Deck 4: Designing and Analyzing Jobs

Question 1

The definition of ________ is the formal relationships among jobs in an organization.

A)chain-of-command
B)organization chart
C)job hierarchy
D)organizational structure
E)organizational design

Answer 1

D

Question 2

In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are

A)four jobs and four positions.
B)six jobs and six positions.
C)four positions and four jobs.
D)four jobs and six positions.
E)four positions and six jobs.

Answer 2

D

Question 3

An organization chart is often used to depict the structure of an organization.The chart is also used to

A)present a "snapshot"of the firm at a particular point in time.
B)indicate the types of departments established in the firm.
C)specify duties and responsibilities.
D)clarify the chain of command and show who is accountable to whom.
E)do none of the above.

Answer 3

D

Question 4

Maria is the vice -president of operations for a company in the retail industry.She has 10 store managers and 200 associates.The associates report to the store managers and they in turn report to Maria.Management has a decentralized approach towards individual stores.This company has the structure of a

A)bureaucratic organization.
B)hierarchical organization.
C)flat organization.
D)boundaryless organization.
E)decentralized organization.

Question 5

The field of study concerned with analyzing work methods and establishing time standards is known as

A)ergonomics.
B)job analysis.
C)job design.
D)job evaluation.
E)industrial engineering.

Question 6

Which of the following is true of work simplification?

A)It increases autonomy.
B)It often leads to lower job satisfaction.
C)Among educated workers it often leads to lower job satisfaction.
D)It enhances skill variety.
E)Among educated workers it often leads to lower job satisfaction and a demand for premium pay.

Question 7

The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as

A)preparing a job description.
B)job design.
C)job evaluation.
D)job analysis.
E)writing a job specification.

Question 8

Which of the following is true of industrial engineering?

A)It is about control and autonomy.
B)It is a field of study concerned with analyzing work methods.
C)It is a field of study emerging with scientific management which is concerned with analyzing work methods and making them more efficient.
D)It is a field of study focused on satisfying psychological needs.
E)It is a field of study focused on worker autonomy.

Question 9

Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with

A)industrial democracy.
B)job rotation.
C)co-determination.
D)job enlargement.
E)job enrichment.

Question 10

The collection of tasks and responsibilities performed by one person is known as

A)a job specification.
B)a job description.
C)a job analysis.
D)a job.
E)a position.

Question 11

Which of the following statements is true?

A)Unions are generally very supportive of job enrichment.
B)Most employees today want additional responsibilities.
C)Job enrichment programs are more successful in some jobs and settings than others.
D)Job redesign efforts can correct almost all job dissatisfaction problems.
E)Managers tend to be very supportive of job enrichment because it makes their jobs easier.

Question 12

Ergonomics aims to adapt the entire job system to match human characteristics.Doing so results in eliminating or minimizing

A)product defects.
B)worker injuries.
C)product defects, worker injuries, and task variability.
D)product defects, worker injuries, and negative psychological effects.
E)negative psychological effects.

Question 13

Job enlargement involves

A)vertical loading.
B)multi-skilling.
C)systematically moving employees from one job to another.
D)increased challenge.
E)horizontal loading.

Question 14

Seeking to integrate and accommodate the physical needs of workers into the design of jobs is known as

A)industrial engineering.
B)job enrichment.
C)scientific management.
D)ergonomics.
E)job enlargement.

Question 15

James Martini is the director of HR for Study Inc.He is working on a project to restructure the organization.At the moment, the organization has a top-down management approach with many levels of management.Jobs are highly specified with a narrow focus.The company wants to move into a more decentralized management approach with a high focus on teams and customer service.The organization is planning to move from a ________ organization to a ________ organization.

A)bureaucratic; boundaryless
B)bureaucratic; flat
C)flat; bureaucratic
D)boundaryless; flat
E)none of the above

Question 16

Lee has been with a financial institution for over a year now as a call centre specialist.During his time, he has had the opportunity to work in two other departments.The organization adopts a similar technique with other employees in the call centre.This is known as

A)job enrichment.
B)vertical loading.
C)skill variety.
D)job rotation.
E)job enlargement.

