Question 1

Which is the best advice for "virtual teams" to be successful?

Accepted Answer

A)  Team members should NOT meet in person. 
B)  Team members should meet in person at least occasionally. 
C)  All team members should understand advanced computer and telecommunications technology so that breakdowns in communication do not occur frequently. 
D)  Team members should be selected based on certain personal characteristics such as a collaborative mindset. 
A)  Team members should NOT meet in person. 
B)  Team members should meet in person at least occasionally. 
C)  All team members should understand advanced computer and telecommunications technology so that breakdowns in communication do not occur frequently. 
D)  Team members should be selected based on certain personal characteristics such as a collaborative mindset. D

Question 2

What is the role of job analysis in HRM, and how does it relate to other HRM functions?

Accepted Answer

Job analysis involves a systematic process of obtaining information about jobs to determine the duties, tasks, and activities involved in the job. This information is useful in a variety of HRM functions including recruitment, selection, training, development, performance appraisal, compensation, and labour relations.
Job analysis permits HR managers to identify job specifications or qualifications required by the job. This information enables recruiters to target sources that are most likely to generate qualified candidates. It also allows HR managers to design appropriate selection programs.
Information provided by job analysis may identify discrepancies between the knowledge, skills, and abilities of the jobholder and the requirements contained in the specifications for the job. This can provide clues about training and development needs.
Job analysis reveals the requirements of a job and can serve as a basis for developing criteria to be used in performance evaluation and determining the relative worth of a job. Job descriptions generated by job analysis also allow the organization to identify those jobs subject to union jurisdiction.

Question 3

What is "appropriate university degree, five years of corporate experience, working knowledge of statistical analysis and software" an example of?

Accepted Answer

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

Question 4

What is a job specification?

Accepted Answer

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

Question 5

The critical incidents method of job analysis is based on interviewing the job incumbent/employee.

Accepted Answer

A) True 
 B)False

Question 6

What is a position?

Accepted Answer

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

Question 7

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 which 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 (e.g., marketing, engineering, etc.)to solve the problem (Team 1). Second, he can allow interested employees to have online discussions voluntarily (Team 2). He also has to decide on how to measure the success of the team's efforts.
-Refer to Scenario 4.1. What is the term for the first type of team Mike is considering, where he will put together different people from different units (Team 1)?

Accepted Answer

A)  process improvement team 
B)  self-directed team 
C)  virtual team 
D)  quality improvement team 
A)  process improvement team 
B)  self-directed team 
C)  virtual team 
D)  quality improvement team

Question 8

What kind of team uses advanced computer and telecommunications technology to link team members who are geographically dispersed?

Accepted Answer

A)  a content team 
B)  a whole team 
C)  an advanced team 
D)  a virtual team 
A)  a content team 
B)  a whole team 
C)  an advanced team 
D)  a virtual team

Question 9

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 which 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 (e.g., marketing, engineering, etc.)to solve the problem (Team 1). Second, he can allow interested employees to have online discussions voluntarily (Team 2). 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 10

At Eastman Kodak Company, teams are responsible for manufacturing entire product lines. This type of team is referred to as a "task force."

Accepted Answer

A) True 
 B)False

Question 11

What is the objective of the critical incident method of job analysis?

Accepted Answer

A)  to challenge the employees with their false statements 
B)  to provide information for job evaluation based on the "critical" value of the job 
C)  to prioritize job duties and responsibilities 
D)  to identify critical job tasks 
A)  to challenge the employees with their false statements 
B)  to provide information for job evaluation based on the "critical" value of the job 
C)  to prioritize job duties and responsibilities 
D)  to identify critical job tasks

Question 12

Industrial engineering is a technique of job design that is concerned with efficiency and behavioural considerations of a job.

Accepted Answer

A) True 
 B)False

Question 13

Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.

Accepted Answer

A) True 
 B)False

Question 14

Adding more meaningful tasks to an employee's job in an effort to make it more rewarding is an example of job enrichment.

Accepted Answer

A) True 
 B)False

Question 15

A problem with job descriptions is that they tend to broaden the scope of activities performed by a jobholder.

