BUS 335 Week 4 Quiz– Strayer
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Quiz 3 Chapter 4
Chapter
4
Student:
___________________________________________________________________________
1. In
most modern organizations, jobs are largely well established and change little
over time.
True False
2. Job
analysis is the process of studying jobs in order to gather, analyze,
synthesize, and report information about job
requirements.
True False
3. Competency
based job analysis seeks to identify and describe the specific tasks, KSAOs,
and job context for a particular job.
True False
4. The
traditional way of designing a job is to identify and define its elements and
tasks precisely and then incorporate them into a job
description.
True False
5. Traditional
job design is marked by formal organization charts, clear and precise job
descriptions and specifications, and well-defined relationships between
jobs.
True False
6. Changes
to jobs have become so radical that the concept of "jobs" is no
longer a useful concept in most
organizations.
True False
7. Advances
in technology are one of the major reasons for changes in
jobs.
True False
8. A
job family is a grouping of positions that are similar in their tasks and task
dimensions.
True False
9. The
smallest unit into which work can be divided without analyzing separate
motions, movements, and mental processes is called an
element.
True False
10. Many
small-business owners, general managers of start-up strategic business units,
and top management members perform flexible jobs that are difficult to classify
in traditional job analysis.
True False
11. Measures
of engagement reflect specific skills sets that are readily measured through
job analysis.
True False
12. Competency
analysis is one way to incorporate engagement into job
analysis.
True False
13. A
job description is best defined as _____.
A. the organization's
framework for AA compliance
B. the organization's indicator of tasks
required for each job
C. the organizations principle job training
tool
D. the organization's performance appraisal instrument
14. Which
of the following are elements of traditional job design?
A. formal
organization charts
B. clear and precise job
descriptions
C. well-defined mobility (promotion and transfer)
paths
D. all of the above
15. Which
of the following is a good definition of a job family?
A. A grouping
of elements to form an identifiable work activity that is a logical and
necessary step in the performance of a job
B. A grouping of jobs, usually
according to function
C. A grouping of jobs according to generic job title
or occupation
D. A grouping of positions that are similar in their tasks
and task dimension
16. Which
of the following is a good definition of a job category?
A. A
grouping of elements to form an identifiable work activity that is a logical
and necessary step in the performance of a job
B. A grouping of jobs,
usually according to function
C. A grouping of jobs according to generic
job title or occupation
D. A grouping of positions that are similar in
their tasks and task dimensions
17. Which
of the following is a good definition of a job?
A. A grouping of
elements to form an identifiable work activity that is a logical and necessary
step in the performance of a job
B. A grouping of jobs, usually according
to function
C. A grouping of jobs according to generic job title or
occupation
D. A grouping of positions that are similar in their tasks and
task dimensions
18. Which
of the following is a good definition of a task?
A. A grouping of
elements to form an identifiable work activity that is a logical and necessary
step in the performance of a job
B. A grouping of jobs, usually according
to function
C. A grouping of jobs according to generic job title or
occupation
D. A grouping of positions that are similar in their tasks and
task dimensions
19. Measures
of engagement reflect _________.
A. task characteristics that are
readily accommodated by job analysis
B. the degree to which an employee
helps co-workers voluntarily
C. the degree to which an employee identifies
with and has enthusiasm for his or her work
D. the employee's tendency to
reject alternative employment offers when given
20. Job
requirements job analysis begins by identifying the specific tasks and the job
context for a particular job.
True False
21. Job
analysis is a primary input and support activity for most functional staffing
activities.
True False
22. Team-based
jobs lend themselves particularly well to job requirements job
analysis.
True False
23. The
job requirements matrix is composed of two components: tasks and
KSAOs.
True False
24. Task
statements are objectively written descriptions of the behaviors or work
activities engaged in by employees in order to perform the
job.
True False
25. Task
statements should reflect what the employee does, to whom or what the employee
does what he or she does, what is produced, and what is
used.
True False
26. The
KSAO portion of a job requirements matrix is often converted to a job
description.
True False
27. The
term "task dimension" has the same basic meaning as
"duties" or "areas of
responsibility."
True False
28. Sentence
analysis is used to develop
competencies.
True False
29. Tasks
should be constructed using broadly applicable verbs, such as
"supports," "assists," and "handles."
True False
30. It
is possible to weight task dimensions using either relative time spent,
percentage of time spent, or importance to overall job
performance.
True False
31. Knowledge
is a body of information that can be directly applied to the performance of
tasks.
True False
32. Skills
are underlying, enduring traits of a person that are useful for performing a
range of tasks.
True False
33. The
work setting, attire, environmental conditions, and job hazards are associated
with a job's "context."
True False
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