Question 17

Work simplification is an approach to job design.Which of the following statement is true of work simplification?

A)It can sometimes lead to a reduced demand for premium pay.
B)It may be very appropriate in settings employing highly educated persons.
C)It is effective in a changing environment.
D)It can be used to motivate highly educated employees.
E)It is based on the premise that work can be broken down into clearly defined tasks.

Question 18

The process of systematically organizing work into tasks is involved in

A)organizational design.
B)job design.
C)job analysis.
D)job evaluation.
E)writing job descriptions.

Question 19

Amal works for a production line.His task is to sew a button to the button hole of winter jackets.Since last month he was also given the task of creating the button hole in addition to attaching the button to the hole of the jacket.This is known as

A)job enlargement.
B)job rotation.
C)job enrichment.
D)vertical loading.
E)skill variety.

Question 20

Which of the following statements about organizational structures is true?

A)Flat structures are increasingly the norm.
B)Bureaucratic designs are becoming more common.
C)There are four types of organizational structure.
D)Emphasis on teams whose members cross organizational boundaries is a characteristic of flat structures.
E)An organization's structure should be appropriate to the organization's strategic goals.

Question 21

Which of the following should be addressed in a job analysis questionnaire?

A)job enrichment
B)job rotation
C)skill variety
D)individual competencies
E)the purpose of the job

Question 22

Job analysis provides data on job requirements that can be used to develop

A)a staffing table.
B)a skills inventory.
C)HR policies and procedures.
D)an organization chart.
E)a job description.

Question 23

A list of the knowledge, skills, and abilities needed to perform a particular job is known as

A)a position analysis.
B)a job description.
C)a job specification.
D)the job standards.
E)the human requirements.

Question 24

During a job analysis process, it is important to consider

A)reviewing information with job holders and immediate supervisors.
B)selecting representative positions and jobs to be analyzed.
C)collecting data on identified jobs using job analysis techniques.
D)reviewing the organization chart, process charts and existing job descriptions.
E)all of the above.

Question 25

The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of

A)a participant diary/log.
B)a position analysis questionnaire.
C)an individual interview.
D)a survey questionnaire.
E)functional job analysis.

Question 26

The first step in the job analysis process is

A)reviewing relevant background information about positions and jobs.
B)designing a job analysis questionnaire.
C)developing a job description and job specification.
D)selecting the representative jobs and positions to be analyzed.
E)identifying the use to which the information will be put.

Question 27

Collecting job analysis data in a larger organization usually involves

A)the work of the HR specialist alone.
B)the work of the supervisor alone.
C)HR generalists who are not consultants.
D)a labour union.
E)a joint effort by an HR specialist, the incumbent, and the supervisor.

Question 28

The following data collection method of job analysis can be used structured, unstructured, or in combination.When structured, questions are read to job holders and supervisors and/or fixed response choices are provided.When unstructured, questions are posed to job holders and supervisors and/or general response choices are provided.This is called the

A)group interview method.
B)questionnaire method.
C)observation method.
D)diary/log method.
E)individual interview method.

Question 29

The blueprint that shows the flow of inputs to outputs for the job under study is known as

A)a process chart.
B)an organization chart.
C)a job description.
D)a job specification.
E)a pay grade.

Question 30

The most widely used method for determining the duties and responsibilities of a job is

A)direct observation.
B)a participant diary/log.
C)an interview.
D)a position analysis questionnaire.
E)a survey questionnaire.

Question 31

Direct observation is often combined with which other job analysis method?

A)questionnaires
B)participant diary/log
C)functional job analysis
D)position analysis questionnaire
E)interviewing

Question 32

By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists.This is particularly useful for

A)establishing recruitment criteria.
B)determining a job's pay range.
C)training and development.
D)designing the job.
E)union negotiations.

Question 33

The final step in job analysis involves

A)performance management.
B)developing a job description and a job specification.
C)developing a compensation policy.
D)reviewing the information collected with job incumbents.
E)collecting data on job activities.