Accepted Answer

A) True 
 B)False

Question 16

Employee involvement groups (EIs)are groups of highly trained individuals using consensus decision making to perform independent job tasks and solve problems.

Accepted Answer

A) True 
 B)False

Question 17

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 18

Team synergy is heightened when team members engage in behaviours such as support, active listening, consensus decision making, and which of the following?

Accepted Answer

A)  unanimity 
B)  prioritizing options 
C)  regular meeting times 
D)  disagreement 
A)  unanimity 
B)  prioritizing options 
C)  regular meeting times 
D)  disagreement

Question 19

What is the term for the type of work schedule in which employees can adjust their daily starting and quitting times provided that they work a certain number of hours per day or week?

Accepted Answer

A)  a compressed workweek 
B)  a shorter workweek 
C)  a flextime arrangement 
D)  an adaptable schedule 
A)  a compressed workweek 
B)  a shorter workweek 
C)  a flextime arrangement 
D)  an adaptable schedule

Question 20

What two characteristics do group/team techniques have in common?

Accepted Answer

A)  enhancing collaboration and increasing synergy 
B)  enhancing collaboration and improving morale 
C)  improving morale and increasing synergy 
D)  enhancing communication and increasing synergy 
A)  enhancing collaboration and increasing synergy 
B)  enhancing collaboration and improving morale 
C)  improving morale and increasing synergy 
D)  enhancing communication and increasing synergy

Which is the best advice for "virtual teams" to be successful?

What is the role of job analysis in HRM, and how does it relate to other HRM functions?

What is "appropriate university degree, five years of corporate experience, working knowledge of statistical analysis and software" an example of?

What is a job specification?

The critical incidents method of job analysis is based on interviewing the job incumbent/employee.

What is a position?

What kind of team uses advanced computer and telecommunications technology to link team members who are geographically dispersed?

At Eastman Kodak Company, teams are responsible for manufacturing entire product lines. This type of team is referred to as a "task force."

What is the objective of the critical incident method of job analysis?

Industrial engineering is a technique of job design that is concerned with efficiency and behavioural considerations of a job.

Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.

Adding more meaningful tasks to an employee's job in an effort to make it more rewarding is an example of job enrichment.

A problem with job descriptions is that they tend to broaden the scope of activities performed by a jobholder.

Employee involvement groups (EIs)are groups of highly trained individuals using consensus decision making to perform independent job tasks and solve problems.

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

Team synergy is heightened when team members engage in behaviours such as support, active listening, consensus decision making, and which of the following?

What is the term for the type of work schedule in which employees can adjust their daily starting and quitting times provided that they work a certain number of hours per day or week?

What two characteristics do group/team techniques have in common?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

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

Which is the best advice for "virtual teams" to be successful?

What is the role of job analysis in HRM, and how does it relate to other HRM functions?

What is "appropriate university degree, five years of corporate experience, working knowledge of statistical analysis and software" an example of?

What is a job specification?

The critical incidents method of job analysis is based on interviewing the job incumbent/employee.

What is a position?

What kind of team uses advanced computer and telecommunications technology to link team members who are geographically dispersed?

At Eastman Kodak Company, teams are responsible for manufacturing entire product lines. This type of team is referred to as a "task force."

What is the objective of the critical incident method of job analysis?

Industrial engineering is a technique of job design that is concerned with efficiency and behavioural considerations of a job.

Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.

Adding more meaningful tasks to an employee's job in an effort to make it more rewarding is an example of job enrichment.

A problem with job descriptions is that they tend to broaden the scope of activities performed by a jobholder.

Employee involvement groups (EIs)are groups of highly trained individuals using consensus decision making to perform independent job tasks and solve problems.

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

Team synergy is heightened when team members engage in behaviours such as support, active listening, consensus decision making, and which of the following?

What is the term for the type of work schedule in which employees can adjust their daily starting and quitting times provided that they work a certain number of hours per day or week?

What two characteristics do group/team techniques have in common?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

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