WIXLIB

Industrial Organizational Psychology An Applied Approach 8th Edition Aamodt Test BankFull Download: ion-aamodMultiple Choice1. The gathering, analyzing, and structuring of information about a job’s components, characteristics, and requirements isa process called:a. task analysisb. job analysisc. surveyingd. job descriptionANSWER: b2. Job analysis can serve as a foundation for:a. selecting employeesb. training employeesc. evaluating employees' performanced. all of these and moreANSWER: d3. The is the process of determining the work activities and requirements, and the is the written result.a. job analysis / job descriptionb. job description / job analysisc. job evaluation / job descriptiond. job analysis / job evaluationANSWER: a4. Promoting people until they reach their highest level of incompetence is called:a. the Anderson Analogb. the Peter Principlec. personpower planningd. none of theseANSWER: b5. Shahidi Industries has a policy of promoting employees who perform well. Unfortunately, many of the peoplepromoted do not become effective supervisors. Currently there is a crisis because most of the supervisors are getting poorperformance reviews. Shahidi Industries seems to be a good example of:a. the Anderson Analogb. the Peter Principlec. personpower planningd. none of the aboveANSWER: b6. Even though the are not law, courts have granted them "great deference."a. Amendmentsb. APA Principlesc. Uniform Guidelinesd. Standards and Practice GuidelinesANSWER: c7. Which of the following practical uses of job analysis may discover lapses in organizationalCengage Learning Testing, Powered by CogneroThis sample only, Download all chapters at: alibabadownload.comPage 1

communication?a. Trainingb. Personpower planningc. Organizational analysisd. Performance appraisalANSWER: c8. was the first real court case that addressed the issue of job relatedness.a. McDonnel Douglas v. Greenb. Connecticut v. Tealc. Pan American Airlines v. Diazd. Griggs v. Duke PowerANSWER: d9. Which of the following is not true of job titles?a. Titles should describe the nature of a jobb. Job titles can affect perceptions of job statusc. Titles provide workers with identityd. All three of these statements are trueANSWER: d10. Which of the following sections in a thorough job description can be used in help wanted advertisements, internal jobposting, and company brochures?a. Job titleb. Brief summaryc. Work activitiesd. Work contextANSWER: b11. Which of the following is another name for a job competency?a. Work contextb. Job factorsc. Training requirementsd. KSAOsANSWER: d12. Knowledge, skill, ability, and personality are types of:a. competenciesb. job factorsc. job functionsd. compensable factorsANSWER: a13. Which of the following sections in a thorough job description contains what is commonly called job specifications?a. Brief summaryb. Performance standardsc. Work activitiesCengage Learning Testing, Powered by CogneroPage 2

d. CompetenciesANSWER: d14. According to the author, the section of a job description which contains the knowledge, skills, abilities, and othercharacteristics necessary to be successful on the job is labeled ; the section containing a list of tasks and activitiesin which the worker is involved is labeled .a. job competencies/ work contextb. job competencies / work activitiesc. work context / work activitiesd. performance standards / work activitiesANSWER: b15. A job analysis is typically conducted by:a. job incumbentsb. supervisorsc. outside consultantsd. the human resource departmentANSWER: d16. If you have a small number of incumbents in a job (6 people), how many should you interview as part of your jobanalysis?a. all 6b. 2c. 4d. 1ANSWER: a17. Informal changes that employees make in their jobs is called:a. job craftingb. spontaneous revisionc. position alterationsd. job reconstructionANSWER: a18. Which of the following is the most common method of conducting a job analysis?a. Observationb. Task analysisc. Interviewd. Job participationANSWER: c19. Job analysis interviews are conducted to determine:a. who should conduct the job analysisb. who should participate in the job analysisc. information about the job itselfd. if a job analysis is even necessaryANSWER: cCengage Learning Testing, Powered by CogneroPage 3

20. During the job analysis interview, the questions asked should be:a. open endedb. multiple choicec. true-falsed. highly structuredANSWER: a21. An excellent group job-analysis interview technique is the:a. task analysisb. Ammerman techniquec. brain stormingd. Position Analysis QuestionnaireANSWER: b22. Josh conducted a job analysis by convening a panel of experts and having the panel identify the objectives andstandards that are to be met by the ideal incumbent. What method of job analysis is Josh using?a. PAQb. AETc. Nagy-Reilly Approachd. Ammerman TechniqueANSWER: d23. A specialized job analysis interview that uses groups and focuses on objectives is:a. critical incidentsb. PAQc. the Ammerman techniqued. task analysisANSWER: c24. A problem with the observation method of job analysis is that it is often:a. illegalb. unreliablec. unethicald. obtrusiveANSWER: d25. In the task statement, “Types correspondence to be sent to vendors,” is the action and is the object.a. correspondence / typesb. correspondence / vendorsc. types / correspondenced. vendors / typesANSWER: c26. Creating a list of tasks that are thought to be involved with a job, and having job incumbents rate the tasks on scalessuch as frequency of occurrence and importance, best defines which job analysis method?a. Task analysisb. Critical incident techniqueCengage Learning Testing, Powered by CogneroPage 4

