HFT2220 UCF Exam 1 QUESTIONS WITH COMPLETE SOLUTION GUIDE (A
GRADED VERIFIED) LATEST VERSION 2025!!
Study online at https://quizlet.com/_i5c08t
1. job rotation: Moving a person from one job to the next
2. job enlargement: Broadening the scope of work
3. job enrichment: Adding responsibility for planning, organizing, controlling and evaluating the job
4. skill variety: The extent to which a job requires someone to perform multiple activities
5. task identity: The extent to which a worker gets to perform a 'whole' unit of work from start to finish
6. task significance: impact the job has on other people
7. autonomy: Extent of individual freedom and discretion
8. Feedback: Amount of information the employee receives about their performance
9. The end result of a job analysis: Job description
10. identification: This part states basic information such as the job title, whom this person reports to, what
department is he or she is, and whether there is any particular category of employment according to the law
11. general statement: This statement is a few sentences that give the person a general notion of what this
position is all about.
12. Essential functions and duties: In this part, the job analyst writes in more detail what are the tasks
to be performed by this position. This part may be broken down into several (i.e. administrative tasks, communication,
sales, technical, etc).
13. job specification: This relates to the SKA's; that is the Skills, Knowledge and abilities required to perform
this job. This part is not about the tasks of the job, but rather the necessary competencies to perform such a tasks.
Specific education, training, and experience might fall into this category.
14. SKA: Skills, Knowledge, Abilities
15. The process of organizing tasks, duties, and responsibilities into a productive
unit of work is the definition of:: Job Design
16. "The extent to which a worker gets to perform a 'whole' unit of work from
start to finish", this is the definition of:: Task Identity
17. All of the following are acceptable means of conducting Job Analysis, except:-
: Questionnaire, Survey, Interviews, Logs, Diaries
18. This part of the job description outlines the qualifications necessary in a job
incumbent (i.e. job incumbent = the person who does the job):: Job specifications
19. This section of the job description includes the job title, department in which
the person works, reporting relationships, and job category.: Identification
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, HFT2220 UCF Exam 1 QUESTIONS WITH COMPLETE SOLUTION GUIDE (A
GRADED VERIFIED) LATEST VERSION 2025!!
Study online at https://quizlet.com/_i5c08t
20. This section of the job description includes details on the daily duties and
responsibilities of a position.: Essential Functions and duties
21. Importance of Job Analysis: Recruitment, compliance, training, compensation, organizational design
22. Federal Law: These are laws passed by the U.S. Congress. They apply in all U.S. states and territories
23. State law: These laws are passed by a state legislature. They apply specifically to the states
24. Local/City/County Regulation: These are approved by local government and apply only to a specific
municipality.
25. Preemption: This concept refers to the fact that Federal law will supersede state law. Furthermore, if a State
legislature enacts a law in their state that is contradictory to the Federal law: the Federal law will prevail. State and loca
governments, can (and often do) secure additional benefits for their workers.
26. This law applies to private employers with 15 or more employees. It also
applies to state and local governments and educational institutions.: EEO - Equal
Employment Opportunity
27. Most cases concerning employment law fall under the preview of what kind
of law?: Civil Law
28. Discrimination against Race: Illegal - EEO
29. Discrimination against Ethnicity: Illegal - EEO
30. Discrimination against Veteran status: Illegal - State law
31. Discrimination against Marital status: Illegal - State Law
32. Discrimination against National Origin: Illegal - EEO
33. Discrimination against Pregnancy: Illegal - PDA (Pregnancy Discrimination Act)
34. Discrimination against Family medical history: Illegal - GINA (Genetic Information Nondis-
crimination Act)
35. Discrimination against Sex: Illegal - EEO
36. Discrimination against Sexual orientation: Illegal - EEO (2020)
37. Discrimination against Disability: Illegal - ADA (Americans w Disabilities Act)
38. Discrimination against Age: Illegal - ADEA (Age discrimination in employment act)
39. Discrimination against Religion: Illegal - EEO
40. Equal Pay Act (1963): Employees must be paid similar rates for similar work regardless of their gender.
41. Sexual Harassment - Hostile Environment: Individuals cannot be subjected to a hostile work
environment
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GRADED VERIFIED) LATEST VERSION 2025!!
