Staffing Organizations 7th Edition Test Bank

Follow Below Link to Download File

https://homeworklance.com/downloads/staffing-organizations-7th-edition-test-bank/

We also Do 100% Original and Plagiarism Free Assignment / Homework and Essay

Email us for original and Plagiarism Free Work At ( info.homeworklance@gmail.com ) or order us at

(https://homeworklance.com/custom-order/ )

View Sample Chapter Below:

Chapter 04

Job Analysis and Rewards

True / False Questions

1.	Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. True    False

2.	Job requirements job analysis involves collecting information on the activities performed on the job, and uses this information to assess the KSAOs needed for each job. 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 job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks. 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.	Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities. 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.	Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job. True    False

14.	The job requirements matrix is composed of two components: tasks and KSAOs. True    False

15.	Task statements are written to emphasize the outcomes of a work process, as well as describing how the task is expected to be performed. True    False

16.	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

17.	The KSAO portion of a job requirements matrix is often converted to a job description. True    False

18.	Tasks should be constructed using broadly applicable verbs, such as “supports,” “assists,” and “handles.” True    False

19.	The term “task dimension” has the same basic meaning as “duties” or “areas of responsibility.” True    False

20.	It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance. True    False

21.	Knowledge is a body of information that can be directly applied to the performance of tasks. True    False

22.	Skills are underlying, enduring traits of a person that are useful for performing a range of tasks. True    False

23.	The work setting, attire, environmental conditions, and job hazards are associated with a job’s “context.” True    False

24.	Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability. True    False

25.	It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts. True    False

26.	Little research has been done to identify particular job-related skills. True    False

27.	In general, there are few, if any, sources of job information external to the organization where the job is performed. True    False

28.	Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks. True    False

29.	Using managers in a job analysis lends both expertise and neutrality to the process. True    False

30.	When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant. True    False

31.	In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff. True    False

32.	A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements. True    False

33.	Subject matter experts should not include previous jobholders, private consultants, and customers/clients. True    False

34.	The O*NET contains work context factors pertaining to interpersonal relationships and to structural job characteristics. True    False

35.	The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires. True    False

36.	The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities. True    False

37.	Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization’s mission and goals and works downward to determine requirements for each job based on these goals. True    False

38.	Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job. True    False

39.	Competencies are more specific than KSAOs. True    False

40.	Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs. True    False

41.	Competencies contribute to job performance, but not to organizational success. True    False

42.	Competency based job analysis is a way to facilitate increased staffing flexibility. True    False