Question 1

TQM is a(n)______ program that considers many needs and requirements of customers and suppliers.

Accepted Answer

A) technical based 
B) individual employee 
C) outdated but still often used 
D) comprehensive and organization wide 
E) rarely used but excellent 
A) technical based 
B) individual employee 
C) outdated but still often used 
D) comprehensive and organization wide 
E) rarely used but excellent

Question 2

Self-managed work teams are more commonly used in _____.

Accepted Answer

A) production facilities 
B) government agencies 
C) colleges and universities 
D) service-oriented organizations 
E) none of the above 
A) production facilities 
B) government agencies 
C) colleges and universities 
D) service-oriented organizations 
E) none of the above

Question 3

Job enrichment encompasses _____.

Accepted Answer

A) the addition of additional tasks that are similar in nature 
B) increased responsibility and authority 
C) new challenges 
D) all of the above 
E) answers b and c 
A) the addition of additional tasks that are similar in nature 
B) increased responsibility and authority 
C) new challenges 
D) all of the above 
E) answers b and c

Question 4

The degree to which the job requires completion of a whole and identifiable piece of work is _____.

Accepted Answer

A) skill variety 
B) task identity 
C) scientific management 
D) task significance 
E) job context 
A) skill variety 
B) task identity 
C) scientific management 
D) task significance 
E) job context

Question 5

Total quality management is normally applied _____

Accepted Answer

A) in board meetings 
B) throughout the organization 
C) in lower-level management 
D) in both lower- and middle-level management 
E) production line 
A) in board meetings 
B) throughout the organization 
C) in lower-level management 
D) in both lower- and middle-level management 
E) production line

Question 6

Characteristics of TQM include _____.

Accepted Answer

A) assurances of not being laid off 
B) support by top management 
C) do it right the first time 
D) insured promotions for individuals who qualify 
E) answers b and c 
A) assurances of not being laid off 
B) support by top management 
C) do it right the first time 
D) insured promotions for individuals who qualify 
E) answers b and c

Question 7

The organization structure that results from self-managed work teams is one that is flat with few levels of managers and little support staff.

Accepted Answer

A) True 
 B)False

Question 8

A lack of training,especially for team members in group process and team building,is believed by some OD practitioners to be a major reason for failure of self-managed work teams.

Accepted Answer

A) True 
 B)False

Question 9

The degree to which a job provides for substantial freedom,independence,and discretion to the individual for scheduling work and determining procedures is _____.

Accepted Answer

A) job feedback 
B) authority 
C) autonomy 
D) skill variety 
E) task identity 
A) job feedback 
B) authority 
C) autonomy 
D) skill variety 
E) task identity

Question 10

The individual and the work group are becoming the mechanism in which work is organized.

Accepted Answer

A) True 
 B)False

Question 11

Total quality management attempts to change the context of a job as the work environment is typically not a function of total quality management.

Accepted Answer

A) True 
 B)False

Question 12

Skill variety,job feedback,and autonomy jointly determine a job's meaningfulness according to job characteristics theory.

Accepted Answer

A) True 
 B)False

Question 13

Job characteristics model attempts to develop objective measures of job characteristics that can directly affect employee attitudes and work behaviors.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is the typical work of self-managed work teams?

Accepted Answer

A) setting their goals and production schedules 
B) setting rewards for team members 
C) having a voice in who is hired and fired in the work team 
D) ordering their materials and equipment 
E) all of the above 
A) setting their goals and production schedules 
B) setting rewards for team members 
C) having a voice in who is hired and fired in the work team 
D) ordering their materials and equipment 
E) all of the above

Question 15

According to the job characteristics model,work motivation and satisfaction are affected by _____.

Accepted Answer

A) skill diversity,task identity and significance,independence,and feedback 
B) management working in collaboration with a union to bring needed changes to the work place 
C) achievement,recognition,the work itself,money,status,and benefits 
D) social relevance of work life,constitutionalism in the work organization,and fair compensation 
E) wellness programs 
A) skill diversity,task identity and significance,independence,and feedback 
B) management working in collaboration with a union to bring needed changes to the work place 
C) achievement,recognition,the work itself,money,status,and benefits 
D) social relevance of work life,constitutionalism in the work organization,and fair compensation 
E) wellness programs

Question 16

Work design productivity interventions are more closely related to _____.

Accepted Answer

A) behavioral changes 
B) technical changes 
C) structural changes 
D) distributed changes 
E) transaction analysis 
A) behavioral changes 
B) technical changes 
C) structural changes 
D) distributed changes 
E) transaction analysis

Question 17

Based on the job enrichment theory,an employee or work group should be given a natural and complete unit of work.This is opposite to the practice of specialization of labor that has dominated the structure of most organizations in the last 100 years.

