Question 1

The process by which work is organized into the separate tasks required to perform a specific job is called:
A) job analysis.
B) job design.
C) task significance.
D) task identity.

Accepted Answer

Job design is the process of organizing work tasks to create a specific job. It involves determining the tasks and responsibilities that make up the job, the order in which they are performed, and the methods and procedures used to complete them. Job analysis, on the other hand, is the process of gathering information about the job's requirements and the skills and abilities needed to perform it. Task significance and task identity are important aspects of job design but are not the process of organizing work tasks into a specific job.

Question 2

Your production lines make a standardized product.Efficiency is critical to your production costs.The majority of production line tasks are mechanical and repetitive.Which of the following would be most appropriate?
A) Job enrichment
B) Job rotation
C) Work simplification
D) Team-based job design

Accepted Answer

Work simplification is the most appropriate strategy for a production line where efficiency is critical and tasks are mechanical and repetitive. This involves breaking down tasks into small, simple steps and eliminating any unnecessary movements or actions. By simplifying tasks, workers can work more efficiently, reducing production costs and maximizing output. Job enrichment, job rotation, and team-based job design are more appropriate for jobs that require more mental or social skills and are less repetitive in nature.

Question 3

Which of the following is an example of job enrichment?
A) Reducing specialized tasks by combining them and giving employees more narrowly defined tasks to perform
B) Expanding the horizontal and vertical dimensions of the job by giving an employee responsibility for the whole production
C) Dividing employees into self-managing teams that perform several different tasks and have complete responsibility for the entire production process
D) Matching employees to the job by examining their needs and skills and the specific job characteristics

Accepted Answer

Job enrichment involves expanding the responsibilities and tasks associated with a particular job in order to provide employees with a greater sense of challenge and opportunity for growth. Option B best fits this definition since it involves giving an employee responsibility for the entire production process, which is a significant increase in both horizontal and vertical tasks. The other options involve either reducing or maintaining the same level of tasks and responsibilities, and do not represent job enrichment.

Question 4

Which of the following is a term used to describe one or several duties that identify and describe the major purpose for the job's existence?
A) Responsibility
B) Work
C) Position
D) Task

Accepted Answer

Responsibility is the term used to describe one or several duties that identify and describe the major purpose for a job's existence, focusing on the obligations and expected outcomes associated with the role.

Question 5

Job analysis is helpful to HR professionals in performing which of the following tasks?
A) Establishing an HRIS
B) Developing a budget
C) Designing a benefit plan
D) Recruiting employees

Accepted Answer

Job analysis helps HR professionals to identify the exact skills, knowledge, and abilities required for performing a specific job. This information can then be used to develop job descriptions and job specifications, which in turn can be used as a basis for recruiting and selecting employees.

Question 6

The basic element of work that is a logical and necessary step to perform a job is a:
A) duty.
B) task.
C) responsibility.
D) job description.

Accepted Answer

A task is a specific action or duty that is required to be performed in order to complete a job. It is a basic building block of work and is essential to the overall success of a job. While responsibilities and job descriptions may also be important in defining a job, they are not as directly tied to the actual work that needs to be done as tasks are. Therefore, the best choice for this question is B, task.

Question 7

Work adjustment theory suggests that employees' motivational levels and job satisfaction depend on clearly defined objectives.

Accepted Answer

Work adjustment theory focuses on the correspondence between an individual's abilities and values and the demands and rewards of a job, rather than specifically on clearly defined objectives influencing motivation and job satisfaction.

Question 8

Which of the following has the LEAST influence on job design?
A) Work-flow analysis
B) Employee motivation
C) Organizational structure
D) Business strategy

Accepted Answer

While employee motivation can certainly be enhanced through job design, it typically has the least direct impact on job design when compared to work-flow analysis, organizational structure, and business strategy.

