Question 1

How much teams share a reward for task accomplishment is known as:

Accepted Answer

A) member heterogeneity. 
B) potency. 
C) outcome interdependence. 
D) task interdependence. 
A) member heterogeneity. 
B) potency. 
C) outcome interdependence. 
D) task interdependence.

Question 2

Job context is not part of the Position Analysis Questionnaire (PAQ).

Accepted Answer

A) True 
 B)False

Question 3

Which of the following refers to the knowledge,skills,abilities,and other characteristics that an individual must have to perform the job?

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 4

What term refers to the reduced attentive state that one might experience when simultaneously interacting with multiple media?

Accepted Answer

A) Multitasking absence 
B) Task presence 
C) Multimedia tasking 
D) Absence presence 
A) Multitasking absence 
B) Task presence 
C) Multimedia tasking 
D) Absence presence

Question 5

When a work group's workload lightens,then:

Accepted Answer

A) members may take on tasks that do not relate to the work unit's product in an effort to appear busy. 
B) members will offload the remaining work onto other team members. 
C) members will stop coming to work. 
D) the work group will decrease in size by letting go of additional members. 
A) members may take on tasks that do not relate to the work unit's product in an effort to appear busy. 
B) members will offload the remaining work onto other team members. 
C) members will stop coming to work. 
D) the work group will decrease in size by letting go of additional members.

Question 6

Which of the following statements is TRUE regarding job design and job analysis?

Accepted Answer

A) Job design and job analysis have extensive overlap. 
B) Job analysis has had a more proactive orientation. 
C) Job design has had a passive orientation. 
D) Job design focuses on analyzing existing jobs to gather information. 
A) Job design and job analysis have extensive overlap. 
B) Job analysis has had a more proactive orientation. 
C) Job design has had a passive orientation. 
D) Job design focuses on analyzing existing jobs to gather information.

Question 7

Which of the following approaches to job design has its roots in the organizational psychology and management literatures?

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 8

Consider the job of salesperson at a moderately priced clothing store.How would you redesign the job to increase the positive outcomes associated with the motivational approach to job design?

Accepted Answer

Answers may vary
Increase customer conta

Question 9

To avoid some of the problems of downsizing,it is best to implement indiscriminate across-the-board cuts.

Accepted Answer

A) True 
 B)False

Question 10

Adding more decision-making authority to a job to increase its motivational potential is known as:

Accepted Answer

A) job enlargement. 
B) job rotation. 
C) job involvement. 
D) job enrichment. 
A) job enlargement. 
B) job rotation. 
C) job involvement. 
D) job enrichment.

Question 11

What kind of a structure combines a work-flow departmentalization scheme with relatively low levels of centralization?

Accepted Answer

A) Mechanistic structure 
B) Divisional structure 
C) Functional structure 
D) Centralized structure 
A) Mechanistic structure 
B) Divisional structure 
C) Functional structure 
D) Centralized structure

Question 12

Once the output of a work unit has been identified,it is important to specify the quality and quantity standards for these outputs.

Accepted Answer

A) True 
 B)False

Question 13

When decision-making authority resides at the top of the organizational chart as opposed to being distributed throughout lower levels,an organization is:

Accepted Answer

A) divisional. 
B) mechanistic. 
C) centralized. 
D) decentralized. 
A) divisional. 
B) mechanistic. 
C) centralized. 
D) decentralized.

Question 14

The final stage in the work-flow analysis is to identify the inputs used in the development of the work unit's product.

Accepted Answer

A) True 
 B)False

Question 15

Creating a good fit between the skills and values of employees and _______ is a powerful determinant of organizational success.

Accepted Answer

A) the environment in which they work 
B) their co-workers 
C) the culture of the department 
D) the tasks and mission they are assigned 
A) the environment in which they work 
B) their co-workers 
C) the culture of the department 
D) the tasks and mission they are assigned

Question 16

Which of the following approaches to job design entails performing time-and-motion studies?

