Question 1

Problems with job specialisation might be:

Accepted Answer

A)  no sense of identifiable end product, and training costs are increased. 
B)  vertical loading, and no recognised employee involvement. 
C)  higher absenteeism, increased turnover, and increased skill variety. 
D)  repetition, mechanical pacing, and little social interaction. 
A)  no sense of identifiable end product, and training costs are increased. 
B)  vertical loading, and no recognised employee involvement. 
C)  higher absenteeism, increased turnover, and increased skill variety. 
D)  repetition, mechanical pacing, and little social interaction. D

Question 2

Which of the following is NOT a component of job descriptions?

Accepted Answer

A)  Job identification 
B)  Duties and responsibilities 
C)  Remuneration and benefits 
D)  Performance standards 
A)  Job identification 
B)  Duties and responsibilities 
C)  Remuneration and benefits 
D)  Performance standards C

Question 3

Competency profiling has been criticised for:

Accepted Answer

A)  only dealing with employee attitudes. 
B)  promoting a mismatch between organisation needs and employee skills. 
C)  emphasising technical competencies. 
D)  not addressing the real issues facing employee performance. 
A)  only dealing with employee attitudes. 
B)  promoting a mismatch between organisation needs and employee skills. 
C)  emphasising technical competencies. 
D)  not addressing the real issues facing employee performance. C

Question 4

Which of the following is NOT an occasion when job analysis is generally undertaken?

Accepted Answer

A)  When an employee is not performing their role adequately 
B)  When a new job is created in the organisation 
C)  When a job is changed significantly as a result of new methods, new procedures, or new technology 
D)  When the organisation commences and the job analysis program is started 
A)  When an employee is not performing their role adequately 
B)  When a new job is created in the organisation 
C)  When a job is changed significantly as a result of new methods, new procedures, or new technology 
D)  When the organisation commences and the job analysis program is started

Question 5

The job-oriented approach to job analysis is most likely to be concerned with:

Accepted Answer

A)  job enrichment techniques. 
B)  performance appraisal methods. 
C)  tasks, duties and responsibilities. 
D)  career planning and development. 
A)  job enrichment techniques. 
B)  performance appraisal methods. 
C)  tasks, duties and responsibilities. 
D)  career planning and development.

Question 6

Management Position Description Questionnaire is an approach to job analysis that:

Accepted Answer

A)  uses a behaviourally oriented, structured questionnaire to describe, compare, classify, and evaluate management positions. 
B)  uses unique descriptions of each position to emphasise the importance or significance of all positions within the organisation. 
C)  relies upon the position holder to correctly identify all tasks related to their position and the relevance of these tasks to the achievement of the organisation's objectives. 
D)  requires a job analysis to be undertaken at an agreed-upon time every year so that the job description and job specification documents are always up-to-date. 
A)  uses a behaviourally oriented, structured questionnaire to describe, compare, classify, and evaluate management positions. 
B)  uses unique descriptions of each position to emphasise the importance or significance of all positions within the organisation. 
C)  relies upon the position holder to correctly identify all tasks related to their position and the relevance of these tasks to the achievement of the organisation's objectives. 
D)  requires a job analysis to be undertaken at an agreed-upon time every year so that the job description and job specification documents are always up-to-date.

Question 7

Stone has identified three occasions on which job analysis is undertaken. Critically discuss why it is essential that a job analysis is undertaken at these times and how reviewing jobs benefits both the organisation and the employee.

Accepted Answer

Job analysis should be first undertaken

Question 8

The study of the relationship between a worker's physical characteristics and their work environment:

Accepted Answer

A)  occupational health and safety. 
B)  ergonomics. 
C)  critical work space. 
D)  work place integration. 
A)  occupational health and safety. 
B)  ergonomics. 
C)  critical work space. 
D)  work place integration.

Question 9

Hackman and Oldham identified five core job characteristics that are especially important for job design. Which of the following is NOT included in their list of core characteristics?

