CHAPTER 3

A job description is best defined as ______.

• the organization's framework for AA compliance

• the organization's indicator of tasks, duties, and responsibilities required for each job

• the organizations principle job training tool

• the organization's performance appraisal instrument

What is the job-analysis approach that involves collecting information on activities performed on the job, and uses this information to assess needed KSAOs for each job called?

• competency-based

• job requirements

• job rewards

• all of these involve this process

Which of the following is NOT shown by an ideal task statement?

• what the employee does

• to whom or what the employee does what he or she does

• what is produced

• how each behaviour is rewarded

The best approach to job analysis for flexible jobs with changing requirements is ______.

• job requirements job analysis

• competency based job analysis

• team-based job analysis

• functional job analysis

A body of information that can be directly applied to the performance of tasks is ________.

• knowledge

• skills

• abilities

• none of these

The reason for having the manager participate as a job analyst is _______.

• provide acceptance of job statements to guide performance on the job

• verify statements are inclusive and accurate

• control incumbent responses on job analysis questionnaires

• establish pay scales

A competency is ______.

• a type of behaviour that is observed on the job

• an underlying characteristic of an individual that contributes to job or role performance

• a latent component of the job characteristics matrix

• a compilation of the tasks, duties, and responsibilities that

  make up a job

Unlike KSAOs, competencies usually describe characteristics ________.

• of individuals that contribute to job performance

• that are used for selecting individuals

• that contribute to success across multiple jobs

• of organizational reward systems

Which of the following is not an example of an extrinsic reward?

• pay

• promotion

• autonomy

• fringe benefits

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?

• variety of work, relationship with supervisor, compensation, and networking

• relationship with supervisor, networking, variety of work, and compensation

• job security, benefits, opportunities to use skills and abilities, and financial stability

• networking, variety of work, relationship with supervisor, and compensation