True / False Questions

1. The sample size used in job analysis is not relevant to legal defensibility. 

2. Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system. 

3. If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis. 

4. Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants. 

5. Employment regulations give several specific techniques for using job analysis to identify essential job functions. 

6. The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance. 

7. The ADA requires the performance of a job analysis to identify the essential functions of a job. 

8. The greater the task interdependence in a team, the greater the importance of KSAOs pertaining to interpersonal qualities and team self-management qualities. 

9. Job specific KSAOs become largely irrelevant in team-based work.