Question 1

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of work flow.

Accepted Answer

A) True 
 B)False  False

Question 2

The motivational approach emerged as a reaction to mechanistic approaches to job design.

Accepted Answer

A) True 
 B)False  True

Question 3

All but one of the following are outcomes of jobs high in the core job characteristics of the Job Characteristics Model.Identify the exception.

Accepted Answer

A) Increased performance quality 
B) Lower job complexity 
C) Increased job satisfaction 
D) Higher internal work motivation 
A) Increased performance quality 
B) Lower job complexity 
C) Increased job satisfaction 
D) Higher internal work motivation B

Question 4

The perceptual-motor approach to job design focuses on:

Accepted Answer

A) physical capabilities and limitations. 
B) human mental capabilities and limitations. 
C) attitudinal variables. 
D) work structure. 
A) physical capabilities and limitations. 
B) human mental capabilities and limitations. 
C) attitudinal variables. 
D) work structure.

Question 5

You are an employee of Company ABC and are able to make your own changes to benefit enrolment online.This is a component of which form of E-Enabled delivery of HRM:

Accepted Answer

A) Transactional 
B) Traditional 
C) Transformational 
D) Transcendent 
A) Transactional 
B) Traditional 
C) Transformational 
D) Transcendent

Question 6

Explain the Job Characteristics Model.

Accepted Answer

Answers may vary
According to the Job Ch

Question 7

The goal of the ergonomic approach to job design is:

Accepted Answer

A) to make the work simple so that anyone can be trained quickly and easily to perform it. 
B) to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. 
C) to focus on increasing the meaningfulness of jobs. 
D) to design jobs in a way that ensures they do not exceed people's mental capabilities and limitations. 
A) to make the work simple so that anyone can be trained quickly and easily to perform it. 
B) to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. 
C) to focus on increasing the meaningfulness of jobs. 
D) to design jobs in a way that ensures they do not exceed people's mental capabilities and limitations.

Question 8

Divisional structures are most appropriate in stable,predictable environments where it is relatively easy to anticipate demands for resources and coordination requirements between jobs that are not consistent over time.

Accepted Answer

A) True 
 B)False

Question 9

The second step in human resource planning is goal setting and strategic planning.

Accepted Answer

A) True 
 B)False

Question 10

The number of grade 12 graduates,the number of applicants and the number of students who have applied for graduation can be considered examples of a university's _____________.

Accepted Answer

A) planning 
B) forecasting 
C) leading indicator 
D) lagging indicator 
A) planning 
B) forecasting 
C) leading indicator 
D) lagging indicator

Question 11

The first step in the human resources planning process is

Accepted Answer

A) Brainstorming 
B) Forecasting 
C) Researching 
D) Goal Setting 
A) Brainstorming 
B) Forecasting 
C) Researching 
D) Goal Setting

Question 12

Which of the following refers to a list of the tasks,duties,and responsibilities that a job entails?

Accepted Answer

A) Job specification 
B) Job description 
C) Job standardization 
D) Job design 
A) Job specification 
B) Job description 
C) Job standardization 
D) Job design

Question 13

Work-flow process is a means for the manager to understand all the tasks required to produce a number of high-quality products as well as the skills necessary to perform those tasks.

Accepted Answer

A) True 
 B)False

Question 14

Job analysis provides all but one of the following managerial benefits.Identify the exception.

Accepted Answer

A) It provides managers with an understanding of the work-flow process. 
B) It enables managers to make more accurate hiring decisions. 
C) It provides an avenue for communicating policy information to employees. 
D) It enables managers to more accurately evaluate subordinates' performance. 
A) It provides managers with an understanding of the work-flow process. 
B) It enables managers to make more accurate hiring decisions. 
C) It provides an avenue for communicating policy information to employees. 
D) It enables managers to more accurately evaluate subordinates' performance.

Question 15

As a manager,you want to redesign a job because your most recent attitude survey indicated that individuals were very bored with the monotony of their jobs.Which job design approach would be most helpful to you?

Accepted Answer

A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach 
A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach

Question 16

Which of the following approaches to job design has roots in human-factors literature?

Accepted Answer

A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach 
A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach

Question 17

Scientific management was one of the earliest and best-known statements of the mechanistic approach.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following statements about the ergonomic approach to job design is FALSE?

