CHAPTER 4

1.
A job specification is

a. a statement of the tasks, duties, and responsibilities of a job to be performed.

b. a group of related activities and duties.

c. a set of different duties and responsibilities performed by one employee.

d. a statement of the knowledge, skills, and abilities required of a person to perform a job.
2.
Complete training for teams should cover each of the following skills, EXCEPT

a. leadership.

b. goal setting.

c. etiquette.

d. conflict resolution.
3.
In a fast-moving environment where job analysis must accommodate change, many organizations may adopt a , which looks at
characteristics of successful performers rather than just standard duties.

a. competency-based analysis

b. team-based analysis

c. strategic analysis of jobs

d. dynamic job analysis

4.
Based upon the work of Hackman and Oldham, which of the following is NOT one of the five core job dimensions related to psychological
states?

a. Skill variety

b. Task identity

c. Task isolation

d. Task significance
5.
A job analysis method by which behaviors that can lead to success and to failure on the job are identified is known as

a. functional job analysis.

b. the position analysis questionnaire system.

c. the critical incident method.

d. task inventory analysis.

6.
is a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives
better.

a. Dejobbing

b. Job development

c. Job crafting

d. Employee engagement

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 7.
The process of obtaining information about jobs by determining their duties, tasks, or activities is called

a. job analysis.

b. job design.

c. job search.

d. job evaluation.
8.
Why might a manager resist having his or her department restructured into an employee team?

a. The manager may be concerned about the potential for conflict.

b. The manager may not trust the employees.

c. The manager may feel threatened by the resulting reduction in power.

d. The manager may prefer clear role assignments.

9.
Which of the following is NOT a problem frequently associated with job descriptions?

a. They include illegal specifications.

b. They may be vague or poorly written.

c. They require frequent updating.

d. They tend to broaden the scope of activities of the jobholder.

10.
Identify and explain the various sections of a job description.

Job Title
The job title is the first item that's listed on a job description. It immediately gives potential applicants an idea as to whether the job
might be a good fit. A job title is significant because it concisely defines the job and briefly explains what level or position the
applicant will hold. Effective job titles reveal how much authority and responsibility the employee will have within the organization.
For example, job titles that include the terms “executive,” “manager,” “director,” “chief,” “supervisor,” etc. are typically used for
management jobs. Other job titles reflect what the person does on the job (e.g., “chef,” “accountant,” “housekeeper,” “social media
specialist,” “programmer,” “guest services coordinator,” “mechanic,” etc.). Some job titles reveal both the job level and the job
responsibilities, such as “head chef,” “lead accountant,” “electrical superintendent,” “marketing manager,” etc.

Job Identification
A job identification consists of a job title, contains administration information such as a numerical code for the job, and the
department or division that it is located to whom the jobholder reports for example work and report under HR department.
Identifying and explaining a job is the purpose of this section of the job description as well as wage information. Besides, it contains
a “Purpose” statement which distinguishes the job from other jobs in the organization. A purpose statement is important because it
helps define what the organization is all about, which is beneficial to employees. Companies may use a purpose statement for the
following reasons: Distinguish their department from another department, establish employee loyalty, Increase employee motivation
etc.

Job Duties
The Job Duties section is the foundation of the Job Description. It conveys the complexity, scope, and level of responsibility of a
job. Due to the significance of this section, it is important to accurately, concisely, and completely describe the duties and
responsibilities of a job. This section of the Job Description is comprised of three main elements: (1) Key Accountabilities. The main
areas of responsibility within a job, or “buckets of work.” A job description usually contains three to five Key Accountabilities. (2)
Duty Statements. Sentences that provide additional information about the tasks associated with the Key Accountability. (3)
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 Percentage of Time. Estimates the portion of the job that is spent on a particular Key Accountability. When the Job Duties are well
written and organized, they can accurately convey the complexity, scope, and level of responsibility of a job.

11.
What are the different types of work schedules firms are offering their employees? Give an advantage and a disadvantage to each.

12.
Explain the characteristics of synergistic teams.

13.
Discuss the three psychological states that lead to intrinsically motivated employees and the job characteristics that produce them.

14.
What is the role of job analysis in HRM, and how does it relate to other HRM functions?

15.
Compare and contrast two approaches to job analysis: (1) the position analysis questionnaire (PAQ); and (2) the critical incident technique (CIT).

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