Question 1

What is a job specification?

Accepted Answer

A)  a statement of the knowledge, skills, and abilities required to perform the job 
B)  a statement of the tasks, duties, and responsibilities associated with the job 
C)  a group of related activities and duties 
D)  the different duties and responsibilities performed by one employee 
A)  a statement of the knowledge, skills, and abilities required to perform the job 
B)  a statement of the tasks, duties, and responsibilities associated with the job 
C)  a group of related activities and duties 
D)  the different duties and responsibilities performed by one employee A

Question 2

In which situation would a job design be recommended?

Accepted Answer

A)  New technology has drastically changed the way that work is done in a manufacturing plant shop floor and employees are finding there is a lot more spare time. 
B)  Due to a recent change in upper management and benefit policies, several hundred highly skilled employees have recently left the organization and moved to a competitor. 
C)  The culture of the organization is deemed by an external consultant to be "stagnant" and in need of a change. 
D)  Members of the organization are trying to form a union. 
A)  New technology has drastically changed the way that work is done in a manufacturing plant shop floor and employees are finding there is a lot more spare time. 
B)  Due to a recent change in upper management and benefit policies, several hundred highly skilled employees have recently left the organization and moved to a competitor. 
C)  The culture of the organization is deemed by an external consultant to be "stagnant" and in need of a change. 
D)  Members of the organization are trying to form a union. A

Question 3

The functional job analysis approach utilizes an inventory of the various types of work activities that can constitute any job.

Accepted Answer

A) True 
 B)False  True

Question 4

A statement of the different duties, tasks, and responsibilities of a job is known as a job description.

Accepted Answer

A) True 
 B)False

Question 5

Job design is an outgrowth of job analysis.

Accepted Answer

A) True 
 B)False

Question 6

What is often cited as the most important factor contributing to the success of employee involvement groups?

Accepted Answer

A)  team pay and benefits 
B)  appropriate job design 
C)  organizational design 
D)  comprehensive training of employees 
A)  team pay and benefits 
B)  appropriate job design 
C)  organizational design 
D)  comprehensive training of employees

Question 7

What do we call an analysis in which the emphasis is placed on characteristics of successful performers rather than standard duties?

Accepted Answer

A)  a person-based job analysis 
B)  a competency-based analysis 
C)  a performance-based job analysis 
D)  a team-based analysis 
A)  a person-based job analysis 
B)  a competency-based analysis 
C)  a performance-based job analysis 
D)  a team-based analysis

Question 8

Employees participate in flextime when they do entirely different jobs on a rotating schedule.

Accepted Answer

A) True 
 B)False

Question 9

The position analysis questionnaire (PAQ) is a qualitative job analysis method.

Accepted Answer

A) True 
 B)False

Question 10

In the job characteristics model, skill variety refers to the amount of freedom held by the employee to schedule work and perform activities.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is another term for employee involvement groups?

Accepted Answer

A)  project teams 
B)  cross-functional teams 
C)  synergistic groups 
D)  quality circles 
A)  project teams 
B)  cross-functional teams 
C)  synergistic groups 
D)  quality circles

Question 12

According to the work of Herzberg, which of the following methods can managers use to enrich the jobs of employees?

Accepted Answer

A)  improving pay 
B)  increasing benefits 
C)  adding more responsibility to jobs 
D)  improving leadership 
A)  improving pay 
B)  increasing benefits 
C)  adding more responsibility to jobs 
D)  improving leadership

Question 13

Scenario 4.1
Mike Brassington is the CEO of Canada Steel, a firm that produces steel products for a global market. To improve on one of its products that has received some criticisms on its quality, Canada Steel wants to put together a team that will involve different people in the organization, across different departments, so as to utilize their skills in a manner that would be more productive than if they worked separately. Mike has two ideas on how to design these teams. First, he can put together a group of experienced people from different departments . He also has to decide on how to measure the success of the team's efforts.
-Refer to Scenario 4.1. Which of the following is NOT a way for Mike to measure the success of the team?

Accepted Answer

A)  through the level of cooperation and trust of team members 
B)  through whether the goals of the team are achieved 
C)  through the pay increases of the team 
D)  through the way in which conflicts are resolved 
A)  through the level of cooperation and trust of team members 
B)  through whether the goals of the team are achieved 
C)  through the pay increases of the team 
D)  through the way in which conflicts are resolved

Question 14

A job consists of different duties and responsibilities performed by one person.

Accepted Answer

A) True 
 B)False

Question 15

What can result from generically written job descriptions?

Accepted Answer

A)  restructuring 
B)  openness to change 
C)  role ambiguity 
D)  role precision 
A)  restructuring 
B)  openness to change 
C)  role ambiguity 
D)  role precision

Question 16

The critical incident method focuses on employee behaviours critical to job success.

