D. job advancement
47. Frank is bored with his job and requests to be part of a new program at work that
allows workers to move from one job to another. Frank looks forward to the opportunity
to decrease his boredom and learn new skills. This is an example of ______.
A. job enrichment
B. job rotation
C. job enlargement
D. job advancement
48. Following the principle of the scientific management approach, jobs are designed so
that workers perform ______.
A. simple, repetitive tasks
B. complex, diverse tasks
C. creative, innovative tasks
D. social, group-oriented tasks
49. The Hawthorne Studies influenced job design by ______.
A. suggesting more repetition and independence
B. suggesting less social interaction and more simplicity
C. suggesting consideration for the need for social interaction
D. suggesting consideration for more supervision
50. The Hawthorne Studies suggest that social processes, group norms, and ______ all
play a role in work performance.
A. diversity
B. inclusion
C. variety
D. simplicity
51. The Job Characteristics Model explains job characteristics most important for
______.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. safety and health
B. retention and longevity
C. accuracy and innovation
D. motivation and productivity
52. The Job Characteristic Model is based on the theory that meaningful work,
autonomy, and feedback about results influence a worker’s ______.
A. job description
B. performance
C. work–life balance
D. social relatedness
53. Developed in the 1960s, Hackman and Oldham’s ______ was the first complete
model of job design. Most of the subsequent job design models are largely based on it.
A. Job Demands-Control Model (JDC)
B. Job Demands-Resources Model (JDR)
C. Job Craft Model (JCM)
D. Job Characteristics Model (JCM)
54. The ______ of job design focused on the interaction between employee stress
levels, job requirements, and employees’ perceived power over job performance.
A. Job Enrichment Model
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
B. Job Demands-Resources Model
C. Job Demands-Control Model
D. Job Characteristics Model
55. Having little control over one’s job increases ______.
A. productivity
B. motivation
C. performance
D. stress
56. Job control can ______ the stress related to increased workload and time
pressures.
A. contribute to
B. eliminate
C. counteract
D. increase
57. Fatima is a manager. She meets regularly with her team as a way to provide
support. Since she started this practice, she has noticed that her employees seem more
motivated on the job and even healthier. ______ supports Fatima’s observations.
A. Demands-Control Model
B. Hawthorne studies
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. Job Demands-Resources Model
D. Scientific management approach
58. According to Morgeson and Humphrey, there are number of job characteristics
known as ______ that can be used to enhance jobs.
A. motivators
B. levers
C. satisfiers
D. devices
59. When Fatima designs job characteristics related to social needs, she sees an
increase in worker ______.
A. satisfaction
B. sick time
C. drama
D. ability
60. Rosa, a human resource professional, is redesigning several jobs at the factory
where she works. She recognizes that most of the factory workers have little interaction
with coworkers during the day. She believes this is a reason for low productivity and
performance. She decides to resign the jobs to include more group processes and
social interactions. Why?
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. improving the psychological characteristics of the job will improve performance
B. increased social interactions increase groupthink
C. improved social support helps to better identify who is slacking on the job
D. improving the psychological characteristics of the job reveals worker’s weaknesses
61. More meaningful work leads to less ______.
A. social interactions
B. criticality
C. group processes
D. burnout
62. ______ refers to workers redesigning their own jobs to fit their needs and
personalities while staying within the guidelines of the organization.
A. Job analysis
B. Job crafting
C. Job enrichment
D. Job enlargement
63. Fatima realizes that her employees are capable of redesigning their own jobs to
meet their needs. This is an example of ______.
A. job rotation
B. job crafting
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. job innovation
D. job consideration
64. A janitor chats with office workers to determine how he can best support them by
making their workspace better and lends a hand to the secretary to help move boxes of
supplies when they are delivered. Even though these tasks are not in his job
description, these tasks help him feel like he contributes to the team in a meaningful
way. What is this janitor doing to increase his own job satisfaction?
A. job rotating
B. job crafting
C. job innovation
D. job creating
65. A flexible work arrangement helps workers achieve better ______.
A. knowledge
B. work–life balance
C. social skills
D. job skills
66. Greta, a human resource professional, describes to applicants the opportunity to
choose from several different work schedules. This is an example of ______.
A. work–life balance
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
B. flextime
C. job rotation
D. telecommuting
67. ABC Company has several employees with young children. These employees
communicate higher stress levels due to an increased need to take time off to pick up
their children from school or day care. What can ABC Company implement to improve
these employees’ well-being?
A. contingent hiring
B. job crafting
C. job rotation
D. flextime
68. Jax goes into the office 2 days per week and works from home the rest of the week.
This is a ______ arrangement.
A. job enrichment
B. job crafting
C. telecommuting
D. job enlargement
69. Luis enjoys a variety of projects and engages in short-term contract work with
companies. Luis is considered a ______.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. telecommuter
B. contingent worker
C. flexible worker
D. venture worker
70. The gig economy is a type of ______ work that uses highly skilled workers to link up
with organizations using a digital platform.
A. talent
B. flexible
C. remote
D. contingent
True/False
1. Job analysis is an essential HR function that forms the basis for all other HR
functions, except succession planning.
2. Task statements typically describe a job.
3. A job analysis is similar to the process of competency modeling used by many
organizations in the private sector.
4. Job analyses are always carried out from scratch.
5. A job analysis may be viewed as threatening to employees.
6. Michael never prepares subject matter experts for job analysis interviews. It is better
if subject matter experts are forced to think on their feet when responding to questions.
7. The first step of task–KSAO analysis is to develop a list of tasks that describe the job
and the KSAOs a person needs to do them.
8. A cognitive task analysis focuses on the observable tasks for physical jobs.
9. Knowledge, skills, abilities, and other characteristics can be documented using a
linkage survey.
10. Competency model and job analyses need to be both accurate and legally
defensible.
11. A worker taking on an assignment that is different from his or her usual assignment
so that the job is less boring is job enlargement.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
12. Applying one skill for a part of a larger project in a repetitious way leads to
meaningfulness of work.
13. Enhancing job characteristics leads to improved organization outcomes.
14. Increasing challenging job demands, through job crafting, improves job
performance.
15. Contingent workers are usually highly skilled, highly qualified individuals hired to
complete a short-term project.
Bauer, Human Resource Management, 1e
Essay
1. Analyze of how a job analysis is essential for all other human resources functions.
2. Analyze the different ways of collecting job analysis information and discuss related
logistics and barriers that apply.
3. Compare and contrast the various job analysis frameworks including task analysis,
critical incidents technique, and competency modeling.
4. Compare the concepts of job enlargement and job enrichment and provide examples
to demonstrate the differences.
5. Analyze how flexible work arrangements, including flextime and telecommuting,
contribute positively to employee well-being.
