Question 1

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

Accepted Answer

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

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

Which of the following was replaced by the Occupational Information Network (O*NET)?

Accepted Answer

A) Position Analysis Questionnaire 
B) General Aptitude Test Battery 
C) Dictionary of Occupational Titles 
D) Workforce Learning Link 
E) Work Profiling System 
A) Position Analysis Questionnaire 
B) General Aptitude Test Battery 
C) Dictionary of Occupational Titles 
D) Workforce Learning Link 
E) Work Profiling System

Question 4

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 5

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 6

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 7

Although there are numerous sources for error in the job analysis process, most inaccuracy is likely to result from job descriptions simply being outdated.

Accepted Answer

A) True 
 B)False

Question 8

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 only beneficial 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 only beneficial for employers, not job seekers.

Question 9

Divisional structures tend to be more flexible and innovative because of:

Accepted Answer

A) their work-flow focus. 
B) the preference employees have for centralized decision-making. 
C) their proximity to a heterogeneous customer base. 
D) the high level of centralization in the structure. 
E) the tendency to ignore opportunities. 
A) their work-flow focus. 
B) the preference employees have for centralized decision-making. 
C) their proximity to a heterogeneous customer base. 
D) the high level of centralization in the structure. 
E) the tendency to ignore opportunities.

Question 10

The productivity measurement and evaluation system (ProMES)focuses on identifying _____ and specifying performance level required for different levels of effectiveness.

Accepted Answer

A) work-unit finances 
B) work-unit processes 
C) work-unit inputs 
D) work-unit relationships 
E) work-unit outputs 
A) work-unit finances 
B) work-unit processes 
C) work-unit inputs 
D) work-unit relationships 
E) work-unit outputs

Question 11

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 
E) job engagement 
A) job enlargement 
B) job rotation 
C) job involvement 
D) job enrichment 
E) job engagement

Question 12

If an organization decides to compete on costs, and hires low-cost labor, it needs to have a decentralized structure to enable autonomy in decision making by the workers.

Accepted Answer

A) True 
 B)False

Question 13

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 14

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

Accepted Answer

A) True 
 B)False

Question 15

Discuss the standardized frameworks used to assess the nature of teams.

Accepted Answer

As work design increasingly relies on te

Question 16

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of workflow.

Accepted Answer

A) True 
 B)False

Question 17

Unlike the Dictionary of Occupational Titles (DOT), the Occupational Information Network (O*NET)relied on fixed job titles and narrow task descriptions.

Accepted Answer

A) True 
 B)False

Question 18

How does the mechanistic approach differ from the motivation approach?

Accepted Answer

A) The mechanistic approach seeks to empower individual workers. 
B) The motivational approach designs jobs that are repetitive and mundane. 
C) Workers in organizations that follow mechanistic approach can be easily replaced. 
D) Workers in organizations that follow the motivational approach have lesser autonomy. 
E) The organizations that follow the mechanistic approach are highly dependent on individual workers. 
A) The mechanistic approach seeks to empower individual workers. 
B) The motivational approach designs jobs that are repetitive and mundane. 
C) Workers in organizations that follow mechanistic approach can be easily replaced. 
D) Workers in organizations that follow the motivational approach have lesser autonomy. 
E) The organizations that follow the mechanistic approach are highly dependent on individual workers.

Question 19

According to the "Job Characteristics Model," _____ is the degree to which a job allows an individual to make decisions about the way the work is carried out.

Accepted Answer

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

Question 20

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

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

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

Which of the following was replaced by the Occupational Information Network (O*NET)?

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.

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

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

Although there are numerous sources for error in the job analysis process, most inaccuracy is likely to result from job descriptions simply being outdated.

Which of the following is true about O*NET?

Divisional structures tend to be more flexible and innovative because of:

The productivity measurement and evaluation system (ProMES)focuses on identifying _____ and specifying performance level required for different levels of effectiveness.

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

If an organization decides to compete on costs, and hires low-cost labor, it needs to have a decentralized structure to enable autonomy in decision making by the workers.

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

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

Discuss the standardized frameworks used to assess the nature of teams.

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of workflow.

Unlike the Dictionary of Occupational Titles (DOT), the Occupational Information Network (O*NET)relied on fixed job titles and narrow task descriptions.

How does the mechanistic approach differ from the motivation approach?

According to the "Job Characteristics Model," _____ is the degree to which a job allows an individual to make decisions about the way the work is carried out.

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

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

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Exam 4: The Analysis and Design of Work

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

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

Which of the following was replaced by the Occupational Information Network (O*NET)?

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.

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

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

Although there are numerous sources for error in the job analysis process, most inaccuracy is likely to result from job descriptions simply being outdated.

Which of the following is true about O*NET?

Divisional structures tend to be more flexible and innovative because of:

The productivity measurement and evaluation system (ProMES)focuses on identifying _____ and specifying performance level required for different levels of effectiveness.

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

If an organization decides to compete on costs, and hires low-cost labor, it needs to have a decentralized structure to enable autonomy in decision making by the workers.

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

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

Discuss the standardized frameworks used to assess the nature of teams.

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of workflow.

Unlike the Dictionary of Occupational Titles (DOT), the Occupational Information Network (O*NET)relied on fixed job titles and narrow task descriptions.

How does the mechanistic approach differ from the motivation approach?

According to the "Job Characteristics Model," _____ is the degree to which a job allows an individual to make decisions about the way the work is carried out.

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

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