Multiple Choice Questions [MCQ] On Job analysis and Job design

1. Which of the following types of information can be collected via a job analysis?

a. work activities [e]

b. human behaviors
c. performance standards
d. job context
e. all of the above

2. Information regarding how, why, and when a worker performs each activity is
included in the information about _____ an HR specialist may collect during a job
analysis.
a. work activities [a]
b. human behaviors
c. machines, tools, equipment, and work aids
d. performance standards
e. job context

3. Information regarding matters such as physical working conditions and work schedule
is included in the information about _____ an HR specialist may collect during a job
analysis.
a. work activities [e]
b. human behaviors
c. machines, tools, equipment, and work aids
d. performance standards
e. job context

4. The second step in conducting a job analysis is _____.

a. deciding how to use the information
b. reviewing relevant background information [b]
c. selecting representative positions
d. collecting data on job activities
e. developing a job description and job specification

5. Selecting representative positions to use in the job analysis is the _____ step in the
process.
a. First [c]
b. second
c. third
d. fourth
e. fifth

6. Collecting data on job activities, required employee behaviors, working conditions,

and human traits and abilities needed to perform the job is the _____ step in the job
analysis process.
 Multiple Choice Questions [MCQ] On Job analysis and Job design

a. First [d]
b. second
c. third
d. fourth
e. fifth
7. The final step in conducting a job analysis is _____.
a. deciding how to use the information [e]
b. reviewing relevant background information
c. selecting representative positions
d. collecting data on job activities
e. developing a job description and job specification

8. Which of the following methods is used to gather job analysis data?

a. interviews
b. questionnaires [d]
c. observation
d. all of the above
e. none of the above

9. Who is interviewed by managers collecting job analysis data?

a. individual employees [d]
b. groups of employees with the same job
c. supervisors who know the job
d. all of the above
e. none of the above

10. In addition to identifying the specific duties associated with a job, a job analysis
should also seek to identify the _____.
a. length of time an employee has held the position[e]
b. order of importance
c. frequency of occurrence
d. all of the above
e. b and c only

11. For which of the following jobs is direct observation not recommended to collect data
used in a job analysis?
a. assembly-line worker [c]
b. accounting clerk
c. engineer
d. receptionist
e. salesperson
 Multiple Choice Questions [MCQ] On Job analysis and Job design

12. A _____ is the time it takes to complete a job.

a. job specification [b]
b. work cycle
c. work week
d. shift
e. none of the above

13. Which of the following is considered a qualitative approach to job analysis?

a. position analysis questionnaire [b]
b. interviews
c. Department of Labor approach
d. functional job analysis
e. all are qualitative approaches

14. Which of the following is considered a quantitative approach to job analysis?

a. Interviews [c]
b. diaries
c. Department of Labor Procedure
d. direct observation
e. questionnaires

15. Which of the following is not one of the basic activities included in a position analysis
questionnaire?
a. performing skilled activities [e]
b. being physically active
c. operating equipment
d. processing information
e. all are included in a position analysis questionnaire

16. The _____ assigns a quantitative score to each job based on its decision-making,
skilled activity, physical activity, equipment operation, and information-processing
characteristics.
a. Department of Labor Procedure [b]
b. position analysis questionnaire
c. functional job analysis
d. log approach
e. all of the above

17. Which quantitative job analysis technique can be conducted online?

a. position analysis questionnaire [a]
 Multiple Choice Questions [MCQ] On Job analysis and Job design

b. Department of Labor Procedure

c. functional job analysis
d. all of the above
e. none of the above

18. Which of the following is included in a functional job analysis?

a. the extent to which specific instructions are necessary to perform the task[e]
b. the extent to which reasoning and judgment are required to perform the task
c. the mathematical ability required to perform the task
d. the verbal and language facilities required to perform the task
e. all of the above

19. Job duties that employees must be able to perform, with or without reasonable
accommodation, are called _____.
a. essential job functions [a]
b. job requirements
c. primary job activities
d. work activities
e. all of the above

20. _____ means systematically moving workers from one job to another.
a. Job rotation [a]
b. Job enrichment
c. Job assignment
d. Job enlargement
e. Job adjustment

