53) In most job descriptions, which of the following would LEAST likely be included in the job
identification section?
A) job title
B) exempt/nonexempt status
C) job location
D) responsibilities/duties
54) Which section of a job description usually includes the major functions or activities of the
job?
A) job specification
B) job analysis
C) job summary
D) job identification
55) According to experts, the job summary section of a job description should NOT include a
statement about ________.
A) performing other duties, as assigned
B) working with efficiency
C) being conscientious
D) showing attentiveness
56) Which section of a job description indicates who is supervised by a jobholder?
A) job identification
B) job summary
C) responsibilities
D) relationships
57) A jobholder’s authority to hire new employees or discipline department personnel would
most likely be found in the ________ section of a job description.
A) job summary
B) responsibilities and duties
C) job specification
D) standards of performance
58) Anita, an HR manager at a computer firm, is in the process of writing a job description for a
Level I data analyst position. Which of the following will best help Anita determine the duties of
the job?
A) job summary
B) job specification
C) job analysis
D) job identification
59) Which of the following classifies all workers into one of 23 major groups of jobs that are
subdivided into minor groups of jobs and detailed occupations?
A) SOC
B) O*NET
C) BLS
D) ADA
60) An employer striving to comply with the Americans with Disabilities Act would benefit the
most from ________.
A) frequent performance appraisals
B) effective job descriptions
C) regular job coaching
D) annual job analyses
61) Which of the following is LEAST relevant when determining a job’s essential functions as
related to the EEOC?
A) the degree of skill or expertise required to perform the function
B) the number of other employees available to perform the function
C) whether the function involves the use of equipment
D) whether the position exists to perform that function
62) According to the EEOC, which of the following is a reasonable accommodation?
A) flexible benefits
B) job restructuring
C) succession planning
D) union representation
63) Carla, an HR manager at a carpet manufacturing firm, needs to write a number of job
descriptions and plans to use O*NET. Carla already knows which positions are needed and has
modified the firm’s organization chart. What should Carla do next?
A) write a job summary to clarify the duties of the job
B) interview employees about their responsibilities
C) discuss the positions with department supervisors
D) gather information about the job’s current duties
64) A job description is a written statement of the knowledge, abilities, and skills needed to
perform a job satisfactorily.
65) Major duties, working conditions, and standards of performance are included in the job
summary section of most job descriptions.
66) There is no standard format for writing a job description.
67) The Americans with Disabilities Act (ADA) requires that organizations have job descriptions
that list the essential functions of all jobs.
68) O*NET has become an increasingly popular Web tool for creating and distributing
questionnaires to a global firm’s employees who are scattered throughout the world.
69) Many job analysts and employers assert that in today’s work environment, job descriptions
based on lists of job-specific duties inhibit the worker flexibility that companies need.
70) According to the EEOC, job restructuring is considered a reasonable accommodation for
ADA compliance.
71) How can job descriptions help employers comply with the ADA? What factors should be
considered when determining the essential functions of a job?
72) Which of the following summarizes the personal qualities, traits, skills, and education needed
for a particular job?
A) job specification
B) job analysis
C) job report
D) job description
73) Which of the following questions is most likely answered by a job specification?
A) How will an employee be rewarded for excellence in this job?
B) What types of skills and experiences are required for this job?
C) What are the essential activities required in this job?
D) What are the performance standards for this job?
74) Which of the following would most likely be included in the job specification for a position
being filled with untrained individuals?
A) interests
B) marital status
C) length of previous service
D) previous job performance
75) Vijay, an HR specialist at Farley Manufacturing, needs to write a job specification for an
entry level assembly line position. Individuals will receive training on how to assemble small
circuit boards. Which of the following requirements should most likely be included on the job
specification?
A) physical strength
B) personality
C) finger dexterity
D) managerial experience
76) According to the text, what is the source of most job specifications?
A) statistical analysis
B) industry standards
C) government data
D) managerial judgment
77) According to research, what job-related behavior is important to all jobs?
A) creativity
B) industriousness
C) manual dexterity
D) extroversion
78) What is the primary benefit of basing job specifications on statistical analysis?
A) strong legal defense
B) simple procedure
C) clear task statement
D) useful competencies
79) Tanya, a cashier at Target, was walking to the break room when she noticed a sweater that
had been left in the home goods aisle. Tanya picked up the sweater and returned it to the juniors’
department where it belonged. Which job-related behavior is Tanya most likely exhibiting?
A) schedule flexibility
B) off-task behavior
C) thoroughness
D) attendance
80) Which of the following is the best example of unruliness in the workplace?
A) handling personal business during work time
B) failing to cooperate well with other employees
C) leaving work tasks to be handled by others
D) arriving at work later than other workers
81) When basing job specifications on statistical analysis, the goal is to determine the
relationship between a(n) ________ and a(n) ________.