Accepted Answer

A) It is usually referred to as ergonomics. 
B) It focuses on outcomes such as physical fatigue,aches and pains,and health complaints. 
C) It has been applied in redesigning equipment used in jobs that are not physically demanding. 
D) Issues like lighting,space,and hours worked become more salient from this perspective. 
A) It is usually referred to as ergonomics. 
B) It focuses on outcomes such as physical fatigue,aches and pains,and health complaints. 
C) It has been applied in redesigning equipment used in jobs that are not physically demanding. 
D) Issues like lighting,space,and hours worked become more salient from this perspective.

Question 19

The fact that employees can access an HRIS system and make their benefit enrolment,changes,or claims online,permits HRM staff to focus on more strategic actions.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following approaches to job design focuses on efficiency as the major outcome of interest?

Accepted Answer

A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach 
A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of work flow.

The motivational approach emerged as a reaction to mechanistic approaches to job design.

All but one of the following are outcomes of jobs high in the core job characteristics of the Job Characteristics Model.Identify the exception.

The perceptual-motor approach to job design focuses on:

You are an employee of Company ABC and are able to make your own changes to benefit enrolment online.This is a component of which form of E-Enabled delivery of HRM:

Explain the Job Characteristics Model.

The goal of the ergonomic approach to job design is:

Divisional structures are most appropriate in stable,predictable environments where it is relatively easy to anticipate demands for resources and coordination requirements between jobs that are not consistent over time.

The second step in human resource planning is goal setting and strategic planning.

The number of grade 12 graduates,the number of applicants and the number of students who have applied for graduation can be considered examples of a university's _____________.

The first step in the human resources planning process is

Which of the following refers to a list of the tasks,duties,and responsibilities that a job entails?

Work-flow process is a means for the manager to understand all the tasks required to produce a number of high-quality products as well as the skills necessary to perform those tasks.

Job analysis provides all but one of the following managerial benefits.Identify the exception.

As a manager,you want to redesign a job because your most recent attitude survey indicated that individuals were very bored with the monotony of their jobs.Which job design approach would be most helpful to you?

Which of the following approaches to job design has roots in human-factors literature?

Scientific management was one of the earliest and best-known statements of the mechanistic approach.

Which of the following statements about the ergonomic approach to job design is FALSE?

The fact that employees can access an HRIS system and make their benefit enrolment,changes,or claims online,permits HRM staff to focus on more strategic actions.

Which of the following approaches to job design focuses on efficiency as the major outcome of interest?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equality and Human Rights

Recruitment and Selection

Training and Strategic Development of People

Managing Employee Engagement and Performance

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labour Relations

Safe, Secure and Productive Workplaces

Managing Human Resources Globally

Filters

Exam 4: Analysis and Design of Work and Human Resource Planning

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of work flow.

The motivational approach emerged as a reaction to mechanistic approaches to job design.

All but one of the following are outcomes of jobs high in the core job characteristics of the Job Characteristics Model.Identify the exception.

The perceptual-motor approach to job design focuses on:

You are an employee of Company ABC and are able to make your own changes to benefit enrolment online.This is a component of which form of E-Enabled delivery of HRM:

Explain the Job Characteristics Model.

The goal of the ergonomic approach to job design is:

Divisional structures are most appropriate in stable,predictable environments where it is relatively easy to anticipate demands for resources and coordination requirements between jobs that are not consistent over time.

The second step in human resource planning is goal setting and strategic planning.

The number of grade 12 graduates,the number of applicants and the number of students who have applied for graduation can be considered examples of a university's _____________.

The first step in the human resources planning process is

Which of the following refers to a list of the tasks,duties,and responsibilities that a job entails?

Work-flow process is a means for the manager to understand all the tasks required to produce a number of high-quality products as well as the skills necessary to perform those tasks.

Job analysis provides all but one of the following managerial benefits.Identify the exception.

As a manager,you want to redesign a job because your most recent attitude survey indicated that individuals were very bored with the monotony of their jobs.Which job design approach would be most helpful to you?

Which of the following approaches to job design has roots in human-factors literature?

Scientific management was one of the earliest and best-known statements of the mechanistic approach.

Which of the following statements about the ergonomic approach to job design is FALSE?

The fact that employees can access an HRIS system and make their benefit enrolment,changes,or claims online,permits HRM staff to focus on more strategic actions.

Which of the following approaches to job design focuses on efficiency as the major outcome of interest?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equality and Human Rights

Recruitment and Selection

Training and Strategic Development of People

Managing Employee Engagement and Performance

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labour Relations

Safe, Secure and Productive Workplaces

Managing Human Resources Globally

Filters