Question 1

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

Accepted Answer

A) True 
 B)False  False

Question 2

The choice of various job design approaches depends on the trade-off between the effectiveness of jobs and the efficiency with which the jobs are performed.

Accepted Answer

A) True 
 B)False  False

Question 3

As a manager, you decide to design a job based on the principles of the motivational approach. Based on existing research, which of the following outcomes should you least expect?

Accepted Answer

A) Increased job satisfaction 
B) Increased quality of production 
C) Increased efficiency of production 
D) Decreased absenteeism 
E) Increased leadership 
A) Increased job satisfaction 
B) Increased quality of production 
C) Increased efficiency of production 
D) Decreased absenteeism 
E) Increased leadership C

Question 4

Which of the following statements is true about job design and job analysis?

Accepted Answer

A) Job design and job analysis have extensive overlap. 
B) Job analysis has had a more proactive orientation. 
C) Job design has had a passive orientation. 
D) Job design focuses on analyzing existing jobs to gather information. 
E) Job analysis has focused on revamping existing jobs to make them more motivating to jobholders. 
A) Job design and job analysis have extensive overlap. 
B) Job analysis has had a more proactive orientation. 
C) Job design has had a passive orientation. 
D) Job design focuses on analyzing existing jobs to gather information. 
E) Job analysis has focused on revamping existing jobs to make them more motivating to jobholders.

Question 5

How much the members in a team share a reward for task accomplishment is shown by _____.

Accepted Answer

A) member heterogeneity 
B) potency 
C) outcome interdependence 
D) task interdependence 
E) reward allocation 
A) member heterogeneity 
B) potency 
C) outcome interdependence 
D) task interdependence 
E) reward allocation

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

KSAOs are characteristics about people that are not directly observable, but that can be identified when individuals are carrying out the TDRs of the job.

Accepted Answer

A) True 
 B)False

Question 8

An organization needs to create a fit between its environment, competitive strategy, and _____.

Accepted Answer

A) products 
B) services 
C) philosophy 
D) finances 
E) production processes 
A) products 
B) services 
C) philosophy 
D) finances 
E) production processes

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

Whereas the biological approach to job design focuses on physical capabilities and limitations, the perceptual-motor approach focuses on human mental capabilities and limitations.

Accepted Answer

A) True 
 B)False

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

Work-flow process is a means for the manager to understand all the tasks required to produce a number of high-quality products as well as the skills necessary to perform those tasks.

Accepted Answer

A) True 
 B)False

Question 13

Job context is not part of the Position Analysis Questionnaire (PAQ).

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

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

Question 15

A job description is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job.

Accepted Answer

A) True 
 B)False

Question 16

Name and discuss the nature of the steps in a work-flow analysis.

Accepted Answer

Work-flow analysis has three major steps

Question 17

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

Accepted Answer

A) Lack of coordination 
B) Cascading effect of errors 
C) Redundancy 
D) Possibility of rogue units 
E) Self-cannibalization 
A) Lack of coordination 
B) Cascading effect of errors 
C) Redundancy 
D) Possibility of rogue units 
E) Self-cannibalization

Question 18

_____ provides a longitudinal overview of the dynamic relationships by which inputs are converted into outputs.

Accepted Answer

A) Work-flow analysis 
B) Organizational structure 
C) Work-flow evaluation 
D) Work-relationship analysis 
E) Work-flow design 
A) Work-flow analysis 
B) Organizational structure 
C) Work-flow evaluation 
D) Work-relationship analysis 
E) Work-flow design

Question 19

Which of the following is true about O * NET?

Accepted Answer

A) It is a private job-listing index, which is provided at no cost to employees or employers. 
B) It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations. 
C) It provides descriptive information regarding over 12,000 jobs, as well as some of the skills and educational requirements of successful job incumbents. 
D) It was designed to increase the efficiency of labor hours. 
E) It was introduced to help employers accomplish human resource functions. 
A) It is a private job-listing index, which is provided at no cost to employees or employers. 
B) It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations. 
C) It provides descriptive information regarding over 12,000 jobs, as well as some of the skills and educational requirements of successful job incumbents. 
D) It was designed to increase the efficiency of labor hours. 
E) It was introduced to help employers accomplish human resource functions.

Question 20

In most cases, job analysis information is obtained from _____.

Accepted Answer

A) customers 
B) competitiors 
C) supervisors 
D) job incumbents 
E) chief executive officers 
A) customers 
B) competitiors 
C) supervisors 
D) job incumbents 
E) chief executive officers

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

The choice of various job design approaches depends on the trade-off between the effectiveness of jobs and the efficiency with which the jobs are performed.

As a manager, you decide to design a job based on the principles of the motivational approach. Based on existing research, which of the following outcomes should you least expect?

Which of the following statements is true about job design and job analysis?

How much the members in a team share a reward for task accomplishment is shown by _____.

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

KSAOs are characteristics about people that are not directly observable, but that can be identified when individuals are carrying out the TDRs of the job.

An organization needs to create a fit between its environment, competitive strategy, and _____.

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

Whereas the biological approach to job design focuses on physical capabilities and limitations, the perceptual-motor approach focuses on human mental capabilities and limitations.

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

Work-flow process is a means for the manager to understand all the tasks required to produce a number of high-quality products as well as the skills necessary to perform those tasks.

Job context is not part of the Position Analysis Questionnaire (PAQ).

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

A job description is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job.

Name and discuss the nature of the steps in a work-flow analysis.

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

_____ provides a longitudinal overview of the dynamic relationships by which inputs are converted into outputs.

Which of the following is true about O * NET?

In most cases, job analysis information is obtained from _____.

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

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

The choice of various job design approaches depends on the trade-off between the effectiveness of jobs and the efficiency with which the jobs are performed.

As a manager, you decide to design a job based on the principles of the motivational approach. Based on existing research, which of the following outcomes should you least expect?

Which of the following statements is true about job design and job analysis?

How much the members in a team share a reward for task accomplishment is shown by _____.

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

KSAOs are characteristics about people that are not directly observable, but that can be identified when individuals are carrying out the TDRs of the job.

An organization needs to create a fit between its environment, competitive strategy, and _____.

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

Whereas the biological approach to job design focuses on physical capabilities and limitations, the perceptual-motor approach focuses on human mental capabilities and limitations.

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

Work-flow process is a means for the manager to understand all the tasks required to produce a number of high-quality products as well as the skills necessary to perform those tasks.

Job context is not part of the Position Analysis Questionnaire (PAQ).

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

A job description is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job.

Name and discuss the nature of the steps in a work-flow analysis.

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

_____ provides a longitudinal overview of the dynamic relationships by which inputs are converted into outputs.

Which of the following is true about O * NET?

In most cases, job analysis information is obtained from _____.

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