Question 9

What is the best job analysis tool for developing task-oriented job descriptions and performance appraisal forms?
A) Task inventory analysis
B) Methods analysis
C) Critical incident technique
D) MPDQ

Accepted Answer

Task inventory analysis is a job analysis tool that develops a comprehensive list of tasks required for job performance. This list can be used to create task-oriented job descriptions and performance appraisal forms, providing a detailed and systematic approach to identify job duties and responsibilities. Other job analysis tools such as methods analysis and critical incident technique may also provide valuable information, but may not be as effective in task analysis and job description development. MPDQ (Minnesota Importance Questionnaire) focuses on the importance of personality traits in job performance rather than task-oriented descriptions.

Question 10

Frederick Herzberg's two-factor motivation theory focuses on the fit between the employee's needs and abilities and the characteristics of the job and the organization.

Accepted Answer

Frederick Herzberg's two-factor motivation theory distinguishes between motivators (factors that can lead to satisfaction and increase motivation) and hygiene factors (factors that can lead to dissatisfaction if missing, but do not necessarily motivate if increased). It does not primarily focus on the fit between the employee's needs and abilities and the characteristics of the job and the organization.

Question 11

Which question would most likely be answered by a job analysis?
A) What machines are required for the job?
B) What job design method is best for the position?
C) What recruiting methods are used for filling the job?
D) What performance appraisal system is used to evaluate the job?

Accepted Answer

A job analysis would provide information on the tasks, duties, and responsibilities of a job, including any specific equipment or machines needed to perform the job. The other options (B, C, D) are more related to job design, recruiting, and performance management, respectively.

Question 12

A team-based job design would work best for a business under what circumstances?
A) The business has a bureaucratic organization structure.
B) The business has a flat and boundaryless structure.
C) The business maintains a strong defender strategy.
D) The business is considering a move toward goal-setting theory.

Accepted Answer

A team-based job design is most effective in a flat and boundaryless organizational structure where employees work collectively to achieve goals. This structure promotes collaboration and communication among team members, allowing them to utilize each other's skills and expertise to solve problems and make decisions. In contrast, a bureaucratic organization structure is hierarchical and can discourage communication and collaboration, making a team-based job design difficult to implement. A defender strategy emphasizes efficiency and stability, while a team-based job design values innovation and adaptability, so these may not align well. A move towards goal-setting theory could potentially support a team-based job design, but this approach can work in a variety of organizational structures, so it is not a definitive factor.

Question 13

Cecilia is observing assembly line workers performing their tasks.She's watching to see who they interact with,what machines they use,and how much they are supervised.Cecilia is most likely conducting a:
A) work flow analysis.
B) performance appraisal.
C) job redesign.
D) job analysis.

Accepted Answer

Cecilia is most likely conducting a job analysis, which involves observing and collecting information about the tasks, duties, and responsibilities of a job as well as the knowledge, skills, and abilities required to perform it. Work flow analysis is more focused on improving the efficiency of a process or workflow. Performance appraisal involves evaluating the performance of an employee based on preset criteria. Job redesign is the process of changing the design of a job to improve its efficiency or effectiveness.

Question 14

Additional Case 2.4
Dorenda owns a small business, and she has asked you for HR advice. Her company has a handful of permanent employees, but the work force consists mainly of contract workers. Dorenda typically employs various contractors for three-month projects. Permanent employees typically quit within one year of being hired.
Dorenda wants to increase her permanent employees' motivation, so she has set general goals for them to meet. She also plans to hire some more permanent employees, but she first wants to determine what skills, knowledge, and abilities job candidates need to have in order to meet specific company needs.
-Refer to Additional Case 2.4.You anticipate that Dorenda's choices regarding employee motivation will not produce the results she wants because:
A) the goals lack specificity and employee input.
B) there are too few hygiene factors in comparison to motivators.
C) employees are more motivated in a decentralized organization.
D) the goals are too challenging and frequent feedback creates employee anxiety.