Accepted Answer

A) True 
 B)False

Question 17

According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees?

Accepted Answer

A)  meaningfulness of work, responsibility for completion of a whole identifiable piece of work, and knowledge of work results 
B)  meaningfulness of work, task significance, and autonomy 
C)  meaningfulness of work, responsibility for outcomes, and fair compensation 
D)  meaningfulness of work, responsibility for outcomes, and knowledge of work results 
A)  meaningfulness of work, responsibility for completion of a whole identifiable piece of work, and knowledge of work results 
B)  meaningfulness of work, task significance, and autonomy 
C)  meaningfulness of work, responsibility for outcomes, and fair compensation 
D)  meaningfulness of work, responsibility for outcomes, and knowledge of work results

Question 18

Behavioural-based job design studies focus on two key simultaneous outcomes. What are these?

Accepted Answer

A)  organizational efficiency and employee job satisfaction 
B)  organizational efficiency and effectiveness 
C)  organizational restructuring and job design 
D)  employee autonomy and job design 
A)  organizational efficiency and employee job satisfaction 
B)  organizational efficiency and effectiveness 
C)  organizational restructuring and job design 
D)  employee autonomy and job design

Question 19

Scenario 4.1
Mike Brassington is the CEO of Canada Steel, a firm that produces steel products for a global market. To improve on one of its products that has received some criticisms on its quality, Canada Steel wants to put together a team that will involve different people in the organization, across different departments, so as to utilize their skills in a manner that would be more productive than if they worked separately. Mike has two ideas on how to design these teams. First, he can put together a group of experienced people from different departments . He also has to decide on how to measure the success of the team's efforts.
-Refer to Scenario 4.1. What does research demonstrate as key to ensuring the success of the team?

Accepted Answer

A)  ensuring a common workplace "language" for team members 
B)  establishing ground rules to guide the team's work 
C)  ensuring cultural cohesion among team members 
D)  establishing a fair pay system 
A)  ensuring a common workplace "language" for team members 
B)  establishing ground rules to guide the team's work 
C)  ensuring cultural cohesion among team members 
D)  establishing a fair pay system

Question 20

Job design is concerned with changing, modifying, and enriching jobs in order to capture the talents of employees while improving performance.

Accepted Answer

A) True 
 B)False

What is a job specification?

In which situation would a job design be recommended?

The functional job analysis approach utilizes an inventory of the various types of work activities that can constitute any job.

A statement of the different duties, tasks, and responsibilities of a job is known as a job description.

Job design is an outgrowth of job analysis.

What is often cited as the most important factor contributing to the success of employee involvement groups?

What do we call an analysis in which the emphasis is placed on characteristics of successful performers rather than standard duties?

Employees participate in flextime when they do entirely different jobs on a rotating schedule.

The position analysis questionnaire (PAQ) is a qualitative job analysis method.

In the job characteristics model, skill variety refers to the amount of freedom held by the employee to schedule work and perform activities.

Which of the following is another term for employee involvement groups?

According to the work of Herzberg, which of the following methods can managers use to enrich the jobs of employees?

A job consists of different duties and responsibilities performed by one person.

What can result from generically written job descriptions?

The critical incident method focuses on employee behaviours critical to job success.

According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees?

Behavioural-based job design studies focus on two key simultaneous outcomes. What are these?

Job design is concerned with changing, modifying, and enriching jobs in order to capture the talents of employees while improving performance.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 4: Job Analysis and Work Design

What is a job specification?

In which situation would a job design be recommended?

The functional job analysis approach utilizes an inventory of the various types of work activities that can constitute any job.

A statement of the different duties, tasks, and responsibilities of a job is known as a job description.

Job design is an outgrowth of job analysis.

What is often cited as the most important factor contributing to the success of employee involvement groups?

What do we call an analysis in which the emphasis is placed on characteristics of successful performers rather than standard duties?

Employees participate in flextime when they do entirely different jobs on a rotating schedule.

The position analysis questionnaire (PAQ) is a qualitative job analysis method.

In the job characteristics model, skill variety refers to the amount of freedom held by the employee to schedule work and perform activities.

Which of the following is another term for employee involvement groups?

According to the work of Herzberg, which of the following methods can managers use to enrich the jobs of employees?

A job consists of different duties and responsibilities performed by one person.

What can result from generically written job descriptions?

The critical incident method focuses on employee behaviours critical to job success.

According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees?

Behavioural-based job design studies focus on two key simultaneous outcomes. What are these?

Job design is concerned with changing, modifying, and enriching jobs in order to capture the talents of employees while improving performance.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters