Question 1

Which of the following is true of the perceptual-motor approach to job design?

Accepted Answer

A) The perceptual-motor approach increases the information-processing requirements of incumbents. 
B) The perceptual-motor approach designs jobs based on the most capable worker. 
C) The perceptual-motor approach has its roots in ergonomics. 
D) The perceptual-motor approach has its roots in human-factor literature. 
E) The perceptual-motor approach challenges employees to go beyond their mental abilities. 
A) The perceptual-motor approach increases the information-processing requirements of incumbents. 
B) The perceptual-motor approach designs jobs based on the most capable worker. 
C) The perceptual-motor approach has its roots in ergonomics. 
D) The perceptual-motor approach has its roots in human-factor literature. 
E) The perceptual-motor approach challenges employees to go beyond their mental abilities.

Question 2

According to the "Job Characteristics Model,"_____ is the extent to which the job has an important impact on the lives of other people.

Accepted Answer

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

Question 3

Which of the following best explains outcome interdependence in relation to teams?

Accepted Answer

A) The level to which an individual team member has to contribute to achieve the team's output 
B) The amount of resources shared among team members to help them accomplish the team's task 
C) The extent to which an individual team member leans on the other team members to achieve his output 
D) The level of input required from the team as a whole to complete its set tasks 
E) The level to which the reward for task accomplishment is shared among the team members 
A) The level to which an individual team member has to contribute to achieve the team's output 
B) The amount of resources shared among team members to help them accomplish the team's task 
C) The extent to which an individual team member leans on the other team members to achieve his output 
D) The level of input required from the team as a whole to complete its set tasks 
E) The level to which the reward for task accomplishment is shared among the team members

Question 4

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to technological changes in the nature of work and global competition, the Dictionary of Occupational Titles (DOT)has been replaced by the Occupational Information Network (O*NET).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 5

The factual or procedural information that is necessary for successfully performing a task is called _____.

Accepted Answer

A) aptitude 
B) ability 
C) skill 
D) persistence 
E) knowledge 
A) aptitude 
B) ability 
C) skill 
D) persistence 
E) knowledge

Question 6

_____ entails matching an individual's skills and aspirations with opportunities that are or may become available in the organization.

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 7

Which of the following is a drawback of a functional structure?

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 8

How do the different HR functions use the information gathered from job analysis?

Accepted Answer

(1)Selection: The process determines tas

Question 9

A job description list would include the _____ that the particular job entails.

Accepted Answer

A) knowledge 
B) abilities 
C) skills 
D) motivation 
E) duties 
A) knowledge 
B) abilities 
C) skills 
D) motivation 
E) duties

Question 10

Divisional structures are most appropriate in stable and predictable environments.

Accepted Answer

A) True 
 B)False

Question 11

_____ 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 12

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 13

Jim, an efficiency expert, proposes the "just-in-time" inventory method to Roger, the CEO of Neptune Inc. If Roger is to accept the proposal, which of the following changes is he most likely to implement in Neptune Inc.?

Accepted Answer

A) He is likely to avoid made-for-order method of manufacturing. 
B) He is likely to create a larger storage space for inventories. 
C) He is likely to introduce processes that support lean production. 
D) He is likely to manufacture mass products well ahead of demand. 
E) He is likely to stock a backup of supplies for emergency. 
A) He is likely to avoid made-for-order method of manufacturing. 
B) He is likely to create a larger storage space for inventories. 
C) He is likely to introduce processes that support lean production. 
D) He is likely to manufacture mass products well ahead of demand. 
E) He is likely to stock a backup of supplies for emergency.

Question 14

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 15

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 16

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 17

A disadvantage of the PAQ is that it requires employees to have the reading level of a college graduate.

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) Motivational approach 
B) Scientific management approach 
C) Biological approach 
D) Perceptual-motor approach 
E) Cognitive task analysis approach 
A) Motivational approach 
B) Scientific management approach 
C) Biological approach 
D) Perceptual-motor approach 
E) Cognitive task analysis approach

Question 19

Productivity measurement and evaluation system (ProMES)focuses attention on both identifying work-unit outputs and specifying the levels of required performance for different levels of effectiveness.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

Job design is the process of defining ho

Which of the following is true of the perceptual-motor approach to job design?

According to the "Job Characteristics Model,"_____ is the extent to which the job has an important impact on the lives of other people.

Which of the following best explains outcome interdependence in relation to teams?

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).

The factual or procedural information that is necessary for successfully performing a task is called _____.

_____ entails matching an individual's skills and aspirations with opportunities that are or may become available in the organization.

Which of the following is a drawback of a functional structure?

How do the different HR functions use the information gathered from job analysis?

A job description list would include the _____ that the particular job entails.

Divisional structures are most appropriate in stable and predictable environments.

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

The tasks performed as a part of job analysis:

Jim, an efficiency expert, proposes the "just-in-time" inventory method to Roger, the CEO of Neptune Inc. If Roger is to accept the proposal, which of the following changes is he most likely to implement in Neptune Inc.?

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?

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

A disadvantage of the PAQ is that it requires employees to have the reading level of a college graduate.

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

Productivity measurement and evaluation system (ProMES)focuses attention on both identifying work-unit outputs and specifying the levels of required performance for different levels of effectiveness.

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

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

Which of the following is true of the perceptual-motor approach to job design?

According to the "Job Characteristics Model,"_____ is the extent to which the job has an important impact on the lives of other people.

Which of the following best explains outcome interdependence in relation to teams?

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).

The factual or procedural information that is necessary for successfully performing a task is called _____.

_____ entails matching an individual's skills and aspirations with opportunities that are or may become available in the organization.

Which of the following is a drawback of a functional structure?

How do the different HR functions use the information gathered from job analysis?

A job description list would include the _____ that the particular job entails.

Divisional structures are most appropriate in stable and predictable environments.

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

The tasks performed as a part of job analysis:

Jim, an efficiency expert, proposes the "just-in-time" inventory method to Roger, the CEO of Neptune Inc. If Roger is to accept the proposal, which of the following changes is he most likely to implement in Neptune Inc.?

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?

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

A disadvantage of the PAQ is that it requires employees to have the reading level of a college graduate.

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

Productivity measurement and evaluation system (ProMES)focuses attention on both identifying work-unit outputs and specifying the levels of required performance for different levels of effectiveness.

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

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