Deck 4: Analyzing Work and Designing Jobs

Question 1

The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.

Answer 1

True

Question 2

Incumbents are the best source of information for a job analysis.

Answer 2

False

Question 3

A job specification looks at the qualities or requirements the person performing the job must possess, including knowledge, skills, and abilities to perform the job.

Answer 3

True

Question 4

The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.

Question 5

Job extension refers to empowering workers by adding more decision-making authority to their jobs.

Question 6

Applying industrial engineering to a job essentially increases its complexity.

Question 7

Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.

Question 8

Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.

Question 9

The primary goal of ergonomics is to reduce the information-processing requirements of a job.

Question 10

The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents.

Question 11

Someone who thrives in a highly structured environment might not be motivated by autonomy and would be a better fit for jobs with more supervision.

Question 12

All job descriptions within an organization should follow the same format.

Question 13

Job design is the process of defining how work will be performed and what tasks will be required in a given job.

Question 14

The Occupational Information Network uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1,000 broadly defined occupations.

Question 15

One method to simplify a job's mental demands is to limit the amount of memorization required for the job.

Question 16

Marcus has opted for a different work schedule in which he works 40 hours over four days a week, instead of working eight hours a day for five days a week. Marcus's schedule can be termed a compressed workweek.

Question 17

In the Job Characteristics Model, task significance defines the degree to which a job requires completing a "whole" piece of work from beginning to end.

Question 18

The role of the Occupational Safety and Health Administration in occupational settings ergonomics is restricted to setting guidelines and inspecting instances of violation.

Question 19

Through the process of work flow design, managers analyze the tasks needed to produce a product or service.

Question 20

One way to simplify a job's mental demands is to provide dim lighting and complex instructions.

Question 21

Tech Surge applies research into physics and biochemistry to create advanced surgical instruments and implants. Its research department attracts some of the most talented professionals in these disciplines, each with a passion for his or her specialty. Next year, the position of vice president of research will be vacant, so the executive team is working with the HR department to define selection criteria for a new vice president. Given the company's structure, which quality will be important for the new vice president to possess?

A) experience in setting up divisions based on customer groups
B) experience in leading employees with broad responsibilities
C) skill in setting up structures and jobs
D) the ability to align researchers' work with the company's strategy
E) the ability to motivate employees to identify more heavily with their profession

Question 22

Which process involves analyzing the tasks necessary for the production of a product or service?

A) ergonomics
B) work flow design
C) utilization analysis
D) industrial engineering
E) break-even analysis

Question 23

Killen Inc. is an interior design firm based in California. The firm has a team of interior designers working closely with manufacturers to create home décor products. In the context of a work flow analysis, the interior designers, manufacturers, and home décor products required to provide interior design services collectively constitute the

A) outputs.
B) jobs.
C) work processes.
D) operating procedures.
E) inputs.

Question 24

Which statement is true of work flow analysis?

A) Information cannot be considered to be an input because it is not tangible.
B) All outputs must be strictly measured in terms of quantity.
C) Outputs may be tangible or intangible products of the work processes.
D) Quality standards are not a key criterion in the process of work flow analysis.
E) Inputs and outputs are only the two stages required to represent a complete work flow cycle.

Question 25

The structure of Hearting Hospital is strongly based on function. Which statement best describes staff positions at this hospital?

A) Positions require more cognitive ability than at other hospitals.
B) Most positions are structured around teamwork.
C) Employees have broad authority for decision making.
D) Employees work in teams to care for groups of patients.
E) Positions are highly specialized.

Question 26

Combust Con Inc. specializes in manufacturing internal combustion engines. Recently, Combust Con has decided to create a division for the flexible fuel field. During this time, Ashton, the HR manager, has been reviewing and updating job descriptions. With the knowledge that a new division of jobs will be created, what would be the appropriate course of action for Ashton to take next?

A) Ashton should amend the original job descriptions to say they all will eventually take on flexible fuel responsibilities.
B) Ashton should take care to avoid including the titles of the jobs while formulating new job descriptions.
C) Ashton should wait until the new employees are hired before creating the new job descriptions.
D) Ashton should consider preparing new job descriptions since new jobs will be created in the organization.
E) Ashton should reuse the old job descriptions for the new jobs, instead of creating new ones.

