Question 1

The goal of the biological approach to job design is to

Accepted Answer

A)  make the work simple so that anyone can be trained quickly and easily to perform it. 
B)  reduce the physical demands of certain jobs by improving the physical work environment. 
C)  increase the meaningfulness of jobs so that only specialized individuals can work on them. 
D)  improve employees' physical capabilities so that they can perform demanding tasks. 
E)  distribute jobs only to specialized individuals who have the physical abilities for those tasks. 
A)  make the work simple so that anyone can be trained quickly and easily to perform it. 
B)  reduce the physical demands of certain jobs by improving the physical work environment. 
C)  increase the meaningfulness of jobs so that only specialized individuals can work on them. 
D)  improve employees' physical capabilities so that they can perform demanding tasks. 
E)  distribute jobs only to specialized individuals who have the physical abilities for those tasks.

Question 2

The perceptual-motor approach generally increases the job's cognitive demands.

Accepted Answer

A) True 
 B)False

Question 3

Explain how giving an employee autonomy to decide how to accomplish the work and make decisions impacts the job performance.

Accepted Answer

The answer of Explain how giving an employee autonomy to...

Question 4

In a company where units are given autonomy to work independently, but are now asked to work together, the units may become territorial and refuse to share ideas for fear of being eliminated. This functional structure will produce which drawback?

Accepted Answer

A)  Inability to support cost competency 
B)  Cascading effect of errors 
C)  Redundancy across units 
D)  Low levels of centralization 
E)  Self-cannibalization 
A)  Inability to support cost competency 
B)  Cascading effect of errors 
C)  Redundancy across units 
D)  Low levels of centralization 
E)  Self-cannibalization

Question 5

Which of the following questions should be addressed right after the inputs required for production have been established?

Accepted Answer

A)  What materials, data, and information are needed? 
B)  What special equipment, facilities, and systems are needed? 
C)  What knowledge, skills, and abilities are needed by those performing the tasks? 
D)  What tasks are required in the production of the output? 
E)  What product, information, or service is provided? 
A)  What materials, data, and information are needed? 
B)  What special equipment, facilities, and systems are needed? 
C)  What knowledge, skills, and abilities are needed by those performing the tasks? 
D)  What tasks are required in the production of the output? 
E)  What product, information, or service is provided?

Question 6

Which of the following is true about O*NET?

Accepted Answer

A)  It is a private job-listing index that employers can use free of cost. 
B)  It uses a common language that generalizes job specifications across various occupations. 
C)  It relies exclusively on fixed job titles. 
D)  It relies exclusively on narrow task descriptions. 
E)  It is beneficial only for employers, not job seekers. 
A)  It is a private job-listing index that employers can use free of cost. 
B)  It uses a common language that generalizes job specifications across various occupations. 
C)  It relies exclusively on fixed job titles. 
D)  It relies exclusively on narrow task descriptions. 
E)  It is beneficial only for employers, not job seekers.

Question 7

The tasks performed as a part of job analysis

Accepted Answer

A)  are mutually exclusive of those of job design. 
B)  focus primarily on creating new jobs. 
C)  focus primarily on revamping existing jobs. 
D)  have a passive, information-gathering orientation. 
E)  have a proactive orientation toward changing the job. 
A)  are mutually exclusive of those of job design. 
B)  focus primarily on creating new jobs. 
C)  focus primarily on revamping existing jobs. 
D)  have a passive, information-gathering orientation. 
E)  have a proactive orientation toward changing the job.

Question 8

All efficiency-producing changes result in dissatisfying work, and all changes that promote satisfaction create inevitable inefficiencies.

Accepted Answer

A) True 
 B)False

Question 9

Briefly explain the trade-offs among different approaches to job design.

Accepted Answer

According to a study, job incumbents exp

Question 10

Job evaluation is the process of getting information about how well each employee is performing in order to reward those who are effective and improve the performance of those who are ineffective.

Accepted Answer

A) True 
 B)False

Question 11

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service, and it is performed after allocating and assigning these tasks to a particular job category or person.

Accepted Answer

A) True 
 B)False

Question 12

Due to their work-flow focus and proximity to a homogeneous consumer base, divisional structures tend to be less flexible and innovative.

Accepted Answer

A) True 
 B)False

Question 13

When team members on Kami's unit craft their professional goals for the new year, she is expecting at least one goal to be tied to the unit's goals. How will she measure the individuals' performance based on this link?

Accepted Answer

A)  The level of task interdependence should be higher than the level of outcome interdependence. 
B)  The level of sharing rewards for task accomplishment should be higher than the level of cooperation. 
C)  Individual pay raises need to play a major role in terms of defining rewards. 
D)  Individual accountability of behavior should be a critical indicator of performance. 
E)  Teams should not be given autonomy or allowed to be flexible in how they use their time and skills. 
A)  The level of task interdependence should be higher than the level of outcome interdependence. 
B)  The level of sharing rewards for task accomplishment should be higher than the level of cooperation. 
C)  Individual pay raises need to play a major role in terms of defining rewards. 
D)  Individual accountability of behavior should be a critical indicator of performance. 
E)  Teams should not be given autonomy or allowed to be flexible in how they use their time and skills.

Question 14

James, a manager at Brown & Brown (B&B) Inc., a publisher of academic books, is tasked with identifying the various pieces of work required to edit, typeset, and publish a fictional book prior to allocating and assigning them to his subordinates. Which of the following processes is James expected to perform?

