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13 Cards in this Set
- Front
- Back
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Major purpose of the Management Position Description Questionnaire (MPDQ) |
Describe the content, responsibilities, demands, and activities of managerial and executive positions |
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The Management Position Description Questionnaire (MPDQ) was the first job analysis method to... |
... be developed with software that displays customized information readily for use in evaluation and performance appraisal. |
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Who is responsible for completing the MPDQ? |
Job incumbents |
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5 Pros of the MPDQ |
Low cost of administration
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Structure of the MPDQ |
> 250 items 2.5 hours to complete 15 sections containing items rated 0-4 0 = not part of the position 4 = crucial significance to the position) |
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What type of job analysis is the MPDQ? (a) Worker-oriented? (b) Work-oriented? (c) Hybrid? (d) Specialized? |
(d) Specialized (toward specific types of jobs, i.e., managerial) |
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Cons of competency modeling |
(a) There is no consensus about how "competency modeling" is defined (b) There is no clear, empirical definition of "competencies" (c) There is no consensus about methods that ought to be use to analyze competencies (d) Many organizations have proprietary "dictionaries" of competencies used for their own agenda |
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Competency modeling is important to understand primarily because ... |
It is highly popular among corporations. Almost 80% of surveyed companies currently use some kind of competency-related application. |
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Job Analysis in relation to Competency Modeling |
Job analysis is (a) more task-oriented, (b) descriptive, not prescriptive, (c) more individually-oriented, and (d) more established empirically, legally, etc.
Competency modeling is (a) more oriented toward general qualities (e.g., KSAOs), (b) more prescriptive (e.g., future-oriented), (c) more organizationally-oriented, and (d) less established empirically, legally, etc. |
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Pros of competency modeling over job analysis |
(a) It is more marketable and clear in its connection to business goals and strategy. (b) More applicable across jobs and to entire organizations (c) Can more readily be applied to quickly changing jobs or organizations, while job analyses have to be re-performed.
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Which of the following is true?
Team KSAs are oriented toward... (a) individual-level KSAs as they relate to contributing to team performance, or (b) team-level KSAs necessary for teams to perform as a whole |
(a) individual-level KSAs as they relate to contributing to team performance |
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Structure of the Teamwork-KSA Test |
(a) It is situational (i.e., items consist of selecting from options in hypothetical situations) (b) Oriented towards traits that are susceptible to influence (i.e., training/development) rather than dispositions |
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2 major blocks/factors of team KSAs |
1. Interpersonal (conflict resolution, collaborative problem-solving, communication)
2. Self-management (goal setting and performance management, planning and task coordination) |