Accepted Answer

Setting general goals without the input and involvement of employees can lead to a lack of specificity and a lack of buy-in from employees, which can ultimately result in decreased motivation. It is important to involve employees in goal-setting and to ensure that goals are specific and achievable.

Question 15

________ is that which energizes,directs,and sustains human behavior.

Accepted Answer

The answer of ________ is that which energizes,directs,and sustains human...

Question 16

Which of the following would most likely increase as a result of work simplification?
A) Costs
B) Turnover
C) Satisfaction
D) Skill variety

Accepted Answer

The answer of Which of the following would most likely...

Question 17

What are the four perspectives on employee motivation? What are the key elements of each perspective? What are the weaknesses of each perspective? How can job design affect employee motivation?

Accepted Answer

The answer of What are the four perspectives on employee...

Question 18

According to goal-setting theory,employees are more motivated by challenging goals than simple goals.

Accepted Answer

According to goal-setting theory, employees are more motivated by challenging goals as they allow for greater sense of accomplishment, satisfaction, and intrinsic motivation. Simple or easily achievable goals may not provide the same level of motivation and may not lead to higher performance levels.

Question 19

Your relatively flat organization is moving toward a boundaryless structure.Layers of management have been reduced to a minimum.You want employees to be self-managing,to perform several different tasks,and to take complete responsibility for the entire production process.________ would be your best choice as you implement a job redesign program.
A) Work simplification
B) Team-based job designs
C) Flexible work designs
D) Job enrichment

Accepted Answer

Team-based job designs would be the best choice as they promote collaboration, communication, and shared responsibility among team members, which aligns with the goals of a boundaryless structure. This allows for more flexibility and adaptability while minimizing the need for hierarchical management. It also encourages employees to take ownership of their work and contribute to the overall success of the team, which promotes self-management and job satisfaction. Work simplification and job enrichment focus more on individual tasks and responsibilities, while flexible work designs may not provide the necessary structure and accountability for a self-managing team.

Question 20

According to job characteristics theory,higher levels of autonomy and specific managerial feedback will improve employee job satisfaction and motivation.

Accepted Answer

According to job characteristics theory, higher levels of autonomy and specific managerial feedback are two of the five core job characteristics (along with task significance, task identity, and skill variety) that can lead to improved employee job satisfaction and motivation. Autonomy allows employees to have more control over their work and decision-making, while specific managerial feedback provides employees with information on their performance and how to improve.

Quiz 2: Managing Work Flows and Conducting Job Analysis

The process by which work is organized into the separate tasks required to perform a specific job is called:

Your production lines make a standardized product.Efficiency is critical to your production costs.The majority of production line tasks are mechanical and repetitive.Which of the following would be most appropriate?

Which of the following is an example of job enrichment?

Which of the following is a term used to describe one or several duties that identify and describe the major purpose for the job's existence?

Job analysis is helpful to HR professionals in performing which of the following tasks?

The basic element of work that is a logical and necessary step to perform a job is a:

Work adjustment theory suggests that employees' motivational levels and job satisfaction depend on clearly defined objectives.

Which of the following has the LEAST influence on job design?

What is the best job analysis tool for developing task-oriented job descriptions and performance appraisal forms?

Frederick Herzberg's two-factor motivation theory focuses on the fit between the employee's needs and abilities and the characteristics of the job and the organization.

Which question would most likely be answered by a job analysis?

A team-based job design would work best for a business under what circumstances?

Cecilia is observing assembly line workers performing their tasks.She's watching to see who they interact with,what machines they use,and how much they are supervised.Cecilia is most likely conducting a:

________ is that which energizes,directs,and sustains human behavior.

Which of the following would most likely increase as a result of work simplification?

What are the four perspectives on employee motivation? What are the key elements of each perspective? What are the weaknesses of each perspective? How can job design affect employee motivation?

According to goal-setting theory,employees are more motivated by challenging goals than simple goals.

According to job characteristics theory,higher levels of autonomy and specific managerial feedback will improve employee job satisfaction and motivation.