21. ______ means redesigning jobs in a way that increases the opportunities for the
worker to experience feelings of responsibility, achievement, growth, and recognition.
a. Job rotation [b]
b. Job enrichment
c. Job assignment
d. Job enlargement
e. Job adjustment

22. Who argued that the best way to motivate workers is to build opportunities for
challenge and achievement into their jobs via job enrichment?
a. Adam Smith [c]
b. Frederick Taylor
 Multiple Choice Questions [MCQ] On Job analysis and Job design

c. Frederick Herzberg
d. Abraham Maslow
e. Milton Friedman

23. Who is interviewed by managers collecting job analysis data?

a. individual employees [d]
b. groups of employees with the same job
c. supervisors who know the job
d. all of the above
e. none of the above

24. A _____ is the time it takes to complete a job.

a. job specification [b]
b. work cycle
c. work week
d. shift
e. none of the above

25. When a worker changes what he or she would normally do because they are being
watched, _____ has occurred.
a. Proactivity [b]
b. reactivity
c. cycling
d. diverting
e. none of the above

26. Work Design is concerned with the _____ of work system in any type of
organisation or institution.
(a) Study [c]
(b) Design
(c) Study and design
(d) Management
 
27. High levels of productivity result in
(a) Good quality [d]
(b) Lower costs
(c) Higher purchasing power
(d) All of the above
 
28 The following is (are) the objective(s) for studying work system.
(a) Increasing productivity [c]
(b) Developing manpower effectiveness
(c) Both (A) and (B)
(d) None of the above
 Multiple Choice Questions [MCQ] On Job analysis and Job design

 
29. Job design is the consciously planned structuring of ____ performed by an
individual or a team of persons.
(a) Work effort [a]
(b) Duties
(c) Responsibilities
(d) All of the above
 
30. The following consideration(s) is (are) important human factor(s) relating to job
design
(a) Physiological [d]
(b) Social
(c) Psychological
(d) All of the above
 
31. The smallest work activities involve various elementary movements called
(a) Therbligs [a]
(b) Therbilgs
(c) Therblgis
(d) Theriblgs
 
32. Vertical straight dials are better than
(a) Horizontal dial [b]
(b) Circular dial
(c) Inclined dial
(d) None of the above
 
33 For recording rate of change ____ is preferred.
(a) Horizontal dial [b]
(b) Circular dial
(c) Inclined dial
(d) None of the above
 
34. Control used for continuous adjustment could be
(a) Rotary [c]
(b) Reciprocating
(c) Both (A) and (B)
(d) Oscillating
 
35. Joysticks usually give control in
(a) One dimension [b]
(b) Two dimension
(c) Three dimension
(d) Any of the above
 Multiple Choice Questions [MCQ] On Job analysis and Job design

 
36. Jobs are set of
(a) Micromotions [c]
(b) Elements
(c) Tasks
(d) None of the above
 
37. The following factor(s) to be discussed for an effective job design.
(a) Environmental [d]
(b) Organisational
(c) Behavioural
(d) All of the above
 
38. The aim of Job design is to improve
(a) Job satisfaction [a]
(b) Job interview
(c) Job analysis
(d) Job profile
 
39. The following is not a method of Job Design.
(a) Job rotation [d]
(b) Job enlargement
(c) Job enrichment
(d) Job analysis

40. The final process of a job analysis is the preparation of two statements, namely,

(a) job observation and job description

(b) job specification and job observation [c]
(c) job description and job specification
(d) None of the above

41. Job analysis is a process of gathering information about the

(a) Job [a]

(b) job holder
(c) management
(d) organization

42. The process of bringing together different tasks to build a job is called

(a) job evaluation [b]

(b) job design
 Multiple Choice Questions [MCQ] On Job analysis and Job design

(c) job classification

(d) job description

43. The process of grouping of similar types of works together is known as

(a) job classification [a]

(b) job design
(c) job evaluation
(d) job description

44. The systematic process of looking at the tasks, duties and responsibilities involved in a job
is known as

(a) Job design [c]

(b) Job enlargement
(c) Job analysis
(d) Job enrichment

45. The purpose of Job Evaluation is to determine

(a) Worth of a job in relation to other jobs [a]

(b) Time duration of a job
(c)Expenses incurred to make a job
(d) None of the above

