Multiple Choice Test Items
1. APPLICATION: Job Analysis (p. 58)
“Job applicants must have a high school diploma, type 55 words per minute, possess exceptional computer skills, and have a valid driver’s license.” This is an example of a
a. job description.
b. job specification.
c. job evaluation.
d. performance criteria.
2.FACTUAL: Job Analysis
A job description is
a.a detailed accounting of the tasks and responsibilities associated with a job.
b.a step-by-step “procedure manual” for performing a job.
c.a systematic study of the tasks, duties, and knowledge needed to perform a job.
d.the assessment of the relative value or worth of a job.
3. CONCEPTUAL: Job Analysis
Which of the following requires that a job analysis be done before its elements can be developed?
a. Organizational objectives
b. Long range planning goals
c. Job descriptions
d. The creation of new positions
4. FACTUAL: Job Analysis
A job specification provides information about the
a. tasks to be performed by the employee.
b. relative importance of tasks to be performed by the employee.
c. amount of salary to be earned.
d. human characteristics, work experience, and education required for a job.
5. CONCEPTUAL: Job Analysis
Which of the following is most closely associated with determining how much a particular job should pay?
a. Job description
b. Job specification
c. Job evaluation
d. Performance criteria
6. CONCEPTUAL: Job Analysis
The Americans with Disabilities Act (ADA) requires that employers
a. hire a disabled worker over a more qualified non-disabled worker.
b. hire any disabled worker for any type of job.
c. hire a certain percentage of disabled workers into their workforce.
d. make reasonable accommodations so that disabled workers can perform their jobs.
7. FACTUAL: Up Close: What is Your Job Description?
Which of the following is NOT a common element found in job descriptions described by Cascio (1987)?
a. Job title
b. Supervisor and coworker relationships
c. Working conditions and the physical environment
d. Conditions of employment
8. CONCEPTUAL: Job Analysis Methods
One important consideration in using observational methods to conduct job analyses is
a. only technical and professional employees can be observed accurately.
b. trained observers must know what they are looking for.
c. observation time should be limited to only a few minutes.
d. the observer only tries to get a general idea of what the employee actually does.
9. CONCEPTUAL: Job Analysis Methods
Observational techniques of job analysis usually work best with
a. high-level management or leadership positions.
b. jobs for which there is a lot of existing data.
c. jobs involving manual operations or repetitive tasks.
d. creative or decision-making positions.
10. CONCEPTUAL: Job Analysis Methods
When using interview job analysis techniques, more reliable representations of jobs are established when
a. only one worker in the position is interviewed.
b. open-ended questions are used.
c. several job incumbents within a single organization are interviewed.
d. only the supervisor of the particular job position is interviewed.
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