Question 1

A negative outcome of the mechanistic approach to job design is:

Accepted Answer

A) higher absenteeism 
B) greater chance of errors 
C) greater chance of mental overload and stress 
D) significantly greater financial resources required 
A) higher absenteeism 
B) greater chance of errors 
C) greater chance of mental overload and stress 
D) significantly greater financial resources required

Question 2

Match the following:
-Compressed Workweek

Accepted Answer

A) Working at home or from a remote location through a data/communication system. 
B) Scheduling 40 hours of work in less than five days. 
C) Core work time with variable start and quit time. 
D) Two persons working less than full time in the same job but at different times. 
E) Job restudy and analysis for purposes of engineering job modification. 
A) Working at home or from a remote location through a data/communication system. 
B) Scheduling 40 hours of work in less than five days. 
C) Core work time with variable start and quit time. 
D) Two persons working less than full time in the same job but at different times. 
E) Job restudy and analysis for purposes of engineering job modification.

Question 3

The Science feature of Ch.14 reported the results of a study that examined which of 4 variables; job enlargement, job involvement, job satisfaction, or intrinsic motivation were more important in affecting job performance and organizational citizenship behaviors (OCB). Which of the following variables did the results show was most important?

Accepted Answer

A) job satisfaction 
B) job engagement 
C) job involvement 
D) intrinsic motivation 
A) job satisfaction 
B) job engagement 
C) job involvement 
D) intrinsic motivation

Question 4

The study of 629 employment security work units in California and Wisconsin concluded that the adverse effect of the work design parameter task uncertainty will not be mitigated by other work design parameters such as higher pay or a supportive work environment.

Accepted Answer

A) True 
 B)False

Question 5

The human spirit's response to job characteristics and work design is equally as important as the design of the work.

Accepted Answer

A) True 
 B)False

Question 6

The JDS refers to:

Accepted Answer

A) job design satisfaction 
B) the survey instrument used to measure the elements in the Job Characteristics Model 
C) the job design survey used to measure the degree of satisfaction with the job due to redesign efforts consistent with the job characteristics theory 
D) job enrichment, design of job, and satisfaction with the job 
A) job design satisfaction 
B) the survey instrument used to measure the elements in the Job Characteristics Model 
C) the job design survey used to measure the degree of satisfaction with the job due to redesign efforts consistent with the job characteristics theory 
D) job enrichment, design of job, and satisfaction with the job

Question 7

Work is meaningful only when someone is paid for performing job tasks.

Accepted Answer

A) True 
 B)False

Question 8

Match the following:
-Anthropocentric

Accepted Answer

A) Human factors of engineering, ergonomics, and experimental psychology used in an approach to job design. 
B) Technology and engineering as central to job design. 
C) Human considerations as central to job design. 
D) Tension associated with new and advancing technologies. 
E) Modification of incorrectly specified roles or jobs. 
A) Human factors of engineering, ergonomics, and experimental psychology used in an approach to job design. 
B) Technology and engineering as central to job design. 
C) Human considerations as central to job design. 
D) Tension associated with new and advancing technologies. 
E) Modification of incorrectly specified roles or jobs.

Question 9

The social information processing model emphasizes objective core job characteristics.

Accepted Answer

A) True 
 B)False

Question 10

Designing jobs that will result in better employee health and productivity is a concern of both international scholars and organizations. All of the following would reduce worker uncertainty in a job Except:

Accepted Answer

A) Providing employees with timely and complete information needed for their work 
B) Making clear and unambiguous work assignments 
C) Designing machines and tasks with optimal response times and/or ranges 
D) Improving communication at shift change time 
A) Providing employees with timely and complete information needed for their work 
B) Making clear and unambiguous work assignments 
C) Designing machines and tasks with optimal response times and/or ranges 
D) Improving communication at shift change time

Question 11

Match the following:
-Task Identity

Accepted Answer

A) Completion of whole task. 
B) Use of multiple skills and performance of different activities. 
C) Discretion and freedom in performance of job tasks. 
D) Information about job performance. 
E) Importance of job to organization. 
A) Completion of whole task. 
B) Use of multiple skills and performance of different activities. 
C) Discretion and freedom in performance of job tasks. 
D) Information about job performance. 
E) Importance of job to organization.

Question 12

Task significance in the Job Characteristics Model is the degree to which one's job requires completion of a whole task.

Accepted Answer

A) True 
 B)False

Question 13

Employee growth need strength moderates the relationship between core job dimensions and personal and work outcomes according to the Job Characteristics Model.

Accepted Answer

A) True 
 B)False

Question 14

Match the following:
-Task Revision

Accepted Answer

A) Human factors of engineering, ergonomics, and experimental psychology used in an approach to job design. 
B) Technology and engineering as central to job design. 
C) Human considerations as central to job design. 
D) Tension associated with new and advancing technologies. 
E) Modification of incorrectly specified roles or jobs. 
A) Human factors of engineering, ergonomics, and experimental psychology used in an approach to job design. 
B) Technology and engineering as central to job design. 
C) Human considerations as central to job design. 
D) Tension associated with new and advancing technologies. 
E) Modification of incorrectly specified roles or jobs.

Question 15

Telecommuting has been around since the 1970s.

Accepted Answer

A) True 
 B)False

Question 16

Job context is determined by the amount of responsibility in the job.

Accepted Answer

A) True 
 B)False

A negative outcome of the mechanistic approach to job design is:

Match the following: -Compressed Workweek

The study of 629 employment security work units in California and Wisconsin concluded that the adverse effect of the work design parameter task uncertainty will not be mitigated by other work design parameters such as higher pay or a supportive work environment.

The human spirit's response to job characteristics and work design is equally as important as the design of the work.

The JDS refers to:

Work is meaningful only when someone is paid for performing job tasks.

Match the following: -Anthropocentric

The social information processing model emphasizes objective core job characteristics.

Designing jobs that will result in better employee health and productivity is a concern of both international scholars and organizations. All of the following would reduce worker uncertainty in a job Except:

Match the following: -Task Identity

Task significance in the Job Characteristics Model is the degree to which one's job requires completion of a whole task.

Employee growth need strength moderates the relationship between core job dimensions and personal and work outcomes according to the Job Characteristics Model.

Match the following: -Task Revision

Telecommuting has been around since the 1970s.

Job context is determined by the amount of responsibility in the job.

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Organizational Design and Structure

Organizational Culture

Career Management

Managing Change

Filters

Exam 14: Jobs and the Design of Work

A negative outcome of the mechanistic approach to job design is:

Match the following: -Compressed Workweek

The study of 629 employment security work units in California and Wisconsin concluded that the adverse effect of the work design parameter task uncertainty will not be mitigated by other work design parameters such as higher pay or a supportive work environment.

The human spirit's response to job characteristics and work design is equally as important as the design of the work.

The JDS refers to:

Work is meaningful only when someone is paid for performing job tasks.

Match the following: -Anthropocentric

The social information processing model emphasizes objective core job characteristics.

Designing jobs that will result in better employee health and productivity is a concern of both international scholars and organizations. All of the following would reduce worker uncertainty in a job Except:

Match the following: -Task Identity

Task significance in the Job Characteristics Model is the degree to which one's job requires completion of a whole task.

Employee growth need strength moderates the relationship between core job dimensions and personal and work outcomes according to the Job Characteristics Model.

Match the following: -Task Revision

Telecommuting has been around since the 1970s.

Job context is determined by the amount of responsibility in the job.

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Organizational Design and Structure

Organizational Culture

Career Management

Managing Change

Filters