Question 1

Which of the following is NOT a method to gather job analysis information?

Accepted Answer

A) Diaries 
B) Applications 
C) Questionnaires 
D) Observations 
A) Diaries 
B) Applications 
C) Questionnaires 
D) Observations

Question 2

If the criteria used to hire and evaluate employees are vague and not job-related,employers are less likely to find themselves being accused of discriminating against the members of protected classes.

Accepted Answer

A) True 
 B)False

Question 3

A job description is:

Accepted Answer

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

Question 4

Employers using the compressed workweek may be required to pay overtime to employees under the Fair Labor Standards Act.

Accepted Answer

A) True 
 B)False

Question 5

A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as:

Accepted Answer

A) functional job analysis. 
B) the critical incident method. 
C) task inventory analysis. 
D) the position analysis questionnaire system. 
A) functional job analysis. 
B) the critical incident method. 
C) task inventory analysis. 
D) the position analysis questionnaire system.

Question 6

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 7

_____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being.

Accepted Answer

A) Dejobbing 
B) Industrial engineering 
C) Ergonomics 
D) Autonomy 
A) Dejobbing 
B) Industrial engineering 
C) Ergonomics 
D) Autonomy

Question 8

Which of the following is NOT a synergistic team characteristic?

Accepted Answer

A) Support 
B) Consensus 
C) Acceptance 
D) Agreement 
A) Support 
B) Consensus 
C) Acceptance 
D) Agreement

Question 9

Reasons for implementation of compressed workweek schedules include all of the following EXCEPT:

Accepted Answer

A) coordinating production schedules. 
B) recruiting and retaining employees. 
C) avoiding paying overtime. 
D) balancing employee and organizational needs. 
A) coordinating production schedules. 
B) recruiting and retaining employees. 
C) avoiding paying overtime. 
D) balancing employee and organizational needs.

Question 10

What occurs when the interaction and outcome of team members is greater than the sum of their individual efforts?

Accepted Answer

A) Unanimity 
B) Dejobbing 
C) Synergy 
D) Ergonomics 
A) Unanimity 
B) Dejobbing 
C) Synergy 
D) Ergonomics

Question 11

Which of the following is NOT a problem frequently associated with job descriptions?

Accepted Answer

A) They tend to broaden the scope of activities of the jobholder. 
B) They may be vague or poorly written. 
C) They include illegal specifications. 
D) They require frequent updating. 
A) They tend to broaden the scope of activities of the jobholder. 
B) They may be vague or poorly written. 
C) They include illegal specifications. 
D) They require frequent updating.

Question 12

Hackman and Oldham propose that the five characteristics in their job characteristics model lead to all of the following EXCEPT:

Accepted Answer

A) work group synergy. 
B) improved work performance. 
C) internal motivation. 
D) lower absenteeism and turnover. 
A) work group synergy. 
B) improved work performance. 
C) internal motivation. 
D) lower absenteeism and turnover.

Question 13

Most job descriptions contain all of the following EXCEPT:

Accepted Answer

A) the job title. 
B) a job identification section. 
C) a job duties section. 
D) a job evaluation section. 
A) the job title. 
B) a job identification section. 
C) a job duties section. 
D) a job evaluation section.

Question 14

Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies.

Accepted Answer

A) True 
 B)False

Which of the following is NOT a method to gather job analysis information?

If the criteria used to hire and evaluate employees are vague and not job-related,employers are less likely to find themselves being accused of discriminating against the members of protected classes.

A job description is:

Employers using the compressed workweek may be required to pay overtime to employees under the Fair Labor Standards Act.

A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as:

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

_____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being.

Which of the following is NOT a synergistic team characteristic?

Reasons for implementation of compressed workweek schedules include all of the following EXCEPT:

What occurs when the interaction and outcome of team members is greater than the sum of their individual efforts?

Which of the following is NOT a problem frequently associated with job descriptions?

Hackman and Oldham propose that the five characteristics in their job characteristics model lead to all of the following EXCEPT:

Most job descriptions contain all of the following EXCEPT:

Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Expanding 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 Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 4: Job Analysis and Job Design

Which of the following is NOT a method to gather job analysis information?

If the criteria used to hire and evaluate employees are vague and not job-related,employers are less likely to find themselves being accused of discriminating against the members of protected classes.

A job description is:

Employers using the compressed workweek may be required to pay overtime to employees under the Fair Labor Standards Act.

A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as:

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

_____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being.

Which of the following is NOT a synergistic team characteristic?

Reasons for implementation of compressed workweek schedules include all of the following EXCEPT:

What occurs when the interaction and outcome of team members is greater than the sum of their individual efforts?

Which of the following is NOT a problem frequently associated with job descriptions?

Hackman and Oldham propose that the five characteristics in their job characteristics model lead to all of the following EXCEPT:

Most job descriptions contain all of the following EXCEPT:

Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Expanding 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 Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters