Question 1

Who among the following is likely to be the best source for the most accurate information about the time spent on various tasks for job analysis?

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 2

Which of the following refers to the process of defining the way work will be performed and the tasks that will be required in a given job?

Accepted Answer

A) Job specification 
B) Job evaluation 
C) Job performance 
D) Job design 
E) Job satisfaction 
A) Job specification 
B) Job evaluation 
C) Job performance 
D) Job design 
E) Job satisfaction

Question 3

Which of the following is concerned with examining the interface between individuals' physiological characteristics and the physical work environment?

Accepted Answer

A) Task identity 
B) Ergonomics 
C) Job analysis 
D) Task significance 
E) Performance appraisal 
A) Task identity 
B) Ergonomics 
C) Job analysis 
D) Task significance 
E) Performance appraisal

Question 4

Which stage in a work-unit activity analysis focuses on the product produced or service provided?

Accepted Answer

A) Raw inputs 
B) Equipment 
C) Output 
D) Activity 
E) Human resource input 
A) Raw inputs 
B) Equipment 
C) Output 
D) Activity 
E) Human resource input

Question 5

For teams to be effective, it is essential that the level of task interdependence is greater than the level of outcome interdependence.

Accepted Answer

A) True 
 B)False

Question 6

Describe job design and job redesign. Explain the elements required for effectively designing jobs.

Accepted Answer

Job design is the process of defining ho

Question 7

Which of the following approaches views job satisfaction as one of the most important outcomes of job design?

Accepted Answer

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

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is true of how job design and job analysis have functioned in the past?

Accepted Answer

A) Job design focused on making existing jobs more motivating. 
B) Job analysis is oriented toward changing the job. 
C) Job design is oriented toward information gathering. 
D) Job design focused on evaluating existing jobs. 
E) Job analysis focused on revamping existing jobs. 
A) Job design focused on making existing jobs more motivating. 
B) Job analysis is oriented toward changing the job. 
C) Job design is oriented toward information gathering. 
D) Job design focused on evaluating existing jobs. 
E) Job analysis focused on revamping existing jobs.

Question 10

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

Question 11

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 12

Knowledge is an individual's level of proficiency at performing a particular task.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following includes 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 satisfaction 
E) Job evaluation 
A) Job specification 
B) Job description 
C) Job standardization 
D) Job satisfaction 
E) Job evaluation

Question 14

When compared to divisional structures, managers in functional and centralized structures:

Accepted Answer

A) need to be more experienced. 
B) are more sensitive to individual differences between workers. 
C) tend to think of fairness in terms of rules and procedures. 
D) need to be high in cognitive ability. 
E) equate outcomes with fairness. 
A) need to be more experienced. 
B) are more sensitive to individual differences between workers. 
C) tend to think of fairness in terms of rules and procedures. 
D) need to be high in cognitive ability. 
E) equate outcomes with fairness.

Question 15

Due to technological changes in the nature of work and global competition, the Dictionary of Occupational Titles (DOT)has been replaced by the Occupational Information Network (O*NET).

Accepted Answer

A) True 
 B)False

Question 16

_____ provides a cross-sectional overview of the static relationships between individuals and units that create the outputs.

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 17

Scientific management first sought to identify the "one best way" to perform the job.

Accepted Answer

A) True 
 B)False

Question 18

Teams have to be given the autonomy to make their own decisions in order to maximize the flexible use of their skill and time.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) results 
B) relationships 
C) processes 
D) inputs 
E) ethics 
A) results 
B) relationships 
C) processes 
D) inputs 
E) ethics

Question 20

Robert, a manager, decides to design jobs based on the principles of motivational approach. If he does not balance them with some traits of the mechanistic approach, he will see minimal impact on _____.

Accepted Answer

A) job satisfaction 
B) employee engagement 
C) efficiency of production 
D) employee retention 
E) leadership skills of employees 
A) job satisfaction 
B) employee engagement 
C) efficiency of production 
D) employee retention 
E) leadership skills of employees

Who among the following is likely to be the best source for the most accurate information about the time spent on various tasks for job analysis?

Which of the following refers to the process of defining the way work will be performed and the tasks that will be required in a given job?

Which of the following is concerned with examining the interface between individuals' physiological characteristics and the physical work environment?

Which stage in a work-unit activity analysis focuses on the product produced or service provided?

For teams to be effective, it is essential that the level of task interdependence is greater than the level of outcome interdependence.

Describe job design and job redesign. Explain the elements required for effectively designing jobs.

Which of the following approaches views job satisfaction as one of the most important outcomes of job design?

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

Which of the following is true of how job design and job analysis have functioned in the past?

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

Knowledge is an individual's level of proficiency at performing a particular task.

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

When compared to divisional structures, managers in functional and centralized structures:

Due to technological changes in the nature of work and global competition, the Dictionary of Occupational Titles (DOT)has been replaced by the Occupational Information Network (O*NET).

_____ provides a cross-sectional overview of the static relationships between individuals and units that create the outputs.

Scientific management first sought to identify the "one best way" to perform the job.

Teams have to be given the autonomy to make their own decisions in order to maximize the flexible use of their skill and time.

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

Robert, a manager, decides to design jobs based on the principles of motivational approach. If he does not balance them with some traits of the mechanistic approach, he will see minimal impact on _____.

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

Who among the following is likely to be the best source for the most accurate information about the time spent on various tasks for job analysis?

Which of the following refers to the process of defining the way work will be performed and the tasks that will be required in a given job?

Which of the following is concerned with examining the interface between individuals' physiological characteristics and the physical work environment?

Which stage in a work-unit activity analysis focuses on the product produced or service provided?

For teams to be effective, it is essential that the level of task interdependence is greater than the level of outcome interdependence.

Describe job design and job redesign. Explain the elements required for effectively designing jobs.

Which of the following approaches views job satisfaction as one of the most important outcomes of job design?

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

Which of the following is true of how job design and job analysis have functioned in the past?

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

Knowledge is an individual's level of proficiency at performing a particular task.

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

When compared to divisional structures, managers in functional and centralized structures:

Due to technological changes in the nature of work and global competition, the Dictionary of Occupational Titles (DOT)has been replaced by the Occupational Information Network (O*NET).

_____ provides a cross-sectional overview of the static relationships between individuals and units that create the outputs.

Scientific management first sought to identify the "one best way" to perform the job.

Teams have to be given the autonomy to make their own decisions in order to maximize the flexible use of their skill and time.

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

Robert, a manager, decides to design jobs based on the principles of motivational approach. If he does not balance them with some traits of the mechanistic approach, he will see minimal impact on _____.

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