Study online at https://quizlet.com/_i5c08t
1. job rotation: Moving a person from one job to the next
2. job enlargement: Broadening the scope of work
3. job enrichment: Adding responsibility for planning, organizing, controlling and evaluating the job
4. skill variety: The extent to which a job requires someone to perform multiple activities
5. task identity: The extent to which a worker gets to perform a 'whole' unit of work from start to finish
6. task significance: impact the job has on other people
7. autonomy: Extent of individual freedom and discretion
8. Feedback: Amount of information the employee receives about their performance
9. The end result of a job analysis: Job description
10. identification: This part states basic information such as the job title, whom this person reports to, what
department is he or she is, and whether there is any particular category of employment according to the law
11. general statement: This statement is a few sentences that give the person a general notion of what this
position is all about.
12. Essential functions and duties: In this part, the job analyst writes in more detail what are the tasks
to be performed by this position. This part may be broken down into several (i.e. administrative tasks, communication,
sales, technical, etc).
13. job specification: This relates to the SKA's; that is the Skills, Knowledge and abilities required to perform
this job. This part is not about the tasks of the job, but rather the necessary competencies to perform such a tasks.
Specific education, training, and experience might fall into this category.
14. SKA: Skills, Knowledge, Abilities
15. The process of organizing tasks, duties, and responsibilities into a productive
unit of work is the definition of:: Job Design
16. "The extent to which a worker gets to perform a 'whole' unit of work from
start to finish", this is the definition of:: Task Identity
17. All of the following are acceptable means of conducting Job Analysis, except:-
: Questionnaire, Survey, Interviews, Logs, Diaries
18. This part of the job description outlines the qualifications necessary in a job
incumbent (i.e. job incumbent = the person who does the job):: Job specifications
19. This section of the job description includes the job title, department in which
the person works, reporting relationships, and job category.: Identification
1/6
, HFT2220 UCF Exam 1 QUESTIONS WITH COMPLETE SOLUTION GUIDE (A
GRADED VERIFIED) LATEST VERSION 2025!!
Study online at https://quizlet.com/_i5c08t
20. This section of the job description includes details on the daily duties and
responsibilities of a position.: Essential Functions and duties
21. Importance of Job Analysis: Recruitment, compliance, training, compensation, organizational design
22. Federal Law: These are laws passed by the U.S. Congress. They apply in all U.S. states and territories
23. State law: These laws are passed by a state legislature. They apply specifically to the states
24. Local/City/County Regulation: These are approved by local government and apply only to a specific
municipality.
25. Preemption: This concept refers to the fact that Federal law will supersede state law. Furthermore, if a State
legislature enacts a law in their state that is contradictory to the Federal law: the Federal law will prevail. State and loca
governments, can (and often do) secure additional benefits for their workers.
26. This law applies to private employers with 15 or more employees. It also
applies to state and local governments and educational institutions.: EEO - Equal
Employment Opportunity
27. Most cases concerning employment law fall under the preview of what kind
of law?: Civil Law
28. Discrimination against Race: Illegal - EEO
29. Discrimination against Ethnicity: Illegal - EEO
30. Discrimination against Veteran status: Illegal - State law
31. Discrimination against Marital status: Illegal - State Law
32. Discrimination against National Origin: Illegal - EEO
33. Discrimination against Pregnancy: Illegal - PDA (Pregnancy Discrimination Act)
34. Discrimination against Family medical history: Illegal - GINA (Genetic Information Nondis-
crimination Act)
35. Discrimination against Sex: Illegal - EEO
36. Discrimination against Sexual orientation: Illegal - EEO (2020)
37. Discrimination against Disability: Illegal - ADA (Americans w Disabilities Act)
38. Discrimination against Age: Illegal - ADEA (Age discrimination in employment act)
39. Discrimination against Religion: Illegal - EEO
40. Equal Pay Act (1963): Employees must be paid similar rates for similar work regardless of their gender.
41. Sexual Harassment - Hostile Environment: Individuals cannot be subjected to a hostile work
environment
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