Question 1

Federal guidelines and court decisions require that the specific performance requirements of a job be based on ____ job-related criteria.

Accepted Answer

A)  valid 
B)  team based 
C)  task based 
D)  competency based 
A)  valid 
B)  team based 
C)  task based 
D)  competency based

Question 2

In the job characteristics model,task identity refers to the degree to which the job has a substantial impact on the work of others.

Accepted Answer

A) True 
 B)False

Question 3

Employee empowerment is a technique of involving employees in their work through the process of:

Accepted Answer

A)  development. 
B)  administration. 
C)  combination. 
D)  inclusion. 
A)  development. 
B)  administration. 
C)  combination. 
D)  inclusion.

Question 4

____ is the process of adding a greater variety of tasks to a job.

Accepted Answer

A)  Job enrichment 
B)  Job enlargement 
C)  Job rotation 
D)  Workplace expansion 
A)  Job enrichment 
B)  Job enlargement 
C)  Job rotation 
D)  Workplace expansion

Question 5

Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job.

Accepted Answer

A) True 
 B)False

Question 6

Compressed workweeks are a problem because the Fair Labor Standards Act requires the payment of overtime to regular employees who work more than:

Accepted Answer

A)  8 hours in a day 
B)  40 hours in a week 
C)  five days a week 
D)  10 hours in a day 
A)  8 hours in a day 
B)  40 hours in a week 
C)  five days a week 
D)  10 hours in a day

Question 7

Inherent in the concept of work teams is that employees,not managers,are in the best position to contribute to work performance.

Accepted Answer

A) True 
 B)False

Question 8

Job data may be obtained in all of the following ways except from:

Accepted Answer

A)  the Uniform Guidelines on Employee Selection Procedures. 
B)  interviews with jobholders. 
C)  observation by HR personnel. 
D)  questionnaires completed by employees and supervisors. 
A)  the Uniform Guidelines on Employee Selection Procedures. 
B)  interviews with jobholders. 
C)  observation by HR personnel. 
D)  questionnaires completed by employees and supervisors.

Question 9

Which of the following is NOT an advantage of telecommuting?

Accepted Answer

A)  Reduced absenteeism 
B)  Greater overhead costs 
C)  Increased productivity 
D)  A reduced "carbon footprint" 
A)  Reduced absenteeism 
B)  Greater overhead costs 
C)  Increased productivity 
D)  A reduced "carbon footprint"

Question 10

Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions.

Accepted Answer

A) True 
 B)False

Question 11

Employers favor job sharing since it serves to:

Accepted Answer

A)  reduce labor costs. 
B)  reduce turnover. 
C)  reduce training costs. 
D)  reduce employee appraisals. 
A)  reduce labor costs. 
B)  reduce turnover. 
C)  reduce training costs. 
D)  reduce employee appraisals.

Question 12

Any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job is called:

Accepted Answer

A)  job enlargement. 
B)  job characteristics. 
C)  job enrichment. 
D)  job rotation. 
A)  job enlargement. 
B)  job characteristics. 
C)  job enrichment. 
D)  job rotation.

Question 13

An example of a job-related specification might be to require two years experience for a job as senior HR analyst.

Accepted Answer

A) True 
 B)False

Question 14

Virtual teams:

Accepted Answer

A)  have their problems as well as benefits. 
B)  never caught on in Europe. 
C)  seem to be without problems. 
D)  began with the invention of color TV 
A)  have their problems as well as benefits. 
B)  never caught on in Europe. 
C)  seem to be without problems. 
D)  began with the invention of color TV

Question 15

Which popular method of job analysis was pioneered by the U.S.Air Force?

Accepted Answer

A)  Dynamic Job Analysis 
B)  Team Based Analysis 
C)  Task Inventory Analysis 
D)  Competency Based Analysis 
A)  Dynamic Job Analysis 
B)  Team Based Analysis 
C)  Task Inventory Analysis 
D)  Competency Based Analysis

Question 16

Inflating a job's responsibilities can occur unintentionally.

Accepted Answer

A) True 
 B)False

Question 17

____ is a field of study concerned with analyzing work methods and establishing time standards.

Accepted Answer

A)  Ergonomics 
B)  Job design 
C)  Industrial engineering 
D)  Competency-based analysis 
A)  Ergonomics 
B)  Job design 
C)  Industrial engineering 
D)  Competency-based analysis

Question 18

Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.

Accepted Answer

A) True 
 B)False

Question 19

The objective of the critical incident method of job analysis is to:

Accepted Answer

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

Question 20

The job title:

Accepted Answer

A)  is of psychological importance in that it provides status to the employee. 
B)  indicates the level within the occupational hierarchy occupied by the jobholder. 
C)  may indicate the basic duties involved in the job. 
D)  all of these are correct. 
A)  is of psychological importance in that it provides status to the employee. 
B)  indicates the level within the occupational hierarchy occupied by the jobholder. 
C)  may indicate the basic duties involved in the job. 
D)  all of these are correct.

Federal guidelines and court decisions require that the specific performance requirements of a job be based on ____ job-related criteria.

In the job characteristics model,task identity refers to the degree to which the job has a substantial impact on the work of others.

Employee empowerment is a technique of involving employees in their work through the process of:

____ is the process of adding a greater variety of tasks to a job.

Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job.

Compressed workweeks are a problem because the Fair Labor Standards Act requires the payment of overtime to regular employees who work more than:

Inherent in the concept of work teams is that employees,not managers,are in the best position to contribute to work performance.

Job data may be obtained in all of the following ways except from:

Which of the following is NOT an advantage of telecommuting?

Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions.

Employers favor job sharing since it serves to:

Any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job is called:

An example of a job-related specification might be to require two years experience for a job as senior HR analyst.

Virtual teams:

Which popular method of job analysis was pioneered by the U.S.Air Force?

Inflating a job's responsibilities can occur unintentionally.

____ is a field of study concerned with analyzing work methods and establishing time standards.

Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.

The objective of the critical incident method of job analysis is to:

The job title:

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

Federal guidelines and court decisions require that the specific performance requirements of a job be based on ____ job-related criteria.

In the job characteristics model,task identity refers to the degree to which the job has a substantial impact on the work of others.

Employee empowerment is a technique of involving employees in their work through the process of:

____ is the process of adding a greater variety of tasks to a job.

Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job.

Compressed workweeks are a problem because the Fair Labor Standards Act requires the payment of overtime to regular employees who work more than:

Inherent in the concept of work teams is that employees,not managers,are in the best position to contribute to work performance.

Job data may be obtained in all of the following ways except from:

Which of the following is NOT an advantage of telecommuting?

Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions.

Employers favor job sharing since it serves to:

Any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job is called:

An example of a job-related specification might be to require two years experience for a job as senior HR analyst.

Virtual teams:

Which popular method of job analysis was pioneered by the U.S.Air Force?

Inflating a job's responsibilities can occur unintentionally.

____ is a field of study concerned with analyzing work methods and establishing time standards.

Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.

The objective of the critical incident method of job analysis is to:

The job title:

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