Question 34

A typical job analysis questionnaire has several

A)non-job-related questions.
B)questions regarding biographical data.
C)open-ended questions.
D)questions about the incumbent's educational background.
E)closed-ended questions.

Question 35

An HR department engaged in a job analysis exercise is conducting interviews with employees who hold the same job.Which type of interview is the HR department using?

A)group interview
B)supervisory interview
C)individual interview
D)structured interview
E)checklist interview

Question 36

Which job analysis technique is meaningless for jobs requiring mental effort?

A)a survey questionnaire
B)direct observation
C)an individual interview
D)a position analysis questionnaire
E)a participant diary/log

Question 37

Job analysis information should be verified by

A)jobholder(s).
B)comparison with the procedures manual.
C)comparison with the previous job description.
D)HR department staff members.
E)speaking to co-workers.

Question 38

Which of the following jobs could be analyzed effectively using direct observation?

A)human resources manager
B)lawyer
C)accounting clerk
D)design engineer
E)Any of these jobs could be analyzed using direct observation

Question 39

Collecting job analysis information generally involves

A)a union representative.
B)the jobholder's immediate supervisor.
C)a member from senior management.
D)peer groups.
E)an external consultant.

Question 40

A list of a job's duties, responsibilities, reporting relationships, and working conditions is known as

A)a position analysis.
B)the job standards.
C)a job specification.
D)a job description.
E)a job analysis questionnaire.

Question 41

The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?"is the

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

Question 42

A survey instrument designed to assist managers in identifying potential personality-related traits that may be important in a job is called a(n)

A)SPSS.
B)PPRF.
C)FAQ.
D)PAQ.
E)all of the above

Question 43

The section of the job description in which the major functions or activities are briefly identified is the

A)job summary.
B)job identification.
C)working conditions.
D)relationships.
E)job duties.

Question 44

Which of the following should you avoid writing in a job description?

A)a separate listing of each major duty
B)an indication of which tasks are most important
C)a description of the working conditions
D)a general statement such as "performs other duties as assigned"
E)a definition of the limits of the jobholder's authority

Question 45

Jim was recently hired as an HR assistant.As his first project, his immediate supervisor requested that he put forward a proposal to develop job descriptions for some of the key positions within the organization.What do you think Jim would have identified in the proposal as the most common areas to be included in a job description?

A)summary of performance evaluations
B)job holder's name
C)work culture
D)duties and responsibilities
E)company name

Question 46

The part of the job description in which budgetary limitations are identified is titled

A)relationships.
B)duties and responsibilities.
C)authority.
D)working conditions.
E)performance standards.

Question 47

"No more than three posting errors per month occur on average."Which component of the job description would this statement belong to?

A)job identification
B)performance standards
C)job summary
D)relationships
E)responsibilities and duties

Question 48

A quantitative approach to job analysis is more suitable when

A)the aim is to assign a value to each job for comparisons for pay purposes.
B)the organization exceeds 200 in number of staff.
C)the organization has limited time and financial resources.
D)the aim is to reduce the amount of data collection.
E)the organization is using external consultants for job analysis purposes.

Question 49

The PAQ rates jobs on which of the following dimension?

A)mental processes and job context
B)incumbent performance
C)processing information and incumbent performance
D)safety risks
E)job context

Question 50

Which of the following would not be included in the subsection of the job description titled "working conditions"?

A)amount of travel
B)equipment failure
C)hazardous conditions
D)frequency of interruptions
E)noise level

Question 51

An individual preparing a job description for the first time would find it helpful to refer to the

A)HRDC Job Classification Dictionary.
B)National Occupational Classification.
C)Canadian Classification and Dictionary of Occupations.
D)Dictionary of Occupational Titles.
E)Standard Occupational Classification.

Question 52

A written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed, is known as

A)a job analysis.
B)a job evaluation.
C)a job description.
D)the job standards.
E)a job specification.

