Question 1

Job enrichment incorporates the behavioural needs of employees into their jobs.

Accepted Answer

A) True 
 B)False

Question 2

Relying on generic job descriptions tends to reduce role ambiguity.

Accepted Answer

A) True 
 B)False

Question 3

The job characteristics model suggests that the motivated, satisfied, and productive employee is one who (1)experiences meaningful work; (2)experiences responsibility for work outcomes; and (3)has knowledge of the results of his or her work activities.

Accepted Answer

A) True 
 B)False

Question 4

Vertical job enrichment can be best accomplished through which of the following?

Accepted Answer

A)  assigning less work to each employee 
B)  providing performance results to employees 
C)  forming teams that have greater authority for self-management 
D)  increasing salaries and benefits for employees 
A)  assigning less work to each employee 
B)  providing performance results to employees 
C)  forming teams that have greater authority for self-management 
D)  increasing salaries and benefits for employees

Question 5

Job design considers organizational objectives, industrial engineering considerations, ergonomic concerns, and job descriptions.

Accepted Answer

A) True 
 B)False

Question 6

What factors does Herzberg describe as key to enriching jobs?

Accepted Answer

A)  pay, promotion, pension, purpose, and perks 
B)  achievement, recognition, growth, responsibility, and performance of the whole job 
C)  safety needs, social needs, self-esteem needs, and self-actualization 
D)  skill variety, task identity, task significance, autonomy, and feedback 
A)  pay, promotion, pension, purpose, and perks 
B)  achievement, recognition, growth, responsibility, and performance of the whole job 
C)  safety needs, social needs, self-esteem needs, and self-actualization 
D)  skill variety, task identity, task significance, autonomy, and feedback

Question 7

Scenario 4.2
CanBank is a new financial institution with a workforce that values work-life balance. The CEO, Aren Ami, wants to experiment with different work schedules so as to address the needs of the employees. He is considering several options: a 4-day, 40-hour workweek; allowing employees to choose start and end times for the workday provided they work a certain number of hours per week; allowing two or more employees to perform a job normally done by one person; and allowing some employees to do work from home that is normally done in the office. The CEO knows that there are pros and cons of each option that he has to weigh.
-Refer to Scenario 4.2. What is the term for the option where employees work 4-day, 40-hour workweeks?

Accepted Answer

A)  flextime 
B)  telecommuting 
C)  job sharing 
D)  compressed workweek 
A)  flextime 
B)  telecommuting 
C)  job sharing 
D)  compressed workweek

Question 8

To promote uniformity across organizations, the National Occupational Classification should be used as the sole source for classifying jobs.

Accepted Answer

A) True 
 B)False

Question 9

Telecommuting is the use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace.

Accepted Answer

A) True 
 B)False

Question 10

What is an organizational benefit of job sharing?

Accepted Answer

A)  reduced labour costs 
B)  reduced turnover 
C)  reduced training costs 
D)  reduced employee appraisals 
A)  reduced labour costs 
B)  reduced turnover 
C)  reduced training costs 
D)  reduced employee appraisals

Question 11

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. According to the text, what is a potential challenge for Team 1?

Accepted Answer

A)  different cultures among group members 
B)  leadership support 
C)  Web/Internet support 
D)  determining compensation for team accomplishments 
A)  different cultures among group members 
B)  leadership support 
C)  Web/Internet support 
D)  determining compensation for team accomplishments

Question 12

What is the ultimate purpose of job analysis?

Accepted Answer

A)  to make sure HR systems are valid 
B)  to organize work in a meaningful way 
C)  to have a sense of what employees should be or are doing in their jobs 
D)  to increase performance and productivity of the organization 
A)  to make sure HR systems are valid 
B)  to organize work in a meaningful way 
C)  to have a sense of what employees should be or are doing in their jobs 
D)  to increase performance and productivity of the organization

Question 13

An example of a job-related specification might be to require three to five years' experience for a job as senior compensation analyst.

Accepted Answer

A) True 
 B)False

Question 14

All group-based work techniques have two things in common: enhancing communication and increasing synergy.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham's job characteristics model?