46. Job Evaluation tries to make a systematic comparison between

(a) Workers [b]

(b) Jobs
(c) Machines
(d) Departments

47. Basis of Job Evaluation is

(a) Job design [c]

(b) Job ranking
(c) Job analysis
(d) Any of the above

48. The _________ provides the essential information on which each job is evaluated.

(a) Job ranking [c]

(b) Job enrichment
(c) Job description
 Multiple Choice Questions [MCQ] On Job analysis and Job design

(d) Job enlargement

49. A ______ is a written record of the duties, responsibilities and conditions of the job.

(a) Job ranking [c]

(b) Job enrichment
(c) Job description
(d) Job enlargement

50. The important objectives of a job evaluation programme

(a) Establishment of sound wage differentials between jobs. [d]

(b) Maintenance of a consistent wage policy.
(c) Installation of an effective means of wage control.
(d) All of the above

51. The following is not a job evaluation method

a) Factor comparison method [d]

(b) Point Method
(c) Ranking method
(d) Assessment method

52. In which of the following methods Jobs can be arranged according to the relative
difficulty in performing them.

(a) Ranking method [a]

(b) Point method
(c) Factor comparison method
(d) Classification method

53. Job Evaluation is carried on by

(a) Groups [a]

(b) Individuals
(c) Both (a) and (b)
(d) None of the above

54. The Ranking method is best suited for

(a) Complex organizations [c]

(b) Large organizations
(c) Small organizations
(d) Any of the above
 Multiple Choice Questions [MCQ] On Job analysis and Job design

55. Point method is suitable for

(a) Small size organization [d]

(b) Mid-size organization
(c) Large organization
(d) Both (B) and (C)

56. In Factor-Comparison method, each factor is ascribed a

(a) Money value [a]

(b) Ranking
(c) Scale
(d) None of the above

57. A systematic investigation of the tasks, duties, responsibilities of a job and the necessary
knowledge, skills and abilities a person needs to perform a role adequately, is known as:

a. task differentiation. [c]

b. human resource analysis.
c. job analysis.
d. position classification.

58. The job-oriented approach to job analysis is most likely to be concerned with:

a. job enrichment techniques.

b. performance appraisal methods. [c]
c. tasks, duties and responsibilities.
d. career planning and development.

59. The approach to job analysis that is based upon identifying the skills and behaviours
needed to perform a job is described as an:
a. behavioral approach. [b]
b. employee-oriented approach.
c. task-oriented approach.
d. employee-centered approach
60. The written statement of why a job exists, what the job holder actually does, how they do
it and under what conditions the job is performed, is known as the:

a. job evaluation. [c]

b. job context.
c. job description.
d. job specification
 Multiple Choice Questions [MCQ] On Job analysis and Job design

61. Which of the following is NOT a component of job descriptions?

a. Job identification [c]

b. Duties and responsibilities
c. Remuneration and benefits
d. Performance standards

62. Which of the following is NOT a standard guideline for writing effective job
descriptions?

a. Begin each sentence with an action verb [a]

b. Use specific rather than vague terms
c. Use quantitative terms where possible to achieve greater objectivity and clarity
d. Provide a comprehensive list of all duties, including routine tasks

63. The heart of a job description is/are the:

a. duties and responsibilities of the position. [ a]

b. terms and conditions of employment.
c. authority and accountability clauses
d. clear and unambiguous job title.

64. Job analysis for standardised, repetitive short job cycles, or manual jobs will primarily
use which of the following data gathering methods?

a. Interviews [b]
b. Observations
c. Questionnaires
d. Employee diary

65. Management Position Description Questionnaire is an approach to job analysis that: [a]

a. uses a behaviourally oriented, structured questionnaire to describe, compare, classify, and

evaluate management positions.
b. uses unique descriptions of each position to emphasise the importance or significance of
all positions within the organisation.
c. relies upon the position holder to correctly identify all tasks related to their position and the
relevance of these tasks to the achievement of the organisation's objectives.
d. requires a job analysis to be undertaken at an agreed-upon time every year so that the job
description and job specification documents are always up-to-date.

66. The job analysis instrument and scoring/reporting service developed by Purdue
University and marketed commercially is:
 Multiple Choice Questions [MCQ] On Job analysis and Job design

a. The Job Review Service. [b]

b. the Position Analysis Questionnaire.
c. the Job Orientation Review.
d. the Position Description Report.

67. Which of the following is NOT a generally accepted method of data collection for the
purposes of job analysis?

a. Position Classification Inventory [d]

b. Position Analysis Questionnaire
c. Hay Guide Chart Profile
d. Job Characteristics Model

68. The Hay Guide Chart Profile Method expresses job content in terms of three major
factors. They are:

a. know-how, problem solving, accountability. [a]

b. qualifications, performance standards, authority.
c. knowledge, qualifications, level of decision making.
d. know-how, authority, performance standards.

69. Which one of the following job-related competencies can be described as a visible
competency?

a. Self-concept [c]
b. Traits
c. Knowledge
d. Motives

70. Which of the following is NOT one of the questions that HR managers typically ask in
developing a competency standard?

a. What actions must the employee demonstrate? [c]

b. What performance standards must be met?
c. What training does this employee need?
d. What are the conditions under which the action must be carried out?

71. The Behavioral Event Interview (BEI) is a development of:

a. the Management Position Description Questionnaire. [c]

b. functional job analysis.
c. critical incident reporting.
d. Position Analysis Questionnaire.
 Multiple Choice Questions [MCQ] On Job analysis and Job design

72. Specification of the content of a job, the material and equipment required doing the job,
and the relation of the job to other jobs is:
a. job description. [b]
b. job design.
c. job ranking.
d. job specialization.

73. The horizontal expansion of a job by adding similar level responsibilities is known as:

a. job enrichment. [a]

b. job rotation.
c. vertical loading.
d. job enlargement

74. Job enrichment builds motivating factors into the job content by:

a. opening feedback channels, combining and rotating tasks. [b]

b. establishing client relationships, creating natural work units, and performing precisely
defined and repetitive tasks.
c. combining tasks, creating natural work units, and expanding jobs vertically.
d. giving employees opportunity to work as external consultants.

75. Job specialization, job enlargement, and job rotation are all methods of:

a. job enrichment. [d]

b. job description.
c. job analysis.
d. job design.

76. Socio-technical enrichment aims to:

a. change the technology of existing operations and systems. [d]

b. improve the environment to allow increased social interaction among employees.
c. design production processes that are viewed as more acceptable by society.
d. integrate people with technology

77. Autonomous work teams are a form of:

a. quality circle. [b]

b. job enrichment.
c. workforce flexibility.
d. task diversification.
 Multiple Choice Questions [MCQ] On Job analysis and Job design

78. Hackman and Oldham identified five core job characteristics that are especially important
for job design. Which of the following is NOT included in their list of core characteristics?

a. Task significance [c]

b. Skills variety
c. Task specialisation
d. Feedback
79. An example of comprehensive job enrichment which combines both horizontal and
vertical loading to stimulate employee motivation and satisfaction is:

a. the Job Characteristics Model. [a]

b. Socio-technical enrichment.
c. autonomous work teams.
d. the Volvo model.

80. In the JCM model, the extent to which the job provides the employee freedom to plan,
schedule and decide about work procedures is referred to as:

a. task significance. [d]

b. skills variety.
c. task specialization.
d. autonomy.

81. Quality of work life programs incorporate principles of job enrichment and socio-
technical enrichment in a comprehensive effort to improve the quality of the work
environment. They aim to:

a. integrate employee needs and wellbeing with the organisation's desire for higher
productivity. [a]
b. increase productivity at the lowest possible cost to the organisation's budget.
c. provide an environment where employees like coming to work and mixing socially.
d. develop a culture which attracts and retains high calibre staff.

82. The major criteria for improving quality of work life (QWL) include:

a. above average remuneration, autonomy, social relevance. [b]

b. adequate remuneration, safe and healthy environment, social integration.
c. growth and security, task identity, feedback systems.
d. above average remuneration, variety of work, growth and security.

83. A system that allows employees to choose their own starting and finishing times within a
broad range of available hours:

a. flexitime. [a]
 Multiple Choice Questions [MCQ] On Job analysis and Job design

b. job sharing.
c. quality of work life.
d. total life space.

84. The study of the relationship between a worker's physical characteristics and their work
environment:

a. occupational health and safety. [b]

b. ergonomics.
c. critical work space.
d. work place integration.

