Question :
51. Job analysis provides all but one of the following managerial : 1251001
51. Job analysis provides all but one of the following managerial benefits. Identify the exception.
A. It provides managers with an understanding of the work-flow process.
B. It enables managers to make more accurate hiring decisions.
C. It provides an avenue for communicating policy information to employees.
D. It enables managers to more accurately evaluate subordinates’ performance.
Job analysis refers to the process of getting detailed information about jobs.
52. Which of the following refers to a list of the tasks, duties, and responsibilities that a job entails?
A. Job specification
B. Job description
C. Job standardization
D. Job design
A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. It is one of two types of information are most useful in job analysis along with job specification.
53. Which of the following refers to the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job?
A. Job specification
B. Job description
C. Job standardization
D. Job design
A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job. “Other” characteristics in the (KSAOs) may refer to one’s achievement motivation or persistence.
54. A person’s factual or procedural information that is necessary for successfully performing a task is called:
A. knowledge.
B. ability.
C. skill.
D. responsibility.
Knowledge is one among the KSAOs characteristics about people that are not directly observable; they are observable only when individuals are carrying out the tasks, duties and responsibilities of the job.
55. Job descriptions generally contain all but one of the following components. Name the exception.
A. Job title
B. Essential duties
C. Nonessential functions
D. Pay level
A Job Description (table 4.1) generally specifies Job title, General Description of Job, Essential duties and Non essential duties.
56. Job analysis information usually is obtained from:
A. co-workers and customers.
B. job incumbents and co-workers.
C. customers and supervisors.
D. job incumbents and supervisors.
This serves as a check to determine whether what is being done is congruent with what is supposed to be done in the job.
57. Which of the following sources of job analysis information would most likely provide accurate information regarding the time spent on various tasks?
A. Supervisors
B. Incumbents
C. Customers
D. Subordinates
In general, it will be useful to go to the job incumbent to get the most accurate information about what is actually done on the job. Incumbents also seem more accurate in terms of assessing safety-related risk factors associated with various aspects of work.
58. Which of the following sources of job analysis information would be the most likely to provide accurate information regarding the importance of various tasks?
A. Supervisors
B. Incumbents
C. Customers
D. Subordinates
One will want to ask others familiar with the job, such as supervisors, to look over the information generated by job incumbent. This serves as a check to determine whether what is being done is congruent with what is supposed to be done in the job.
59. All but one of the following are sections of the Position Analysis Questionnaire (PAQ). Name the exception.
A. Mental processes
B. Data output
C. Work output
D. Job context
The PAQ a standardized job analysis questionnaire is organized into six sections: Information input, Mental processes, Work output, Relationships with other persons, Job context, and Other characteristics.
60. All but one of the following is TRUE of the Position Analysis Questionnaire (PAQ). Name the exception.
A. It requires trained job analysts to complete it.
B. It is a standardized, off-the-shelf instrument.
C. It describes specific task activities that comprise the actual job.
D. It is a well-researched and widely used instrument.
PAQ does not lend itself well to describing the specific, concrete task activities that comprise the actual job, and it is not ideal for developing job descriptions or redesigning jobs.