Accepted Answer

A)  Job evaluation 
B)  Work-flow evaluation 
C)  Job performance 
D)  Work-flow design 
E)  Performance evaluation 
A)  Job evaluation 
B)  Work-flow evaluation 
C)  Job performance 
D)  Work-flow design 
E)  Performance evaluation

Question 15

Jeff was recently hired as a new manager. He is looking for the ________ to see the relationships between individuals and units.

Accepted Answer

A)  work-flow analysis 
B)  organization structure 
C)  work-flow evaluation 
D)  organizational dynamics 
E)  work-flow design 
A)  work-flow analysis 
B)  organization structure 
C)  work-flow evaluation 
D)  organizational dynamics 
E)  work-flow design

Question 16

Describe how the "Job Characteristics Model" describes jobs.

Accepted Answer

According to the "Job Characteristics Mo

Question 17

Caroline has increasingly become more frustrated with her current job. She visits her HR department to discuss her skills and aspirations as she does not want to leave the company. HR recommends she complete

Accepted Answer

A)  human resource planning. 
B)  work-flow analysis. 
C)  performance evaluation. 
D)  training. 
E)  career planning. 
A)  human resource planning. 
B)  work-flow analysis. 
C)  performance evaluation. 
D)  training. 
E)  career planning.

Question 18

The motivational approach views attitudinal variables and behavioral variables as the most important outcomes of job design.

Accepted Answer

A) True 
 B)False

Question 19

Tami and Deb have worked for Waterfall Springs for more than 20 years combined. They are a resource to HR when completing a job analysis because they are

Accepted Answer

A)  supervisors. 
B)  incumbents. 
C)  customers. 
D)  subordinates. 
E)  quality analysts. 
A)  supervisors. 
B)  incumbents. 
C)  customers. 
D)  subordinates. 
E)  quality analysts.

Question 20

According to the "Job Characteristics Model," ________ is the extent to which a person receives clear information about performance effectiveness from the work itself.

Accepted Answer

A)  task identity 
B)  autonomy 
C)  feedback 
D)  skill variety 
E)  task significance 
A)  task identity 
B)  autonomy 
C)  feedback 
D)  skill variety 
E)  task significance

The goal of the biological approach to job design is to

The perceptual-motor approach generally increases the job's cognitive demands.

Explain how giving an employee autonomy to decide how to accomplish the work and make decisions impacts the job performance.

In a company where units are given autonomy to work independently, but are now asked to work together, the units may become territorial and refuse to share ideas for fear of being eliminated. This functional structure will produce which drawback?

Which of the following questions should be addressed right after the inputs required for production have been established?

Which of the following is true about O*NET?

The tasks performed as a part of job analysis

All efficiency-producing changes result in dissatisfying work, and all changes that promote satisfaction create inevitable inefficiencies.

Briefly explain the trade-offs among different approaches to job design.

Job evaluation is the process of getting information about how well each employee is performing in order to reward those who are effective and improve the performance of those who are ineffective.

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service, and it is performed after allocating and assigning these tasks to a particular job category or person.

Due to their work-flow focus and proximity to a homogeneous consumer base, divisional structures tend to be less flexible and innovative.

When team members on Kami's unit craft their professional goals for the new year, she is expecting at least one goal to be tied to the unit's goals. How will she measure the individuals' performance based on this link?

Jeff was recently hired as a new manager. He is looking for the ________ to see the relationships between individuals and units.

Describe how the "Job Characteristics Model" describes jobs.

Caroline has increasingly become more frustrated with her current job. She visits her HR department to discuss her skills and aspirations as she does not want to leave the company. HR recommends she complete

The motivational approach views attitudinal variables and behavioral variables as the most important outcomes of job design.

Tami and Deb have worked for Waterfall Springs for more than 20 years combined. They are a resource to HR when completing a job analysis because they are

According to the "Job Characteristics Model," ________ is the extent to which a person receives clear information about performance effectiveness from the work itself.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

Filters

Exam 4: The Analysis and Design of Work

The goal of the biological approach to job design is to

The perceptual-motor approach generally increases the job's cognitive demands.

Explain how giving an employee autonomy to decide how to accomplish the work and make decisions impacts the job performance.

In a company where units are given autonomy to work independently, but are now asked to work together, the units may become territorial and refuse to share ideas for fear of being eliminated. This functional structure will produce which drawback?

Which of the following questions should be addressed right after the inputs required for production have been established?

Which of the following is true about O*NET?

The tasks performed as a part of job analysis

All efficiency-producing changes result in dissatisfying work, and all changes that promote satisfaction create inevitable inefficiencies.

Briefly explain the trade-offs among different approaches to job design.

Job evaluation is the process of getting information about how well each employee is performing in order to reward those who are effective and improve the performance of those who are ineffective.

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service, and it is performed after allocating and assigning these tasks to a particular job category or person.

Due to their work-flow focus and proximity to a homogeneous consumer base, divisional structures tend to be less flexible and innovative.

When team members on Kami's unit craft their professional goals for the new year, she is expecting at least one goal to be tied to the unit's goals. How will she measure the individuals' performance based on this link?

Jeff was recently hired as a new manager. He is looking for the ________ to see the relationships between individuals and units.

Describe how the "Job Characteristics Model" describes jobs.

Caroline has increasingly become more frustrated with her current job. She visits her HR department to discuss her skills and aspirations as she does not want to leave the company. HR recommends she complete

The motivational approach views attitudinal variables and behavioral variables as the most important outcomes of job design.

Tami and Deb have worked for Waterfall Springs for more than 20 years combined. They are a resource to HR when completing a job analysis because they are

According to the "Job Characteristics Model," ________ is the extent to which a person receives clear information about performance effectiveness from the work itself.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

Filters