Question 53

The subsection of the job description that describes contact with others inside and outside the organization is titled

A)relationships.
B)job identification.
C)job summary.
D)authority.
E)working conditions.

Question 54

Which of the following statements related to legal compliance is true?

A)If a candidate is unable to perform one or more of the essential job duties due to a physical disability, it is legally permissible for an employer to refuse to hire that individual.
B)If a candidate is unable to work on Friday evenings due to religious beliefs and rotating shifts are a job requirement specified in the working conditions subsection of the job description, the reasonable accommodation provisions of human rights legislation do not apply.
C)When assessing suitability for employment, employers can assess factors other than those related to the knowledge, skills, and abilities required for the essential job duties.
D)Canadian employers are legally obligated to have job descriptions.
E)Indicating the percentage of time spent on each duty can help to differentiate between essential and nonessential tasks and responsibilities.

Question 55

The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as

A)functional job analysis.
B)direct observation.
C)a structured survey.
D)a participant diary/log.
E)PAQ.

Question 56

The job identification section of a job description includes which of the following?

A)working conditions
B)job title
C)performance standards
D)job summary
E)relationships

Question 57

Identifying human requirements for a job can be accomplished through

A)a judgmental approach.
B)an interview approach.
C)questionnaires.
D)supervisors' interviews.
E)none of the above.

Question 58

When writing job specifications, it is important to list all bona fide occupational requirements based on job duties and responsibilities because

A)organizations are required to comply with federal employment legislation.
B)organizations are required to provide reasonable accommodation.
C)organizations are required to comply with human rights legislation.
D)job specifications are limited to specific jobs.
E)of none of the above.

Question 59

The job analysis technique that involves 194 items, each of which represents a basic element that may or may not play an important role in the job, is known as

A)functional job analysis.
B)a participant diary/log.
C)a structured survey.
D)the point factor method.
E)a position analysis questionnaire (PAQ).

Question 60

A physical demands analysis identifies

A)mental/emotional demands involved in the job.
B)senses used and amount of mental effort involved in the job.
C)type and frequency of motions used.
D)senses used, and the type, frequency, and amount of physical effort involved in the job.
E)the work environment.

Question 61

The National Occupational Classification is a reference tool for writing job descriptions and job specifications.It classifies occupations based on two key dimensions-skill level and skill type.

Question 62

Identify and briefly describe the three main types of organizational structure.Which type would you recommend for a retail convenience store?

Question 63

Among educated employees, simplified jobs often lead to lower satisfaction, higher rates of absenteeism, and turnover.Discuss three ways in which job content can be modified to improve employee engagement.

Question 64

Organizations that want to implement a high-performance work system will tend not to use traditional job descriptions in favour of using competency analysis.Outline the three reasons why competency analysis is preferred in a high-performance work system and given one example of a core competency.

Question 65

Work simplification can increase operating efficiency in a stable environment.

Question 66

Job analysis supports many key HR processes.Identify three (3)different HR areas where job analysis information is used and describe how job analysis information supports that area.For the last point, comment on the risk to organizations of not having up-to-date job analysis information.

Question 67

If an employee is unable to perform one or more of the essential duties of the job due to a physical or mental disability, accommodation is not required.

Question 68

Designing an organizational structure depends on the strategic goals of the company.

Question 69

A job description should not include phrases such as "other duties as assigned"because it can leave open the nature of the job and can be subject to abuse.

Question 70

List and describe the six steps involved in job analysis.

Question 71

Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

Question 72

The traditional meaning of a "job"as a set of well-defined responsibilities is changing.This is because

A)of reduced hierarchical structures.
B)employees are expected to adapt to changes infrequently.
C)employees are expected to adapt to changes frequently.
D)work is becoming more team based.
E)of all of the above.

Question 73

Taking only industrial engineering concerns into consideration in job design is sufficient because research does not support the view that human considerations are also critical.

Question 74

Job analysis is called the cornerstone of human resources management because information gathered through job analysis forms the basis for a number of interrelated HRM activities.

Question 75

Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.