Question 1

When looking at KSAOs, what does the "K" represent?
A) one's level of competency on a specific task
B) a job-related characteristic, such as personality
C) information resources of a procedural nature, promoting successful job performance
D) a general, enduring capability or capacity to do or learn something

Accepted Answer

The "K" in KSAOs stands for "Knowledge," which refers to the information resources of a procedural nature that promote successful job performance.

Question 2

What is one of the key strengths of the Fleishman job analysis survey?
A) it focuses on key job tasks that workers perform on the job
B) it provides detailed information on the abilities required for the job
C) it provides detailed information on the knowledge required for the job
D) it outlines the required skills and other attributes pertinent to the job

Accepted Answer

The Fleishman job analysis survey is known for providing detailed information on the abilities required for the job, focusing on the human attributes necessary to perform job tasks.

Question 3

According to Dave Bartram's (2005) meta-analysis of competencies, how can worker competencies be classified?
A) as eight "great" competencies, and 112 sub-competencies
B) as one overall generic competency, with eight subscales
C) as 29 specific job competencies
D) as more than 150 specialized, work-related competencies

Accepted Answer

Dave Bartram's (2005) meta-analysis classified worker competencies into eight "great" competencies and 112 sub-competencies.

Question 4

Which of the following is referred to as a job analysis process in which subject matter experts identify examples of effective and ineffective work behaviours which are then sorted into performance dimensions?
A) functional job analysis
B) critical incident technique
C) Fleishman job analysis survey
D) position analysis questionnaire

Accepted Answer

The critical incident technique is a job analysis process in which subject matter experts identify examples of effective and ineffective work behaviours which are then sorted into performance dimensions.

Question 5

Compared to skills, what are abilities?
A) one's level of competency with a specific task
B) job-related characteristics, such as personality
C) general, enduring capabilities or capacities to do or learn something.
D) information resources of a procedural nature, promoting successful job performance

Accepted Answer

Abilities refer to general, enduring capabilities or capacities to do or learn something, which are more innate and less specific than skills. Skills are often developed through training and experience, while abilities are more inherent.

Question 6

Caroline has applied for a job at StoreCo (a large retail chain).According to Section 8 of the Canadian Human Rights Act, StoreCo may legally decline to hire Caroline on the basis of which of the following reasons?
A) her age (she is 47)
B) the fact that she is pregnant
C) her criminal conviction when she was 22 years old
D) her family status (she has 2 young children)

Accepted Answer

Under the Canadian Human Rights Act, discrimination based on age, pregnancy, and family status is prohibited. However, a criminal conviction may be a valid reason for not hiring if it is relevant to the job.

Question 7

Which of the following defines a systematic process for gathering, documenting, and analyzing data about the work required for a job?
A) KSAO
B) job description
C) competency
D) job analysis

Accepted Answer

Job analysis is the systematic process of gathering, documenting, and analyzing information about the work required for a job.

Question 8

Which of the following is a disadvantage of the PAQ?
A) the required reading comprehension is high
B) it provides only qualitative data
C) it has limited application to different jobs
D) it doesn't have any normative sample with which to compare results

Accepted Answer

The Position Analysis Questionnaire (PAQ) requires a high level of reading comprehension, which can be a disadvantage for some respondents.

Question 9

Why is the Meiorin case important to I/O psychology?
A) It provides an example of how gender differences are irrelevant in a real-world application.
B) It highlights the importance of integrating lab studies into real-world settings.
C) It demonstrates the importance of physical abilities (in terms of aerobic capacity) to various occupations.
D) It illustrates the need to conduct a proper and valid job analysis before setting the job standards.

Accepted Answer

The Meiorin case is important because it underscores the necessity of conducting a valid job analysis to ensure that job standards are fair and non-discriminatory, particularly in relation to gender.

Question 10

A disadvantage of the PAQ is that it has limited application to different jobs.

Accepted Answer

The Position Analysis Questionnaire (PAQ) is a standardized job analysis tool that may not capture the unique aspects of all jobs, particularly those that are highly specialized or non-traditional.

Question 11

What type of information is contained on the electronic database O*NET?
A) worker, job, and workforce characteristics only
B) worker characteristics only (i.e., KSAOs)
C) worker requirements and interview questions only
D) workforce characteristics only (i.e., labour market information)

Accepted Answer

O*NET contains comprehensive information on worker characteristics, job characteristics, and workforce characteristics, including KSAOs (Knowledge, Skills, Abilities, and Other characteristics), job requirements, and labor market information.