Accepted Answer

A)  Task significance 
B)  Skills variety 
C)  Task specialisation 
D)  Feedback 
A)  Task significance 
B)  Skills variety 
C)  Task specialisation 
D)  Feedback

Question 10

A possible drawback of job rotation is:

Accepted Answer

A)  demotivation of intelligent and ambitious trainees. 
B)  lack of suitable jobs that can be included in the rotation. 
C)  difficulty of maintaining an accurate record of employee performance. 
D)  inability to ensure consistent quality of output. 
A)  demotivation of intelligent and ambitious trainees. 
B)  lack of suitable jobs that can be included in the rotation. 
C)  difficulty of maintaining an accurate record of employee performance. 
D)  inability to ensure consistent quality of output.

Question 11

The extent to which the job permits the employee to obtain clear and direct knowledge about how well they are doing:

Accepted Answer

A)  autonomy. 
B)  performance review. 
C)  audit. 
D)  feedback. 
A)  autonomy. 
B)  performance review. 
C)  audit. 
D)  feedback.

Question 12

Discuss the role that job analysis plays in the successful implementation of other HRM policy functions.

Accepted Answer

It has been claimed that it is difficult

Question 13

What are the main criticisms that have been levelled at job analysis?

Accepted Answer

Criticisms have been of both a theoretic

Question 14

Job enlargement is often resisted because:

Accepted Answer

A)  flexibility is limited. 
B)  it requires further job specialisation. 
C)  it requires additional employees to implement effectively. 
D)  it justs adds more routine, boring tasks to the job. 
A)  flexibility is limited. 
B)  it requires further job specialisation. 
C)  it requires additional employees to implement effectively. 
D)  it justs adds more routine, boring tasks to the job.

Question 15

Job analysis for standardised, repetitive short job cycles, or manual jobs will primarily use which of the following data gathering methods?

Accepted Answer

A)  Interviews 
B)  Observations 
C)  Questionnaires 
D)  Employee diary 
A)  Interviews 
B)  Observations 
C)  Questionnaires 
D)  Employee diary

Question 16

Quality of work life programs incorporate principles of job enrichment and socio-technical enrichment in a comprehensive effort to improve the quality of the work environment. They aim to:

Accepted Answer

A)  integrate employee needs and wellbeing with the organisation's desire for higher productivity. 
B)  increase productivity at the lowest possible cost to the organisation's budget. 
C)  provide an environment where employees like coming to work and mixing socially. 
D)  develop a culture which attracts and retains high calibre staff. 
A)  integrate employee needs and wellbeing with the organisation's desire for higher productivity. 
B)  increase productivity at the lowest possible cost to the organisation's budget. 
C)  provide an environment where employees like coming to work and mixing socially. 
D)  develop a culture which attracts and retains high calibre staff.

Question 17

The horizontal expansion of a job by adding similar level responsibilities is known as:

Accepted Answer

A)  job enrichment. 
B)  job rotation. 
C)  vertical loading. 
D)  job enlargement. 
A)  job enrichment. 
B)  job rotation. 
C)  vertical loading. 
D)  job enlargement.

Question 18

Discuss and outline the Jobs Characteristics Model. Identify the three critical psychological states that this model in turn influences.

Accepted Answer

The Job Characteristics Model combines b

Question 19

Job specialisation, job enlargement, and job rotation are all methods of:

Accepted Answer

A)  job enrichment. 
B)  job description. 
C)  job analysis. 
D)  job design. 
A)  job enrichment. 
B)  job description. 
C)  job analysis. 
D)  job design.

Question 20

The major criteria for improving quality of work life (QWL) include:

Accepted Answer

A)  above average remuneration, autonomy, social relevance. 
B)  adequate remuneration, safe and healthy environment, social integration. 
C)  growth and security, task identity, feedback systems. 
D)  above average remuneration, variety of work, growth and security. 
A)  above average remuneration, autonomy, social relevance. 
B)  adequate remuneration, safe and healthy environment, social integration. 
C)  growth and security, task identity, feedback systems. 
D)  above average remuneration, variety of work, growth and security.