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

Transitional matrices show the proportion (or number)of employees in different job categories at different times.

Accepted Answer

A) True 
 B)False

Question 18

Which term refers to changing the tasks or the way work is performed in an existing job?

Accepted Answer

A) Job redesign 
B) Job engineering 
C) Job reconfiguration 
D) Job design 
A) Job redesign 
B) Job engineering 
C) Job reconfiguration 
D) Job design

Question 19

What is the second step in human resource planning and why is it so critical?

Accepted Answer

Answers may vary
The second step in huma

Question 20

All but one of the following interventions are consistent with the motivational approach to job design.Identify the exception.

Accepted Answer

A) Self-managing work teams 
B) Task specialization 
C) Job enrichment 
D) Job enlargement 
A) Self-managing work teams 
B) Task specialization 
C) Job enrichment 
D) Job enlargement

How much teams share a reward for task accomplishment is known as:

Job context is not part of the Position Analysis Questionnaire (PAQ).

Which of the following refers to the knowledge,skills,abilities,and other characteristics that an individual must have to perform the job?

What term refers to the reduced attentive state that one might experience when simultaneously interacting with multiple media?

When a work group's workload lightens,then:

Which of the following statements is TRUE regarding job design and job analysis?

Which of the following approaches to job design has its roots in the organizational psychology and management literatures?

Consider the job of salesperson at a moderately priced clothing store.How would you redesign the job to increase the positive outcomes associated with the motivational approach to job design?

To avoid some of the problems of downsizing,it is best to implement indiscriminate across-the-board cuts.

Adding more decision-making authority to a job to increase its motivational potential is known as:

What kind of a structure combines a work-flow departmentalization scheme with relatively low levels of centralization?

Once the output of a work unit has been identified,it is important to specify the quality and quantity standards for these outputs.

When decision-making authority resides at the top of the organizational chart as opposed to being distributed throughout lower levels,an organization is:

The final stage in the work-flow analysis is to identify the inputs used in the development of the work unit's product.

Creating a good fit between the skills and values of employees and _______ is a powerful determinant of organizational success.

Which of the following approaches to job design entails performing time-and-motion studies?

Transitional matrices show the proportion (or number)of employees in different job categories at different times.

Which term refers to changing the tasks or the way work is performed in an existing job?

What is the second step in human resource planning and why is it so critical?

All but one of the following interventions are consistent with the motivational approach to job design.Identify the exception.

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

How much teams share a reward for task accomplishment is known as:

Job context is not part of the Position Analysis Questionnaire (PAQ).

Which of the following refers to the knowledge,skills,abilities,and other characteristics that an individual must have to perform the job?

What term refers to the reduced attentive state that one might experience when simultaneously interacting with multiple media?

When a work group's workload lightens,then:

Which of the following statements is TRUE regarding job design and job analysis?

Which of the following approaches to job design has its roots in the organizational psychology and management literatures?

Consider the job of salesperson at a moderately priced clothing store.How would you redesign the job to increase the positive outcomes associated with the motivational approach to job design?

To avoid some of the problems of downsizing,it is best to implement indiscriminate across-the-board cuts.

Adding more decision-making authority to a job to increase its motivational potential is known as:

What kind of a structure combines a work-flow departmentalization scheme with relatively low levels of centralization?

Once the output of a work unit has been identified,it is important to specify the quality and quantity standards for these outputs.

When decision-making authority resides at the top of the organizational chart as opposed to being distributed throughout lower levels,an organization is:

The final stage in the work-flow analysis is to identify the inputs used in the development of the work unit's product.

Creating a good fit between the skills and values of employees and _______ is a powerful determinant of organizational success.

Which of the following approaches to job design entails performing time-and-motion studies?

Transitional matrices show the proportion (or number)of employees in different job categories at different times.

Which term refers to changing the tasks or the way work is performed in an existing job?

What is the second step in human resource planning and why is it so critical?

All but one of the following interventions are consistent with the motivational approach to job design.Identify the exception.

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