Question 27

Toys-For-All is a toy manufacturing company. As the new production manager, Craig notices that the production unit has been underperforming. In an attempt to streamline the existing work flow, Craig brings in an HR specialist to help him conduct a work flow analysis. Craig describes to the specialist the quantity and quality of products to be produced. What will the HR specialist have Craig define next?

A) the raw materials required
B) the number of employees needed
C) the work processes used to generate the end product
D) an inventory of equipment, facilities, and systems
E) the data and information required by the production unit

Question 28

Fizzy Inc. is a soft-drink manufacturing company. Anne, the production manager, works with a human resource consultant to design a new work flow for the production unit. Together they define the necessary inputs. These include raw materials, information, human resources, and

A) skills.
B) outputs.
C) work processes.
D) equipment.
E) activity.

Question 29

What is a basic difference between job specifications and job descriptions?

A) Job specifications define tasks, and job descriptions define responsibilities.
B) Job specifications list observable actions, and job descriptions describe general qualities.
C) Job specifications look at a job's activities, and job descriptions look at the qualities needed to do the job.
D) Job descriptions define tasks, and job specifications define responsibilities.
E) Job descriptions look at a job's activities, and job specifications look at the qualities needed to do the job.

Question 30

Samuel's Security Inc. specializes in providing round-the-clock building security services to multinational companies. Samuel's Security selects security guards, conducts background checks, provides them with uniforms and training, and schedules guards to patrol and monitor security at clients' facilities. In the work flow analysis for Samuel's, which term best describes the security services?

A) outputs
B) inputs
C) resources
D) jobs
E) processes

Question 31

Julia is a line manager at Maddox Inc. She is assigned the task of understanding and gathering detailed information about the requirements of carrying out a certain job. Information gathered by Julia will be used to provide essential knowledge for staffing, training, performance appraisal, and other HR activities. What most likely corresponds to the task undertaken by Julia?

A) job analysis
B) job definition
C) job training
D) job swapping
E) job rotation

Question 32

A manager of a functional department would require skills in aligning employees' efforts with the organization's higher-level goals. Why is this a valid statement?

A) Employees in a functional department need to work in a team.
B) Broad responsibilities are assigned to employees working in a functional department.
C) Employees in functional departments tend to identify more with their own departments.
D) Employees expect their managers to empower them by allowing them to work in self-managing teams.
E) Employees in such departments tend to work in cross-functional teams.

Question 33

A list of the tasks, duties, and responsibilities that a job entails is called a

A) job evaluation.
B) job description.
C) utilization analysis.
D) conjoint analysis.
E) job standardization.

Question 34

Paul's Pizza, a pizza chain, is known for its quick service. To make a pizza, employees must prepare the dough and add the sauce and toppings. Cooking happens next, followed by packaging. In this scenario, the employees of Paul's Pizza are engaged in

A) work processes.
B) task identities.
C) group dynamics.
D) job analyses.
E) ergonomic activities.

Question 35

Isabella has joined the HR department of PLT Inc. as an intern. The organization plans on giving all newly hired site engineers copies of their job descriptions to help them understand what the organization expects of them. Isabella has been given the task of conducting job analyses and creating job descriptions for the site engineers. What should Isabella consider while creating the job descriptions?

A) Job descriptions do not include the job title.
B) Job descriptions focus on the qualities or requirements a person performing a job must possess.
C) Job descriptions contain only a brief statement that represents the set of responsibilities.
D) Job descriptions contain detailed specifications of the tasks involved in carrying out each duty.
E) Job descriptions are lists of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job.

Question 36

Paytonics Inc., a microchip manufacturing company, is hiring for the position of marketing manager for its new division. Patrick, the HR manager, considers the requirements of the job, including the necessary knowledge, level of proficiency, enduring capabilities, and other personality traits, such as persistence or motivation to achieve. Which document includes these considerations to help Patrick in selecting a candidate?

A) job description
B) job definition
C) job evaluation
D) job scope
E) job specification

Question 37

In the context of work flow design, which best describes a position?

