Deck 4: Analyzing Work and Designing Jobs

Question 1

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.

Answer 1

False
Explanation: A position is the set of duties performed by one person.

Question 2

Ability is defined as a general enduring capability that an individual possesses.

Answer 2

True
Explanation: The Job Characteristics Model describes jobs in terms of five characteristics. In this model, the characteristic of task identity relates to the degree to which a job requires completing a "whole" piece of work from beginning to end. Task significance refers to the extent to which the job has an important impact on the lives of other people.

Question 3

Jobs that have survived the downsizing of recession tend to have a narrower scope of responsibilities coupled with increased supervision.

Answer 3

False
Explanation: The study of the interface between individuals' physiology and the characteristics of the physical work environment is called ergonomics. The goal of ergonomics is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works.

Question 4

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

Question 5

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

Question 6

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

Question 7

The expanded use of "project-based" organizational structures has reduced the need for analysis of work flows.

Question 8

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

Question 9

Job extension is defined as moving employees among several different jobs without changing the nature of the jobs the employee handles.

Question 10

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

Question 11

Industrial engineering provides the best way to motivate employees by adding meaning to their jobs.

Question 12

Applying industrial engineering to a job essentially increases its complexity.

Question 13

Work flow design is the process of analyzing the tasks necessary for the production of a product or service.

Question 14

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

Question 15

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

Question 16

Job sharing is a work option in which several relatively simple jobs are combined to form a job with a wider range of tasks.

Question 17

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

Question 18

The Occupational Information Network relies on fixed job titles and narrow task descriptions to describe the occupational requirements.

Question 19

According to Herzberg's two-factor theory,individuals are motivated more by the extrinsic aspects of work when compared to the intrinsic rewards.

Question 20

Work processes are the activities that a work unit's members engage in to produce a given output.

Question 21

Which of the following is an appropriate course of action while formulating job descriptions?

A) Alter the standard format of job descriptions within the organization to suit individual jobs.
B) Prohibit using the phrase "and other duties as requested" in job descriptions because it leads to ambiguity.
C) Avoid making changes in the job descriptions based on individual performance appraisals.
D) Prepare a new job description whenever a new job is created in the organization.
E) Once standardized and created, a job description must not be changed.

Question 22

Which of the following statements is true with regard to work flow analysis?

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

Question 23

The process of analyzing the tasks necessary for the production of a product or service is termed as _____.

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

Question 24

The process of getting detailed information about jobs is known as _____.

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

Question 25

What is the result of an organization structure that is strongly based on function?

A) Organizational functions tend to align to the different divisions in the company.
B) Jobs tend to involve teamwork or broad responsibility.
C) Focus tends to be primarily on products or customer groups.
D) Workers tend to work alone at highly specialized jobs.
E) Decision-making tends to be highly decentralized.

Question 26

Job specifications differ from job descriptions in that job specifications primarily describe:

A) the list of the tasks and responsibilities that the job entails.
B) the observable actions that comprise the various job demands.
C) the reporting relationships within the division which includes the job.
D) the functional needs of the position under study.
E) the qualities a person performing the job must possess.

Question 27

In the context of a work flow analysis,materials,equipment,and human resources needed to perform the tasks collectively constitute the _____.

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

Question 28

Joe has opted for a schedule where he works 40 hours over four days instead of working eight hours a day for five days,and gets a three-day off over the weekend.Joe's schedule can be termed a compressed workweek.

Question 29

In the context of work flow design,a position is _____.

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 30

_____ are the products of any work unit.

A) Outputs
B) Inputs
C) Tasks
D) Jobs
E) Processes

Question 31

Which of the following refers to a list of the tasks,duties,and responsibilities that a job entails?

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

Question 32

A _____ is a list of the knowledge,skills,abilities,and other characteristics (KSAOs)that an individual must have to perform a particular job.

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

Question 33

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

Question 34

A telework arrangement is easiest to implement for manufacturing workers.

Question 35

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

Question 36

The final stage in work flow analysis is to identify the _____.

A) tangible outputs of a particular work unit
B) operating procedures to be applied in production
C) work processes used to generate the outputs of the work unit
D) inputs used in the development of the work unit's product
E) market forces of demand and supply for the outputs

Question 37

_____ are the activities that a team's members engage in to produce a given output.

A) Work processes
B) Task identities
C) Group dynamics
D) Job analyses
E) Ergonomic activities

Question 38

Once the outputs are identified,the next step in a work flow analysis involves _____.