85. The extent to which the job permits the employee to obtain clear and direct knowledge
about how well they are doing:

a. autonomy. [d]
b. performance review.
c. audit.
d. feedback.

86. Organizations that change their existing strategies, or develop new business strategies
need to:

a. reassess their structures. [a]

b. retain their existing structures.
c. undertake a job evaluation.
d. introduce competency profiling

87. Which of the following is NOT an occasion when job analysis is generally undertaken?

a. When an employee is not performing their role adequately [a]

b. When a new job is created in the organization
c. When a job is changed significantly as a result of new methods, new procedures, or new
technology d. When the organisation commences and the job analysis program is started

88. Traditional job descriptions have been criticized for being:

a. inaccurate and inflexible documents. [c]

b. out of date employee wish lists.
c. straitjackets, suitable only for repetitive work.
d. vague performance guidelines.
 Multiple Choice Questions [MCQ] On Job analysis and Job design

89. Traditional job descriptions are not seen as appropriate for jobs that are:

a. project-based. [b]
b. routine and repetitive.
c. varied and autonomous.
d. casual positions only. General Feedback:

90. The purpose of the job analysis, the types of information to be collected, the sources of
information, and the way in which the data are to be analysed and reported determines:

a. who gathers the information for the study. [b]

b. the most appropriate data collection method.
c. the importance of accuracy in the data collected.
d. how the process is received by employees

91. When using a questionnaire to gather data for a job analysis which of the following
should be avoided?

a. Using a short questionnaire to save time and expense [d]

b. Explaining how the questionnaire results are to be used
c. Using simple, easy to understand language
d. Using a long questionnaire to gather as much detail as possible

92. Competency profiling has been criticized for:

a. only dealing with employee attitudes. [c]

b. promoting a mismatch between organization needs and employee skills.
c. emphasizing technical competencies.
d. not addressing the real issues facing employee performance.

93. Despite some criticisms of competency profiling, its proponents argue that by identifying
specific occupational requirements that facilitate the achievement of the organisation's
strategic objectives it:

a. creates a standard that allows comparisons to be made between departments. [b]

b. fosters competitiveness and a more strategic approach to HRM.
c. allows the organization to conduct job analysis more effectively.
d. prevents competitors from luring away highly valued employees.

94. Job analysis helps to establish organizational adherence to EEO requirements by:

a. providing hard evidence of job relatedness. [a]

b. allowing an organization to give preference to a particular group of employees.
 Multiple Choice Questions [MCQ] On Job analysis and Job design

c. identifying clear lines of promotion and career development that are communicated to all
employees.
d. ensuring that job descriptions and job specifications are detailed.

95. A problem with job analysis might be that:

a. multiple methods of job analysis are used in the organization. [c]

b. there is a lack of trade union support for the job analysis.
c. employees are not made aware of the importance of job analysis.
d. multiple sources are used for collecting job information.

96. One of the criticisms of job analysis is that older and less-educated workers typically:

a. describe their work as less important and less complex. [a]

b. describe their work as more important and more complex.
c. overstate their decision making responsibilities.
d. understate their decision making responsibilities.

97. A well-designed job promotes the achievement of the organisation's strategic business
objectives by restructuring work so that:

a. there is less need to conduct regular job analysis exercises using consultants. [c]
b. significant and transparent budget savings can be achieved across the organisation.
c. it integrates management's needs for efficiency and employee needs for satisfaction
d. human resource managers can have more effective job appraisal systems.
98. Problems with job specialisation might be:

a. no sense of identifiable end product, and training costs are increased. [d]
b. vertical loading, and no recognised employee involvement.
c. higher absenteeism, increased turnover, and increased skill variety.
d. repetition, mechanical pacing, and little social interaction.

99. Job enlargement is often resisted because:

a. flexibility is limited. [d]

b. it requires further job specialisation.
c. it requires additional employees to implement effectively.
d. it justs adds more routine, boring tasks to the job.

100. Job enrichment can lead to:

a. increased specialisation. [c]
b. improvements in job performance and job satisfaction.
c. less flexibility.
d. limited opportunities for social interaction among employees.
 Multiple Choice Questions [MCQ] On Job analysis and Job design