A) the set of duties performed by a person
B) a set of related duties fulfilled by many employees
C) an aggregate of similar jobs
D) the set of skills and abilities that is required of a person in a job
E) the collection of tasks that constitute the complete organizational process

Question 38

David and Laura are planning an e-commerce company for business travelers. They want to be sure that all the employees have a wide scope of decision-making authority. Which kind of organizational structure is most appropriate for this kind of work?

A) divisions focused on customer groups
B) a highly centralized structure
C) highly specialized departments
D) employees grouped according to function
E) authority concentrated in a few people at the top

Question 39

Jessica wants to set up a manufacturing unit, so she meets with Rachel, a human resource manager at her company. Rachel explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. She suggests they start by defining the outputs of the process. To do this, what should Jessica define?

A) the processes that will be involved in manufacturing
B) the number of people required for production
C) the type of products that will need to be manufactured
D) the special equipment, facilities, and systems needed for production
E) the data and information needed by the work unit

Question 40

Caitlin's Consulting is a business consulting firm based in Nevada. The departments in the organization are based on the functions carried out by employees, such as customer service, marketing, tech support, and business consulting. Which statement is most likely true of the organizational structure of Caitlin's Consulting?

A) Management jobs are not affected by the organizational structure.
B) The jobs mostly involve teamwork or broad responsibilities.
C) The focus is primarily on products or customer groups within Caitlin's Consulting.
D) The workers work alone at highly specialized jobs.
E) The workers have more authority and are involved in decision making.

Question 41

Which statement best defines a competency?

A) It is the set of duties performed by a particular team.
B) It is the list of tasks, duties, and responsibilities (TDRs) that a particular job entails.
C) It is a set of related duties for accomplishing work.
D) It is the activity that a work unit's members engage in to produce a given output.
E) It is an area of personal capability that enables employees to perform successfully.

Question 42

Padwick Logic, a nationwide logistics company, has announced the opening of a new unit for the manufacturing division. Ashley, the HR manager, has been asked to help plan for the creation of the new unit. What relates to the task undertaken by Ashley, if she is involved in the process of explaining how an employee will execute his or her tasks?

A) job rotation
B) job evaluation
C) job design
D) job enrichment
E) job extension

Question 43

Rapp's Parts is a small machine shop that makes custom parts for manufacturers in the metropolitan area where it is located. For 20 years, Erin was the office assistant. She was hired to fill a position that involved keeping track of customers' orders and purchasing supplies. After Erin retired, the company hired another office assistant to perform the same tasks. Soon afterward, however, the company's owner began hearing from frustrated customers complaining that when they called the company with questions and problems, no one was taking responsibility and helping them as Erin had. What problem with job analysis is most likely to have occurred when Erin retired?

A) Rapp's Parts should have engaged in downsizing so fewer employees could get the work done.
B) When hiring the new employee, Rapp's Parts failed to use the fixed job description found on O*Net.
C) Rapp's Parts wasn't adaptable, although its environment was subject to change.
D) Erin took on customer service duties, but the job description didn't reflect the change.
E) The company didn't prevent Erin from changing her job based on personal preferences.

Question 44

Information from observers should be used as a supplement to information from incumbents. Identify the statement that is most likely to support this argument.

A) Incumbents are a logical source of information; however, they may not be able to provide precise information.
B) Incumbents provide accurate estimates of the importance of job duties, whereas supervisors provide accurate information about the time spent on safety-related risk factors.
C) Incumbents provide accurate information, but they may have an incentive to exaggerate what they do to appear more valuable to the organization.
D) Depending on external job analysts to supplement incumbents' information could be risky due to the relative inexperience of the analysts involved.
E) Information provided by observers who look for a match between what incumbents are doing and what they are supposed to do may be unreliable.

Question 45

Which statement is true regarding KSAOs?

A) KSAOs are characteristics of people and are not directly observable.
B) KSAOs and TDRs are the same thing.
C) In developing job specifications, considering all elements of KSAOs is unimportant.
D) The term stands for knowledge, skill, adaptability, and other characteristics.
E) KSAOs detail the tasks, duties, and responsibilities of a job.

Question 46

Which job analysis method requires subject-matter experts to evaluate a job in terms of abilities required to perform the job?