A) identifying the materials needed to generate the output
B) determining the human resource requirements for production
C) examining the work processes used to generate those outputs
D) taking an inventory of the special equipment, facilities, and systems needed for production
E) estimating the data and information needed by the work unit

Question 39

Job descriptions generally contain all of the following components EXCEPT _____.

A) the job title
B) a list of essential duties
C) a brief description of the responsibilities
D) the details of pay and benefits attached to the job
E) the details of the tasks involved

Question 40

OSHA's role in ergonomics in occupational settings is restricted to setting guidelines and inspecting instances of violation.

Question 41

In the 1930s,the U.S.Department of Labor created the _____ as a vehicle for helping the new public employment system link the demand for skills and the supply of skills in the U.S.workforce.

A) Career Development Facilitator (CDF)
B) Dictionary of Occupational Titles (DOT)
C) Occupational Information Network (O * NET)
D) Standard Occupational Classification (SOC)
E) Selected Characteristics of Occupations (SCO)

Question 42

The industrial engineering approach is most likely to emphasize _____.

A) elaborate work arrangements and reporting requirements
B) streamlining jobs to make them simpler, efficient, and automatic
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 43

Which of the following is true about knowledge,skills,abilities,and other characteristics (KSAOs)that are required for a job?

A) They are characteristics about the work to be performed, rather than the person on the job.
B) They are primarily used in job descriptions, rather than in job specifications.
C) They play an important role in interviews and selection decisions.
D) They are directly observable in operation and provide a clear basis for selection.
E) In developing job specifications, any one of the elements of KSAOs must be considered.

Question 44

The process of defining how work will be performed and what tasks will be required in a given job is known as _____.

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

Question 45

_____ involves assessing the relative dollar value of each job to the organization in order to set up fair pay structures.

A) Job evaluation
B) Career planning
C) Training
D) Performance appraisal
E) Job rotation

Question 46

Which of the following HR activities is similar to analyzing a job that does not yet exist?

A) Human resource planning
B) Career development
C) Job evaluation
D) Work redesign
E) Selection

Question 47

A(n)_____ is an area of personal capability that enables employees to perform their work successfully.

A) competency
B) entity
C) identity
D) duty
E) opportunity

Question 48

The _____ Questionnaire is a standardized job analysis questionnaire containing 194 questions about work behaviors,work conditions,and job characteristics that apply to a wide variety of jobs.

A) Utilization Analysis
B) Fleishman Job Analysis
C) Work Flow Design
D) Conjoint Analysis
E) Position Analysis

Question 49

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

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

Question 50

Which of the following is true of 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 a popular Internet-based software platform to provide information about the availability of qualified labor for governmental professions only.
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 the supply of skills in the U.S. workforce.

Question 51

Which of the following best defines 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 the 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 52

Skill is defined as _____.

A) the past experience a person has in performing similar jobs
B) the factual or procedural information that is necessary for successfully performing a task
C) an individual's level of proficiency at performing a particular task
D) the personality traits such as someone's persistence or motivation to achieve
E) the tangible aspects of an employee's abilities like licenses or certifications

Question 53

_____ refers to factual or procedural information that is necessary for successfully performing a task.

A) Knowledge
B) Attitude
C) Experience
D) Personality
E) Outlook

Question 54

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

A) It considers only the inputs of a work process, ignoring the outputs.
B) PAQ reports provide concrete recommendations 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 55

Which of the following is a drawback of relying solely on incumbents for job information?

A) They lack in-depth knowledge of the tasks and duties of the job.
B) They have little information about actual time spent performing job tasks.
C) They may have an incentive to exaggerate what they do.
D) They are less accurate in reporting safety-related risk factors.
E) They are less familiar with the standard operating procedures involved in the job.

Question 56

For analyzing technical skill levels,the best source for job information may be ____,who have vast experience rating a wide range of jobs.

A) HR executives
B) incumbents
C) supervisors
D) line managers
E) external job analysts

Question 57

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

A) Knowledge
B) Personality traits
C) Skill
D) Responsibility
E) Ability

Question 58

A limitation in using the PAQ is that it _____.

A) applies exclusively to similar job profiles
B) measures only the inputs of a work process
C) fails to provide computerized reports
D) requires incumbents to spend time filling the questionnaires
E) results in abstract reports that are of limited use

Question 59

Which of the following 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 like incumbents and supervisors.
C) Fixed and unchanging job descriptions for various jobs.
D) Combination of internal and external sources of information for job analysis.
E) Creation of comprehensive and detailed job description.

Question 60

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) the top management

Question 61

Within the Job Characteristics Model,_____ refers to the job characteristic that reflects the degree to which the 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 62

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

A) a job requires a variety of skills to carry out the tasks involved in the job and its duties
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 63

Which of the following 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) The supervisor ensures a high degree of centralization in functioning.
E) The responsibility of the team members is limited to their individual tasks.

