Write the answers of the question given below related to the topic "Job Analysis for Teams"
True false/ Questions
94. A work team is an interdependent collection of employees who share responsibility for achieving a specific goal.
95. Teams are seldom designed to absorb management functions that allow for self-management because they inherently produce excess groupthink.
96. The greater the task interdependence in a team, the greater the importance of KSAOs pertaining to interpersonal qualities and team self-management qualities.
97. Job specific KSAOs become largely irrelevant in team-based work.
Multiple Choice Questions
98. An interdependent collection of employees who share responsibility for achieving a specific goal is called a _____.
A. project unit
B. department
C. work team
D. goal circle
99. Which of the following are unique properties of teams, from a staffing point of view?
A. Competencies are not generally useful for selection in teams because of the division of responsibility in teams
B. KSAOs for teams involve job-spanning skills because members perform multiple roles
C. Most research shows intelligence is unrelated to team success
D. Both A and C
Legal issues
true false/ Questions
100. The sample size used in job analysis is not relevant to legal defensibility.
101. Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system.
102. If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis.
103. 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.
104. Employment regulations give several specific techniques for using job analysis to identify essential job functions.
105. The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.
106. The ADA requires the performance of a job analysis to identify the essential functions of a job.
Multiple Choice Questions
107. Which of the following could harm an organization's legal defense in an EEO/AA case?
A. Written job descriptions
B. Large sample sizes employed in job analysis
C. Emphasis mostly on primary tasks
D. Emphasis mostly on secondary tasks
108. In defining essential job functions for the purposes of complying with ADA regulations, which of the following does not convey the meaning "essential?"
A. Compensation for the function is above average
B. Position exists to perform the function
C. Incumbent expertise required to perform the function
D. There are limited numbers of employees among whom performance of the function can be distributed
109. When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC?
A. Focusing on the way the work is usually done
B. Focusing on the results of a function
C. Focusing on the average qualifications of job holders
D. Focusing on managerial assessments of skill relevance