Problems with job specialisation might be:

Which of the following is NOT a component of job descriptions?

Competency profiling has been criticised for:

Which of the following is NOT an occasion when job analysis is generally undertaken?

The job-oriented approach to job analysis is most likely to be concerned with:

Management Position Description Questionnaire is an approach to job analysis that:

Stone has identified three occasions on which job analysis is undertaken. Critically discuss why it is essential that a job analysis is undertaken at these times and how reviewing jobs benefits both the organisation and the employee.

The study of the relationship between a worker's physical characteristics and their work environment:

Hackman and Oldham identified five core job characteristics that are especially important for job design. Which of the following is NOT included in their list of core characteristics?

A possible drawback of job rotation is:

The extent to which the job permits the employee to obtain clear and direct knowledge about how well they are doing:

Discuss the role that job analysis plays in the successful implementation of other HRM policy functions.

What are the main criticisms that have been levelled at job analysis?

Job enlargement is often resisted because:

Job analysis for standardised, repetitive short job cycles, or manual jobs will primarily use which of the following data gathering methods?

Quality of work life programs incorporate principles of job enrichment and socio-technical enrichment in a comprehensive effort to improve the quality of the work environment. They aim to:

The horizontal expansion of a job by adding similar level responsibilities is known as:

Discuss and outline the Jobs Characteristics Model. Identify the three critical psychological states that this model in turn influences.

Job specialisation, job enlargement, and job rotation are all methods of:

The major criteria for improving quality of work life (QWL) include:

Strategic Human Resource Management

Human Resource Planning

Human Resource Information Management Systems

Human Resource Management and the Law

Recruiting Human Resources

Employee Selection

Appraising and Managing Performance

Human Resource Development

Career Planning and Development

Rewarding Human Resources

Industrial Relations

Employee Health and Safety

Managing Diversity

International Human Resource Management

Assessing HRM Effectiveness

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Exam 5: Job Analysis, Job Design and Quality of Work Life

Problems with job specialisation might be:

Which of the following is NOT a component of job descriptions?

Competency profiling has been criticised for:

Which of the following is NOT an occasion when job analysis is generally undertaken?

The job-oriented approach to job analysis is most likely to be concerned with:

Management Position Description Questionnaire is an approach to job analysis that:

Stone has identified three occasions on which job analysis is undertaken. Critically discuss why it is essential that a job analysis is undertaken at these times and how reviewing jobs benefits both the organisation and the employee.

The study of the relationship between a worker's physical characteristics and their work environment:

Hackman and Oldham identified five core job characteristics that are especially important for job design. Which of the following is NOT included in their list of core characteristics?

A possible drawback of job rotation is:

The extent to which the job permits the employee to obtain clear and direct knowledge about how well they are doing:

Discuss the role that job analysis plays in the successful implementation of other HRM policy functions.

What are the main criticisms that have been levelled at job analysis?

Job enlargement is often resisted because:

Job analysis for standardised, repetitive short job cycles, or manual jobs will primarily use which of the following data gathering methods?

Quality of work life programs incorporate principles of job enrichment and socio-technical enrichment in a comprehensive effort to improve the quality of the work environment. They aim to:

The horizontal expansion of a job by adding similar level responsibilities is known as:

Discuss and outline the Jobs Characteristics Model. Identify the three critical psychological states that this model in turn influences.

Job specialisation, job enlargement, and job rotation are all methods of:

The major criteria for improving quality of work life (QWL) include:

Strategic Human Resource Management

Human Resource Planning

Human Resource Information Management Systems

Human Resource Management and the Law

Recruiting Human Resources

Employee Selection

Appraising and Managing Performance

Human Resource Development

Career Planning and Development

Rewarding Human Resources

Industrial Relations

Employee Health and Safety

Managing Diversity

International Human Resource Management

Assessing HRM Effectiveness

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