Question 64

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

A) Meaningfulness of a job
B) Fringe benefits in the job
C) Share in company stock
D) Salary and allowances
E) Periodic bonuses

Question 65

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) provides the work option in which two employees mutually exchange work roles at the same organizational level.
E) assesses of the relative dollar value of each job to the organization.

Question 66

Which of the following arrangements would qualify as job rotation?

A) A receptionist is required to perform the jobs of file clerk and typist.
B) Training housekeeping staff 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 67

In the Job Characteristics Model,task identity is defined as the _____.

A) extent to which a job requires a variety of skills to carry out the tasks involved
B) degree to which the 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) degree to which a job requires completing a "whole" piece of work from beginning to end
E) extent to which the job has an important impact on the lives of other people

Question 68

Which of the following best describes job sharing?

A) A work option in which two part-time employees carry out the tasks associated with a single job.
B) Allowing full-time employees to choose start and end times within the guidelines specified by the organization.
C) Empowering individual workers by adding more opportunities for specialization in their current job duties.
D) Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks.
E) Enlarging jobs by moving employees among several different jobs.

Question 69

Philip Matteo,a regional branch manager for a leading automobile company in the U.S.,decides to design a manufacturing job based on the principles of industrial engineering.Following its successful implementation which of the following outcomes should he expect?

A) Increased efficiency
B) Increased complexity
C) Decreased repetitiveness
D) Increased skill requirements
E) Decreased specialization

Question 70

Which of the following is the objective of job enlargement?

A) To make jobs less repetitive and more interesting
B) To increase efficiency by identifying one 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 the organization
E) To decrease the impact the job has on the lives of other people

Question 71

Thought-Creations Inc.,a publishing company in Manhattan conducted a survey on employee satisfaction.The results indicated that a majority of its support staff considered their jobs to be monotonous.In order to make the requisite change,the 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 of the following techniques of job design did this move constitute?

A) Job rotation
B) Job review
C) Job enrichment
D) Job evaluation
E) Job extension

Question 72

Which of the following steps can an organization take to enrich manufacturing jobs for its employees?

A) Divide tasks among employees in great detail.
B) Carry out time-and-motion studies to identify one 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) Encourage job specialization and division of labor.

Question 73

Which of the following models 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 Push and Pull Model
E) The Motivation-Hygiene Model

Question 74

Which of the following would qualify as a compressed workweek?

A) Employees are required to be at work from 10:00 a.m. to 3:00 p.m. and can choose additional hours before/after this period.
B) Two part-time employees work in different shifts and share the tasks of a specific job.
C) Employees can work in the office two days a week and work from home the other three days.
D) Employees can choose to work away from a centrally located work area.
E) Employees are permitted to work 10 hours a day, Monday through Thursday.

Question 75

Tech-Marketing Inc.,an advertising firm located in Ohio,requires its employees to be at work between the hours of 10:00 a.m.to 3:00 p.m.This work rule allows employees to work additional hours before or after the time period in order to work the full day.Identify the job design method implemented at Tech-Marketing.

A) Zero-hour contract
B) Flextime
C) Compressed workweek
D) Telework
E) Retroactive overtime

Question 76

Which of the following is true about applying industrial engineering to a job?

A) It increases the complexity of the work.
B) It eliminates the need for specialization in the job.
C) It makes jobs less specialized and less repetitive.
D) It provides measurable and practical benefits.
E) It represents the best way to add meaningfulness to jobs.

Question 77

Which of the following job design techniques 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 78

Helen Taylor works 10 hours a day for 4 days a week,while her colleagues work 8 hours a day for 5 days a week.Helen is utilizing a flexible work schedule option known as _____.

A) the zero-hour contract
B) the compressed workweek
C) the flexible workweek
D) retroactive overtime
E) telework

Question 79

In which of the following scenarios will workers be less motivated to perform the job?

A) When the job requires a variety of skills to be performed
B) When the job requires completing the whole piece of work from beginning to end
C) When the job has minimal impact on the lives of other people
D) When the job allows individuals to take autonomous decisions about the job
E) When a person receives clear information about performance effectiveness from the work itself

Question 80

Carl Borden,the manager of an electronics store in California,gives his staff the authority to resolve customer complaints.He lets the staff decide whether to issue refunds or replace merchandise in case of consumer grievances.Which of the following job design techniques does Carl implement in his store?

A) Job sharing
B) Cross training
C) Job rotation
D) Job enrichment
E) Job evaluation