Accepted Answer

A) True 
 B)False

Question 18

Functional departments such as accounting,personnel,engineering,and production increase in number as self-managed work teams are established in organizations.

Accepted Answer

A) True 
 B)False

Question 19

Unions are not part of the process involved in establishing and operating self-managed work teams,as the union is typically involved in fringe benefits and wages.

Accepted Answer

A) True 
 B)False

Question 20

The results of job design programs suggest that they can be successful if _____.

Accepted Answer

A) the model of job design is consistent and followed without alterations 
B) the implementation occurs over a short period of time so employees can see the results 
C) managers depend heavily on outside practitioners 
D) they have employee involvement 
E) all of the above 
A) the model of job design is consistent and followed without alterations 
B) the implementation occurs over a short period of time so employees can see the results 
C) managers depend heavily on outside practitioners 
D) they have employee involvement 
E) all of the above

TQM is a(n)______ program that considers many needs and requirements of customers and suppliers.

Self-managed work teams are more commonly used in _____.

Job enrichment encompasses _____.

The degree to which the job requires completion of a whole and identifiable piece of work is _____.

Total quality management is normally applied _____

Characteristics of TQM include _____.

The organization structure that results from self-managed work teams is one that is flat with few levels of managers and little support staff.

A lack of training,especially for team members in group process and team building,is believed by some OD practitioners to be a major reason for failure of self-managed work teams.

The degree to which a job provides for substantial freedom,independence,and discretion to the individual for scheduling work and determining procedures is _____.

The individual and the work group are becoming the mechanism in which work is organized.

Total quality management attempts to change the context of a job as the work environment is typically not a function of total quality management.

Skill variety,job feedback,and autonomy jointly determine a job's meaningfulness according to job characteristics theory.

Job characteristics model attempts to develop objective measures of job characteristics that can directly affect employee attitudes and work behaviors.

Which of the following is the typical work of self-managed work teams?

According to the job characteristics model,work motivation and satisfaction are affected by _____.

Work design productivity interventions are more closely related to _____.

Based on the job enrichment theory,an employee or work group should be given a natural and complete unit of work.This is opposite to the practice of specialization of labor that has dominated the structure of most organizations in the last 100 years.

Functional departments such as accounting,personnel,engineering,and production increase in number as self-managed work teams are established in organizations.

Unions are not part of the process involved in establishing and operating self-managed work teams,as the union is typically involved in fringe benefits and wages.

The results of job design programs suggest that they can be successful if _____.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

The Diagnostic Process

Overcoming Resistance to Change

Od Intervention Strategies

Process Intervention Skills

Employee Empowerment and Interpersonal Interventions

Team Development Interventions

Intergroup Development

Goal Setting for Effective Organizations

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

The Challenge and the Future for Organizations

Filters

Exam 13: Work Team Development

TQM is a(n)______ program that considers many needs and requirements of customers and suppliers.

Self-managed work teams are more commonly used in _____.

Job enrichment encompasses _____.

The degree to which the job requires completion of a whole and identifiable piece of work is _____.

Total quality management is normally applied _____

Characteristics of TQM include _____.

The organization structure that results from self-managed work teams is one that is flat with few levels of managers and little support staff.

A lack of training,especially for team members in group process and team building,is believed by some OD practitioners to be a major reason for failure of self-managed work teams.

The degree to which a job provides for substantial freedom,independence,and discretion to the individual for scheduling work and determining procedures is _____.

The individual and the work group are becoming the mechanism in which work is organized.

Total quality management attempts to change the context of a job as the work environment is typically not a function of total quality management.

Skill variety,job feedback,and autonomy jointly determine a job's meaningfulness according to job characteristics theory.

Job characteristics model attempts to develop objective measures of job characteristics that can directly affect employee attitudes and work behaviors.

Which of the following is the typical work of self-managed work teams?

According to the job characteristics model,work motivation and satisfaction are affected by _____.

Work design productivity interventions are more closely related to _____.

Based on the job enrichment theory,an employee or work group should be given a natural and complete unit of work.This is opposite to the practice of specialization of labor that has dominated the structure of most organizations in the last 100 years.

Functional departments such as accounting,personnel,engineering,and production increase in number as self-managed work teams are established in organizations.

Unions are not part of the process involved in establishing and operating self-managed work teams,as the union is typically involved in fringe benefits and wages.

The results of job design programs suggest that they can be successful if _____.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

The Diagnostic Process

Overcoming Resistance to Change

Od Intervention Strategies

Process Intervention Skills

Employee Empowerment and Interpersonal Interventions

Team Development Interventions

Intergroup Development

Goal Setting for Effective Organizations

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

The Challenge and the Future for Organizations

Filters