A) interest; criterion
B) predictor; trait
C) skill; interest
D) predictor; criterion
82) Vijay, a manager at a manufacturing facility, needs to hire three workers to work on the
assembly line. The position requires employees who have finger dexterity. Finger dexterity
would most likely be characterized as a ________.
A) job specification
B) predictor
C) job description
D) criterion
83) Keith, an HR manager at a manufacturing facility, needs to hire three workers to work on the
assembly line. Keith will be basing job specifications on statistical analysis. Keith has already
analyzed the job and decided how to measure job performance. What is the next step that Keith
must take in the process?
A) testing and comparing job candidates for the position
B) writing a task statement for each of the position’s tasks
C) selecting personal traits that will predict job performance
D) using managerial judgment to evaluate education and skills
84) Which term refers to a brief summary of what a worker does on one particular job activity,
how the worker does it, and the knowledge, skills, and aptitudes required to do it?
A) task statement
B) job predictor
C) task criterion
D) job requirements matrix
85) What is the first step an HR manager must take when basing a job specification on statistical
analysis?
A) testing applicants
B) analyzing the job
C) writing task statements
D) testing candidates for skills
86) An HR manager who is basing a job specification on statistical analysis has completed the
first four steps of the process. What is the last step required?
A) writing a task statement that will be legally defensible
B) choosing a human trait that predicts future job success
C) deciding if the human trait predicts job performance
D) measuring the job performance of each candidate
87) Knowledge, skills, abilities, and other characteristics are components of ________.
A) organizational development
B) performance appraisals
C) cognitive tests
D) task statements
88) What is the benefit of a job requirements matrix?
A) provides a clear comparison of job candidates
B) eliminates unnecessary job duplication
C) clarifies the purposes of job tasks
D) ranks employees by performance
89) A firm that uses task statements to summarize a job will most likely have the information
compiled in a ________.
A) position analysis questionnaire
B) job requirements matrix
C) job description profile
D) job specification
90) All of the following are ways to compile information on the knowledge, skills, ability, and
other characteristics a job requires EXCEPT a ________.
A) job profile
B) task statement
C) competency model
D) job requirements matrix
91) Job specifications based on statistical analysis are more legally defensible and easier to
develop than job specifications based on managerial judgment.
92) What is a job specification? Why would it be easier to write job specifications when filling
positions with trained rather than untrained people?
93) What is a task statement? Why are task statements becoming increasingly popular?
94) According to research, employees who are engaged with their work possess the following
identified traits EXCEPT ________.
A) positive disposition
B) intelligence
C) self-advocacy
D) achievement orientation
95) Which of the following describes a job in terms of the KSAOs that employees must be able
to exhibit to get their multiple jobs done?
A) functional job analysis
B) Department of Labor procedure
C) competency model
D) job requirements matrix
96) Competency profiling focuses on ________.
A) what work is accomplished
B) how work is accomplished
C) when work is accomplished
D) where the work is accomplished
97) Which of the following best supports the argument that jobs should be described in terms of
competencies rather than duties?
A) New employees in high-performance work systems receive extensive job skills training for
their specific positions.
B) Globalization and telecommuting require workers to be able to self-manage and perform
duties without close supervision.
C) In high-performance work systems, employees serve as team members rotating among
various jobs.
D) Managers in global firms are empowered to forecast personnel needs using both trend
analysis and ratio analysis.
98) All of the following would most likely be included in a competency statement EXCEPT
________.
A) proficiency levels
B) a compensation range
C) a summary of observable behaviors
D) a brief description of the competency
99) Which of the following questions will most likely be addressed by a manager who is writing
a job description based on a competency-based job analysis?
A) What are the typical duties and responsibilities of this job?
B) What are the working conditions and safety issues related to this job?
C) What advancement opportunities are available for employees in this job?
D) What should employees be able to do in order to perform this job successfully?
100) An observable and measurable human behavior or skill that makes job performance
possible is known as a(n) ________.
A) competency
B) attribute
C) trait
D) task
101) Competencies are observable and measurable behaviors, and organizations are required to
define competencies based on quantifiable standards developed by the Department of Labor.
102) Competency profiles focus on the knowledge, skills, and behavior of a worker rather than
the tasks associated with a particular job.
103) Workers at ABC Widgets, Inc. often work in teams and have frequently changing job
duties. The HR department should develop traditional job descriptions rather than competency-
based job descriptions.
104) The best competency statements include a brief description of the competency as well as a
description of the observable behaviors that represent proficiency in the competency.
105) As an HR manager, what steps would you take to develop a competency statement? What
resources would be beneficial in the process?