Question 12

A competency dictionary includes the following .
A) the proficiency level of the competency required in the functional unit.
B) the proficiency ratings of a specific employee
C) the expected knowledge at specific levels of a competency
D) the core, functional, and job-specific competencies throughout an organization

Accepted Answer

The answer of A competency dictionary includes the following .
A)...

Question 13

Which one of the following best defines core competencies?
A) the key components of a job or position
B) traits and skills that are discretionary
C) characteristics shared by specific groups in an organization
D) characteristics required for all members of an organization

Accepted Answer

Core competencies are the essential characteristics, skills, and abilities that are required for all members of an organization to effectively perform their roles and contribute to the organization's success.

Question 14

Job analysis is important because the changing nature of jobs require up-to-date job information.

Accepted Answer

Job analysis provides current and accurate information about job requirements and responsibilities, which is essential for adapting to changes in job roles and ensuring effective workforce management.

Question 15

How are task inventories best defined?
A) Methods that identify employee requirements through an analysis of the overall workplace.
B) Work-oriented surveys that define jobs in terms of their component activities or tasks.
C) Worker-based analyses that identify the KSAOs, independent of the actual job.
D) Job analysis techniques that focus on general worker requirements (e.g., sensory, cognitive, and physical activities.)

Accepted Answer

The answer of How are task inventories best defined?
A) Methods...

Question 16

Which of the following is a computer-administered job analysis questionnaire that defines KSAOs required for effective performance, and generates employment specifications based on the highest ranking survey items?
A) functional job analysis
B) critical incident technique
C) Fleishman job analysis survey
D) work profiling system

Accepted Answer

The answer of Which of the following is a computer-administered...

Question 17

What do we call an individual who has detailed knowledge about a specific job and how it is currently performed?
A) worker-oriented analyst
B) O*NET expert
C) subject matter expert
D) educator/trainer

Accepted Answer

A subject matter expert (SME) is an individual with detailed knowledge about a specific job and how it is currently performed.

Question 18

What do "KSAOs" represent?
A) the specific job and task requirements
B) the worker characteristics necessary for a job
C) the occupational requirements of a specific job
D) the generic tasks necessary for all jobs

Accepted Answer

KSAOs stand for Knowledge, Skills, Abilities, and Other characteristics, which are the worker characteristics necessary for a job.

Question 19

Acme Inc.requires that all of its forklift operators have 20-20 vision (either uncorrected or corrected) and a valid driver's license.Although these requirements discriminate against individuals with visual disabilities, they are deemed as appropriate to ensure the safety of workers and the public.What are these requirements known as?
A) BFORs
B) KSAOs
C) task requirements
D) general competencies

Accepted Answer

These requirements are known as Bona Fide Occupational Requirements (BFORs), which are necessary for the safe and efficient performance of a job and can justify discrimination if they are essential to the job.

Question 20

Task inventories are best defined as work-oriented surveys that break down jobs into their component activities or tasks.

Accepted Answer

Task inventories are detailed lists that describe the specific tasks or activities involved in a job, focusing on the work itself rather than the skills or attributes of the worker.

Quiz 3: Job Analysis and Competency Models

When looking at KSAOs, what does the "K" represent?

What is one of the key strengths of the Fleishman job analysis survey?

According to Dave Bartram's (2005) meta-analysis of competencies, how can worker competencies be classified?

Which of the following is referred to as a job analysis process in which subject matter experts identify examples of effective and ineffective work behaviours which are then sorted into performance dimensions?

Compared to skills, what are abilities?

Caroline has applied for a job at StoreCo (a large retail chain) .According to Section 8 of the Canadian Human Rights Act, StoreCo may legally decline to hire Caroline on the basis of which of the following reasons?

Which of the following defines a systematic process for gathering, documenting, and analyzing data about the work required for a job?

Which of the following is a disadvantage of the PAQ?

Why is the Meiorin case important to I/O psychology?

A disadvantage of the PAQ is that it has limited application to different jobs.

What type of information is contained on the electronic database O*NET?

A competency dictionary includes the following .

Which one of the following best defines core competencies?

Job analysis is important because the changing nature of jobs require up-to-date job information.

How are task inventories best defined?

Which of the following is a computer-administered job analysis questionnaire that defines KSAOs required for effective performance, and generates employment specifications based on the highest ranking survey items?

What do we call an individual who has detailed knowledge about a specific job and how it is currently performed?

What do "KSAOs" represent?

Task inventories are best defined as work-oriented surveys that break down jobs into their component activities or tasks.