Accepted Answer

A)  skill variety, task identity, task significance, autonomy, and feedback 
B)  feedback, task identity, job identity, skill variety, and autonomy 
C)  autonomy, feedback, job security, task identity, and skill variety 
D)  skill variety, task identity, job security, autonomy, and feedback 
A)  skill variety, task identity, task significance, autonomy, and feedback 
B)  feedback, task identity, job identity, skill variety, and autonomy 
C)  autonomy, feedback, job security, task identity, and skill variety 
D)  skill variety, task identity, job security, autonomy, and feedback

Question 16

Which term refers to any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job?

Accepted Answer

A)  job enlargement 
B)  a job characteristic 
C)  job enrichment 
D)  job rotation 
A)  job enlargement 
B)  a job characteristic 
C)  job enrichment 
D)  job rotation

Question 17

What is the most important reason that job analysis is considered the cornerstone of HRM?

Accepted Answer

A)  the information comes from job incumbents who know the job the best 
B)  it is done in a scientifically sound and valid way 
C)  the information it collects serves so many HRM functions 
D)  it is required by law 
A)  the information comes from job incumbents who know the job the best 
B)  it is done in a scientifically sound and valid way 
C)  the information it collects serves so many HRM functions 
D)  it is required by law

Question 18

What is an organizational benefit of job sharing?

Accepted Answer

A)  less absenteeism 
B)  less turnover 
C)  higher productivity 
D)  better performance 
A)  less absenteeism 
B)  less turnover 
C)  higher productivity 
D)  better performance

Question 19

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 20

Job sharing is effective for employees who desire to phase in to retirement.

Accepted Answer

A) True 
 B)False

Job enrichment incorporates the behavioural needs of employees into their jobs.

Relying on generic job descriptions tends to reduce role ambiguity.

The job characteristics model suggests that the motivated, satisfied, and productive employee is one who (1)experiences meaningful work; (2)experiences responsibility for work outcomes; and (3)has knowledge of the results of his or her work activities.

Vertical job enrichment can be best accomplished through which of the following?

Job design considers organizational objectives, industrial engineering considerations, ergonomic concerns, and job descriptions.

What factors does Herzberg describe as key to enriching jobs?

To promote uniformity across organizations, the National Occupational Classification should be used as the sole source for classifying jobs.

Telecommuting is the use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace.

What is an organizational benefit of job sharing?

What is the ultimate purpose of job analysis?

An example of a job-related specification might be to require three to five years' experience for a job as senior compensation analyst.

All group-based work techniques have two things in common: enhancing communication and increasing synergy.

Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham's job characteristics model?

Which term refers to any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job?

What is the most important reason that job analysis is considered the cornerstone of HRM?

What is an organizational benefit of job sharing?

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

Job sharing is effective for employees who desire to phase in to retirement.

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

Exam 4: Job Analysis and Work Design

Job enrichment incorporates the behavioural needs of employees into their jobs.

Relying on generic job descriptions tends to reduce role ambiguity.

The job characteristics model suggests that the motivated, satisfied, and productive employee is one who (1)experiences meaningful work; (2)experiences responsibility for work outcomes; and (3)has knowledge of the results of his or her work activities.

Vertical job enrichment can be best accomplished through which of the following?

Job design considers organizational objectives, industrial engineering considerations, ergonomic concerns, and job descriptions.

What factors does Herzberg describe as key to enriching jobs?

To promote uniformity across organizations, the National Occupational Classification should be used as the sole source for classifying jobs.

Telecommuting is the use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace.

What is an organizational benefit of job sharing?

What is the ultimate purpose of job analysis?

An example of a job-related specification might be to require three to five years' experience for a job as senior compensation analyst.

All group-based work techniques have two things in common: enhancing communication and increasing synergy.

Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham's job characteristics model?

Which term refers to any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job?

What is the most important reason that job analysis is considered the cornerstone of HRM?

What is an organizational benefit of job sharing?

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

Job sharing is effective for employees who desire to phase in to retirement.

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