Be sure to put your chosen answer the space provided. You also need to justify your answer in the box provided by restating definitions or providing evidence of the answer. Each question is worth 1 point. for the correct answer and for the justification.

20._____ When determining how to compensate expatriates, an advantage of the going-rate approach is that

A) the expatriate is kept whole during the assignment because his pay is similar to the pay that would have been received for working the same job in their home county

B) locals perceive the pay as fair because the expatriate is paid at a rate that is similar to the pay received by local employees of that company who have similar position, performance and experience.

C) it is an effective means to reduce costs because you are offering the expatriate the ability to choose from a variety of benefit options that are appropriate to the location of the expatriate assignment.

D) although it is a high cost approach, the ability of the expatriate to save on housing and social expenses while on assignment makes expatriate assignments in countries with low pay levels more attractive.

E) with the increase in dual income families, this options provides an incentive for both the employee of the company and their spouse to accept an expatriate assignment

21.______ The observation method of work analysis:

A) Is helpful when you need to collect information on the mental tasks performed on a job

B) Is the preferred method to collect information for complex senior level jobs

C) Allows for the collection of information related to infrequently performed tasks

D) Uses the job compatibility index to set the baseline for the tasks and behaviors to monitor

E) Enables the analyst to gain a deeper understanding of the job and is useful when used in combination with other methods

22.______ The questionnaire method for obtaining work analysis information:

A) Can be less expensive and quicker to use.

B) Is the best technique for collecting performance appraisal information.

C) Is good for collecting information on infrequently performed activities.

D) Provides a deeper understanding of job duties than relying on incumbents descriptions.

E) Is time-consuming and therefore typically regarded as the most expensive method.

23. ______You are a management consultant who has recently been hired by a large utility company to redesign their compensation system. Which of the following job analysis methods would be best suited for this purpose?

A) JDS: because it is very well researched as a method

B) PAQ: because it presents job evaluation information

C) CIT because the incidents observed will help define performance for future employees

D) JCQ because it is the only method to provide information related to job compatability

E) PAQ: because it provides an analysis of skills and related selection tests

24.______ The _____ was designed as a work analysis method to be used primarily in the development

of personnel selection instruments.

A) Critical Incident Technique (CIT)

B) Job Diagnostic Survey (JDS)

C) Job Compatibility Questionnaire (JCQ)

D) Position Analysis Questionnaire (PAQ)

E) Management Position Description Questionnaire (MPDQ)

25.______ _____ is used to describe how well individuals perform their jobs.

A) Performance appraisal

B) Traits analysis

C) Job context

D) Work analysis

E) Observation

26.______ Which of the following is a basic principle of work analysis?

A) The analysis should be limited to observation and a review of work samples

B) The resultant documents should include every skill a manager would like employees to demonstrate

C) The analysis needs to focus on the job, not the person doing the job

D) The analysis should focus on data that is unique and difficult to verify through the use of multiple sources

E) The analysis should focus on the person currently in the job, not the job

27._______ Effective teams and flexible, cross-functional work is increasingly important to the success of organizations. This is causing companies in the U.S. to

A) Abandon work analysis altogether and let employees direct their own work on a day-to-day basis.

B) Have dual job descriptions, one that is a valid representation of the work, and the other that is used if the company is sued.

C) Become entrenched and create job descriptions that are even more detailed and specific in terms of skills and tasks for a particular job.

D) Complete work analysis and consider aggregating the information at the unit or functional level

E) Utilize the data derived from work analysis to develop a compensation system, however, the data is not used to communicate to employees.

28.______ Competency models focus on:

A) a systematic process of gathering information about work.

B) defining a job in terms of its content and scope.

C) the KASOCs needed to carry out the job tasks and duties.

D) narratives of good and poor work behavior.

E) how objectives are accomplished rather than what is accomplished.

29._______ Competency modeling has proven to be most useful for providing

A) valid indisputable evidence of job-relatedness in disparate impact cases

B) data to be used in the creation of performance appraisal forms

C) a means to document the physical requirements necessary for a job

D) data and support of outcomes associated with classifications of job

E) information that is useful for the creation of customer service surveys