A) Work Sampling Technique
B) Participant Observation Technique
C) Fleishman Job Analysis System
D) Position Analysis Questionnaire
E) Conjoint Analysis Technique

Question 47

To gather information about worker requirements, the Fleishman Job Analysis System typically asks ________ to evaluate a job in terms of the abilities required to perform the job.

A) subject-matter experts
B) supervisors
C) HR specialists
D) external analysts
E) CEOs

Question 48

Which HR activity is similar to analyzing a job that does not yet exist?

A) human resource planning
B) performance appraisal
C) job evaluation
D) work redesign
E) selection

Question 49

Which statement is true of competency models?

A) They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy.
B) They identify and describe a few competencies required for success in a particular occupation or set of jobs.
C) They are only applicable to middle managers of an organization.
D) They focus more on tasks and outcomes and not on how people work.
E) They are only created for different occupational groups in an organization.

Question 50

Matthew, a human resource manager at a manufacturing company, recommends that the company use the Position Analysis Questionnaire (PAQ) for conducting job analysis. Which statement best supports Matthew's recommendation?

A) The PAQ considers the whole work process, from inputs through outputs.
B) The PAQ can be easily scored without a computer.
C) The PAQ is based on 52 categories of abilities.
D) The PAQ can be completed by untrained personnel.
E) A person who fills out the PAQ does not need college-level reading skills.

Question 51

Deborah is an HR executive looking for a new job. She comes across an advertisement in a newspaper seeking applications for the position of an HR manager. The advertisement exclusively highlights requirements such as strong communications skills, excellent teamwork abilities, and leadership skills. These requirements constitute a

A) job evaluation.
B) job analysis.
C) job description.
D) job specification.
E) job orientation.

Question 52

Which statement is true of the Occupational Information Network (O*NET)?

A) It provides listings of fixed job titles and narrow task descriptions.
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 represents the first attempt made by the U.S. Department of Labor to match the demand and supply of labor.
D) It uses an online platform to provide information about available federal jobs.
E) It was created by the U.S. Department of Labor in the 1930s as a vehicle for helping the new public employment system link the demand and supply of skills in the U.S. workforce.

Question 53

What is likely to contribute to errors in a job analysis?

A) use of multiple analysis methods to obtain a detailed job analysis
B) inputs from multiple sources such as incumbents and supervisors
C) fixed and unchanging job descriptions for various jobs
D) a combination of internal and external sources of information for job analysis
E) the creation of comprehensive and detailed job descriptions

Question 54

CISTO is a firm that builds information systems for banks and other financial institutions. In its presentations to prospective clients, the firm claims to have skilled employees. What does CISTO mean by this?

A) Its employees have previous experience in performing similar jobs.
B) It has factual or procedural information that is necessary for successfully performing a task.
C) Its employees have a significant level of proficiency required to perform a particular task.
D) Its employees are highly motivated.
E) Its employees have software certifications.

Question 55

Which statement is true of the Position Analysis Questionnaire (PAQ)?

A) It considers only the inputs of a work process, ignoring the outputs.
B) PAQ reports are very useful for writing job descriptions or redesigning jobs.
C) PAQ ratings cannot be used to compare dissimilar jobs.
D) The descriptions in the PAQ reports are very clear and specific.
E) The PAQ is meant to be completed only by job analysts trained in this method.

Question 56

Chris has been newly appointed as the head of the HR team at Cuffington Corp. In an attempt to establish a more efficient and reliable workflow, Chris has taken up the responsibility of creating job descriptions and job specifications for the newly hired and current engineers within the organization. While doing so, Chris gathers information about the knowledge, skills, abilities, and other characteristics (KSAOs) required for an engineer to successfully perform the job. How will determining the KSAOs most benefit the organization?

A) KSAOs will show engineers the work to be performed on the job.
B) KSAOs will be a resource for writing job descriptions.
C) KSAOs play a significant role in interviews and selection decisions.
D) KSAOs will enable line managers to carry out job analysis.
E) KSAOs should limit the number of factors listed in job specifications.

Question 57

Which statement is true regarding trends in job analysis?

A) Errors in job analysis have multiple sources, but most result from outdated job descriptions.
B) Today's workplace is more or less inflexible and is not constantly subject to change.
C) People imagine jobs to be unstable, whereas jobs actually do not change or evolve over time.
D) Changes in jobs occur only when there is a change in the descriptions of jobs.
E) Steve's argument is incorrect because new jobs do not have job descriptions.

Question 58

Cory, an HR manager, observes that the number of employees quitting their jobs has been steadily increasing over the last six months. On closer inspection, he finds that a majority of the employees who quit were unhappy with the pay structures. Cory assesses the significance of each job to the organization, which helps him set up fair pay structures. This in turn helps the organization retain valuable employees. What most likely relates to the task undertaken by Cory?

A) job evaluation
B) career planning
C) job training
D) performance appraisal
E) selection

Question 59

Titan Info Group is a software consulting firm based in Redmond. The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, Titan Info Group is using

A) a utilization analysis.
B) the Fleishman Job Analysis System.
C) a work flow design.
D) a conjoint analysis.
E) the Position Analysis Questionnaire.

Question 60

Identify the disadvantage of using the Position Analysis Questionnaire (PAQ).

A) It applies exclusively to similar job profiles.
B) It measures only the inputs of a work process.
C) It fails to provide computerized reports.
D) It deals only with the mental processes involved in performing a job.
E) It results in abstract reports that are of limited use.

Question 61

Which arrangement would qualify as job rotation?

A) a receptionist hired to perform the jobs of file clerk and typist
B) support staff being trained in front-office functions through periods of alternating work arrangements
C) members of the production team making decisions regarding how to resolve problems with customers
D) a manager participating in a meeting while on vacation with his family
E) a manager directing employees to stop production when quality standards are not met

Question 62

What is the objective of job enlargement?

A) to make jobs less repetitive and more interesting
B) to increase efficiency by identifying the best way to perform a job
C) to decrease the burden of decision-making responsibilities for employees
D) to assess the relative dollar value of each job to an organization
E) to decrease the impact a job has on the lives of other people

Question 63

Name the model that was developed by Richard Hackman and Greg Oldham to describe ways to make jobs more motivating.

A) the Cognitive Dissonance Model
B) the Situational Leadership Model
C) the Job Characteristics Model
D) the Fleishman Job Analysis Model
E) the Motivation-Hygiene Model

Question 64

According to Herzberg's two-factor theory, which factor would motivate individuals the most?

A) meaningfulness of a job
B) fringe benefits of a job
C) shares of company stock
D) salary and allowances
E) periodic bonuses

Question 65

Identify the step that can be taken by an organization to enrich manufacturing jobs for its employees.

A) Divide tasks among employees in greater detail.
B) Carry out time-and-motion studies to identify the best way to perform a job.
C) Make the tasks repetitive and simple to avoid errors.
D) Give employees more authority to manage the production process.
E) Establish a centralized decision-making process.

Question 66

The industrial engineering approach is most likely to emphasize

A) defining work arrangements and reporting requirements.
B) streamlining jobs to make them simpler and more efficient.
C) designing jobs in such a way that they require minimal specialization.
D) exploring new and diverse ways of doing the same job.
E) creating complex and challenging jobs that require innovative employees.

Question 67

What would be a benefit to the company if it plans on applying industrial engineering to existing jobs?

A) Industrial engineering will increase the complexity of the work.
B) Industrial engineering will eliminate the need for specialization in the job.
C) Industrial engineering will make jobs less specialized and less repetitive.
D) Industrial engineering will provide measurable and practical benefits.
E) Industrial engineering will represent the best way to make jobs more meaningful.

Question 68

In terms of the Job Characteristics Model, feedback refers to the extent to which

A) a job requiring completing a "whole" piece of work from beginning to end.
B) employees are given the authority to make decisions.
C) performance appraisals are perceived as transparent and fair by employees.
D) a job requires a variety of skills to carry out the tasks involved.
E) a person receives clear information about performance effectiveness from the work itself.

Question 69

Which statement is true of self-managing work teams?

A) Team members' job duties are narrowly defined.
B) Team members usually share work assignments.
C) Team members' joint responsibilities are minimal.
D) Team members only have the authority to schedule work.
E) Team members are only responsible for their individual tasks.

Question 70

According to the Job Characteristics Model, ________ refers to the job characteristic that reflects the degree to which a job allows an individual to make decisions about the way the work is carried out.

A) task knowledge
B) task ability
C) skill variety
D) autonomy
E) feedback

Question 71

Charlotte, the manager of an electronics store in Ohio, gives her staff the authority to resolve customer complaints. She lets the staff decide whether to issue refunds or replace merchandise in case of consumer grievances. Which job design technique is Charlotte implementing in her store?

A) job sharing
B) job extension
C) job rotation
D) job enrichment
E) job evaluation

Question 72

According to the Job Characteristics Model, what best describes task identity?

A) the extent to which a job requires a variety of skills to carry out the tasks involved
B) the degree to which a job allows an individual to make decisions about the way the work will be carried out
C) the extent to which a person receives clear information about performance effectiveness from the work itself
D) the degree to which a job requires completing a "whole" piece of work from beginning to end
E) the extent to which a job has an important impact on the lives of other people

Question 73

Green Gusts is a two-year-old company that makes wind turbines. The business owner, Mike, is struggling to compete. Finding enough employees who know how to do the work has been difficult, and Mike believes that his labor costs are too high because he cannot afford to match the prices of his nearest competitors. To help with these problems, Mike hires a new HR manager, Jake. Jake recommends they start by bringing in an industrial engineer. How is this approach to job design most likely to help Green Gusts?

A) by reducing injuries among workers
B) by giving employees feedback about performance effectiveness
C) by simplifying work and increasing output per worker
D) by motivating workers to do their best
E) by enlarging employees' jobs

Question 74

Printer Press Prestige, a publishing company, conducted an internal survey on employee satisfaction. The results indicated that a majority of its support staff considered their jobs to be monotonous. In order to change this, management decided to combine the job duties of assistants, typists, and file clerks into a single job that requires all three kinds of work. Which technique of job design did this move constitute?

A) job analysis
B) job review
C) job identification
D) job evaluation
E) job extension

Question 75

Jamie, a manager at a construction company, contends that applying industrial engineering is the simplest way to structure work and maximize efficiency. Which statement supports Jamie's argument?

A) Applying industrial engineering reduces the complexity of work.
B) Applying industrial engineering makes jobs more dynamic.
C) Organizations cannot combine industrial engineering with other approaches to job design.
D) Applying industrial engineering makes training people extremely difficult and time consuming.
E) Applying industrial engineering to a job increases its complexity.

Question 76

Brenda, a researcher, is of the opinion that organizations should empower employees, and suggests this should be done by designing work to be done by self-managing teams. Which statement would validate Brenda's argument?

A) Self-managing teams are highly involved in decision making.
B) Self-managing teams do not have the authority to schedule work or hire team members.
C) Organizations do not have to incur additional training expenditures.
D) Team members do not have to perform a wide variety of tasks, and they view their effort as significant.
E) Self-managing teams consume more time and result in lower productivity.

Question 77

Ryan, a regional manager for a leading automobile company in the United States, decides to design a manufacturing job based on the principles of industrial engineering. Following its successful implementation, which outcome should he expect?

A) increased efficiency
B) increased complexity
C) decreased repetitiveness
D) increased skill requirements
E) decreased specialization

Question 78

Job enrichment differs from job rotation in that job enrichment

A) empowers workers by adding more decision-making authority to their jobs.
B) transfers employees among several different jobs at the same hierarchical level.
C) combines several relatively simple jobs to form a job with a wider range of tasks.
D) allows employees to mutually exchange work roles at the same organizational level.
E) assesses the relative dollar value of each job to an organization.

Question 79

Which job design technique involving the addition of decision-making authorities to a job is credited to Frederick Herzberg?

A) job extension
B) job rotation
C) job enrichment
D) job enlargement
E) job sharing

Question 80

Which scenario reflects a job lacking the characteristic of task significance?

A) a job requiring a variety of skills to be performed
B) a job requiring completion of the whole piece of work from beginning to end
C) a job that has minimal impact on the lives of other people
D) a job allowing individuals to make autonomous decisions about the job
E) a job where a person receives clear information about performance effectiveness from the work itself