c. Job-element approachd. Ammerman techniqueANSWER: a27. Once task statements have been written, the next step is to:a. select tests to tap KSAOsb. determine essential KSAOsc. interview incumbentsd. rate the task statementsANSWER: d28. A task statement rated on frequency and on importance would be left out of the job description.a. low / lowb. high / highc. high / lowd. low / highANSWER: a29. is a structured job analysis method containing 194 items and is difficult to read.a. The critical incidents techniqueb. The PAQc. The Ammerman techniqued. Task analysisANSWER: b30. A revised version of the Position Analysis Questionnaire which is used by a job analyst rather than a job incumbent isthe:a. Job Structure Profileb. Job Element Inventoryc. Job Components Inventoryd. AETANSWER: a31. Andre is completing a questionnaire containing over 400 items covering five major categories:tools and equipment, perceptual and physical requirements, mathematical requirements,communication requirements, and decision making and responsibility. Andre is using the:a. Job Components Inventoryb. Position Analysis Questionnairec. Critical Incident Techniqued. Threshold Traits AnalysisANSWER: a32. The is an excellent job analysis method for information about tools and equipment.a. JCIb. PAQc. F-JASd. AETCengage Learning Testing, Powered by CogneroPage 5

ANSWER: a33. Which of the following job analysis techniques is NOT a good source of informationabout competencies?a. CITb. F-JASc. AETd. TTAANSWER: c34. The is an excellent job analysis method for information about the work environment.a. JCIb. PAQc. F-JASd. AETANSWER: d35. is an example of an ergonomic centered job analysis method.a. The AETb. Task analysisc. The PAQd. The Ammerman techniqueANSWER: a36. The is the job analysis method created by the federal government to replace the Dictionary of OccupationalTitles (DOT).a. FJAb. PAQc. AETd. O*NETANSWER: d37. Generating examples of good and bad performance, and categorizing these examples based on their similarities anddifferences with other examples, best defines which job analysis method?a. Task analysisb. Critical incident techniquec. Job-element approachd. Ammerman techniqueANSWER: b38. The is an excellent job analysis method for obtaining the physical abilities needed to perform a job.a. JCIb. PAQc. F-JASd. AETANSWER: cCengage Learning Testing, Powered by CogneroPage 6

39. The best method(s) to use in analyzing a job appears to be:a. the Position Analysis Questionnaireb. interviews, observations, and job participationc. The Critical Incident Techniqued. dependent on how the information will be usedANSWER: d40. Determining the worth of a job defines:a. functional job analysisb. job evaluationc. comparable worthd. salary surveyingANSWER: b41. is the process of determining a job's worth.a. Comparable worthb. Job analysisc. Job evaluationd. Performance appraisalANSWER: c42. In job evaluation, compensable factors would be associated with determining , whereas salary surveys would beassociated with determining .a. internal equity / external equityb. external equity / internal equityc. internal equity/ wage trend linesd. external equity/wage trend linesANSWER: a43. The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs. These are calledfactors.a. job relatedb. compensable jobc. taskd. structuralANSWER: b44. Level of responsibility, mental demands, and education requirements would be potential factors.a. job relatedb. compensable jobc. taskd. structuralANSWER: b45. To construct a wage trend line, I would use:a. regressionb. a ruler and graph paperCengage Learning Testing, Powered by CogneroPage 7

c. nomological statisticsd. the span of discretionANSWER: a46. After conducting a salary equity evaluation we find that Bob is underpaid by 2,000 and Bill is overpaid by 2,000.We would probably:a. give Bob a raise and lower Bill's salaryb. not do anythingc. redo the job evaluationd. give Bob a raise and leave Bill's salary aloneANSWER: d47. Salary surveys help establish:a. external equityb. legalityc. BFOQ'sd. internal equityANSWER: a48. If an organization's compensation plan is competitive with other similar organizations', they are said to have:a. internal equityb. external equityc. meritd. comparable worthANSWER: b49. Salary surveys are used to determine:a. internal equityb. external equityc. meritd. comparable worthANSWER: b50. When an organization determines where it wants to be when compared with the compensation policies of otherorganizations, they are determining their:a. external equityb. rank orderc. market positiond. compensation structureANSWER: c51. A job evaluation concerns the worth of the , not the worth of the .a. job / personb. person / jobc. performance / productd. product / performanceANSWER: aCengage Learning Testing, Powered by CogneroPage 8

52. The job evaluation process determines the amount of money that a job is worth; this amount is calledcompensation.a. financialb. monetaryc. directd. indirectANSWER: c53. According to national statistics, the average salary for women in the U.S. is approximately of the average salaryfor men.a. 57%b. 98%c. 50%d. 82%ANSWER: d54. Differences in average salaries between men and women is the result of:a. discriminationb. vocational choicec. educational opportunitiesd. all of the above contribute to the differenceANSWER: d55. The statistical method most commonly used in a salary equity study is:a. analysis of varianceb. chi-squarec. regressiond. nominal analysisANSWER: cObjective Short Answer56. What information should be in a well-written job description?ANSWER: Job title Work activities Tools and equipment used Work context and environment Performance standards Competencies (KSAOs)57. What groups/people are most likely to conduct a job analysis?ANSWER: employees supervisors internal committees outside consultantsCengage Learning Testing, Powered by CogneroPage 9