Question 1

According to the job characteristics model, task significance is the degree to which the job requires completion of a "whole" and identifiable piece of work, one that involves doing a job from beginning to end with a visible outcome.

Accepted Answer

Task significance refers to the degree to which a job has a substantial impact on the lives or work of other people, not to the completeness of a task. The description given matches the definition of "task identity."

Question 2

Job enrichment increases job breadth by having the worker perform more and different tasks, but all at the same level of responsibility and challenge.

Accepted Answer

Job enrichment involves increasing the depth of the job to give the employee more responsibility, autonomy, and control over their work, focusing on enhancing the quality and challenge of the tasks rather than just increasing the number of different tasks.

Question 3

Organizations benefit from job sharing when they can attract talented people who would otherwise be unable to work.

Accepted Answer

Job sharing allows for flexibility in work arrangements, which can attract individuals who may have other responsibilities such as caregiving or pursuing further education. By allowing these talented individuals to work in a way that accommodates their needs, organizations can benefit from their skills and retain them as valuable employees.

Question 4

Job rotation increases task variety by periodically shifting workers among jobs involving tasks of similar difficulty and responsibility.

Accepted Answer

Job rotation involves shifting workers among jobs involving tasks of similar difficulty and responsibility to increase task variety and learning opportunities.

Question 5

Job enlargement is designed to increase job breadth by having the worker perform more and different tasks, but all at the same level of responsibility and challenge.

Accepted Answer

Job enlargement involves adding more tasks and responsibilities to a worker's job, but the level of challenge and responsibility remains the same. This approach aims to increase job satisfaction and reduce boredom.

Question 6

In today's economy, more and more employers are requiring their employees to be at work to ensure productivity; therefore, telecommuting is on the decline.

Accepted Answer

This statement is not entirely accurate. While there may be some employers who require their employees to be on-site for productivity reasons, many companies still allow and even encourage telecommuting as a way to improve work-life balance and reduce overhead costs. Some companies have even moved to fully remote workforces. Additionally, the COVID-19 pandemic has led to a significant increase in telecommuting as a necessary safety measure. Therefore, telecommuting is not necessarily on the decline in today's economy.

Question 7

Job enlargement occurs when task variety is increased by combining into one job, two or more tasks that were previously assigned to separate workers.

Accepted Answer

Job enlargement refers to combining multiple tasks previously assigned to different workers into one job, thus increasing the range of tasks and responsibilities for that job.

Question 8

A compressed workweek allows a full-time job to be completed in fewer than five standard workdays.

Accepted Answer

A compressed workweek typically involves working longer hours in fewer days, such as working four 10-hour days instead of five 8-hour days. This allows for a full-time work schedule to be completed in fewer than five standard workdays.

Question 9

Implementing a job-design strategy of job simplification typically leads to lower rates of absenteeism and turnover.

Accepted Answer

Job simplification, which involves breaking down jobs into simpler components and reducing the variety of tasks that individuals perform, can actually lead to higher rates of absenteeism and turnover due to increased monotony and reduced job satisfaction.

Question 10

The machine-paced automobile assembly line is a classic example of job rotation.

Accepted Answer

The machine-paced automobile assembly line is a classic example of job specialization, not job rotation, as workers typically perform repetitive tasks rather than rotating through different tasks.

Question 11

According to the integrated model of individual work motivation, whether or not a work setting proves motivational for an individual depends on the __________.

Accepted Answer

According to the integrated model of individual work motivation, the availability of rewards and their perceived value are one of the key factors that determine whether a work setting is motivational for an individual. This includes both extrinsic rewards such as pay, bonuses, and benefits, as well as intrinsic rewards such as recognition, a sense of accomplishment, and opportunities for professional development. Other factors such as supportive team members, camaraderie, quality of supervision, and direction can also contribute to work motivation, but the availability of rewards and their perceived value is the most significant factor.

Question 12

Frederick Herzberg is a proponent of job enrichment, which is the practice of enhancing job content by building into the job more motivating factors such as responsibility, achievement, recognition, and personal growth.

Accepted Answer

Frederick Herzberg is indeed a proponent of job enrichment, which involves adding motivating factors to a job to enhance its content, such as responsibility, achievement, recognition, and personal growth.

Question 13

The moderators in the job characteristics model include growth-need strength, knowledge and skill, and context satisfaction.

Accepted Answer

According to the job characteristics model, the moderators include growth-need strength, knowledge and skill, autonomy, and context satisfaction.

Question 14

Research results on the job characteristics model indicate that positive job characteristics impact performance more strongly for low-growth need individuals than for high-growth need individuals.

Accepted Answer

Research on the job characteristics model typically shows that positive job characteristics (such as task significance, autonomy, and skill variety) have a stronger impact on performance and satisfaction for individuals with high growth need strength compared to those with low growth need strength. High growth need individuals are more likely to seek out, appreciate, and benefit from jobs that offer opportunities for personal growth, learning, and development.

Question 15

The job characteristics model identifies eight core job characteristics that are particularly important to job design.

Accepted Answer

The Job Characteristics Model identifies five core job characteristics: skill variety, task identity, task significance, autonomy, and feedback.

Question 16

Flexible working hours also called flextime) give employees a daily choice in the timing of their work commitments.

Accepted Answer

Flexible working hours allow employees to choose when they begin and end their workday, providing them control over their schedule.

Question 17

Changes in a job that are designed to increase job depth are sometimes called vertical loading.

Accepted Answer

Vertical loading involves adding tasks and responsibilities at higher levels of skill and decision-making authority, increasing job depth.

Question 18

According to the integrated model of individual work motivation, a person's job performance is influenced most directly by all of the following EXCEPT:

Accepted Answer

The answer of According to the integrated model of individual...

Question 19

Implementing a job-design strategy of job simplification usually increases operating efficiency by reducing the number of skills required to do a job, and thereby keeps the needs for job training to a minimum and emphasizing the accomplishment of repetitive tasks.

Accepted Answer

Job simplification involves breaking down complex tasks into simpler ones, which reduces the number of skills required to perform the job. This can make training needs minimal and emphasize the completion of repetitive tasks, leading to increased operating efficiency.

Question 20

In permanent part-time work, a person works less than the standard 40-hour workweek but is considered to be a permanent member of the organization's workforce.

Accepted Answer

In permanent part-time work, employees work less than the standard 40-hour workweek but are still considered to be permanent members of the organization's workforce.

Quiz 6: Motivation and Performance