Question 1

IN THE TEXT
-Describe the General Model of Job Design.

Accepted Answer

The model is depicted in figure 6.1 and indicates that job design,social setting differences and individual differences influence perceives job content which in turn influences job performance.

Question 2

A disadvantage of job enlargement is that it __________.

Accepted Answer

A)  may increase employee training requirements 
B)  typically leads to neutral to negative change in productivity 
C)  diminishes the work satisfaction of managers 
D)  All of the above are correct. 
A)  may increase employee training requirements 
B)  typically leads to neutral to negative change in productivity 
C)  diminishes the work satisfaction of managers 
D)  All of the above are correct. A

Question 3

Job depth reflects the number of operations that a job occupant performs to complete a task.

Accepted Answer

A) True 
 B)False  False

Question 4

Describe the concept of QWL.

Accepted Answer

The concept of quality of work life (QWL

Question 5

Managers cannot understand the causes of job performance without considering the social setting in which the job is performed.

Accepted Answer

A) True 
 B)False

Question 6

An individual who executes eight tasks to perform a job has a wider job _______ than a person executing four.

Accepted Answer

A)  specification 
B)  range 
C)  diversity 
D)  richness 
A)  specification 
B)  range 
C)  diversity 
D)  richness

Question 7

People differ in the extent that _______________.

Accepted Answer

A)  they view work is a central life interest 
B)  they perceive work as central to self-esteem 
C)  they perceive work as consistent with self-concept 
D)  All of the choices are correct. 
A)  they view work is a central life interest 
B)  they perceive work as central to self-esteem 
C)  they perceive work as consistent with self-concept 
D)  All of the choices are correct.

Question 8

The text presented all of the following as tips for creating a flextime schedule except:

Accepted Answer

A)  Survey employees to determine their scheduling needs 
B)  Assign manageable workloads 
C)  Evaluate flexible arrangements on a regular basis 
D)  Assess job performance based on hours worked 
A)  Survey employees to determine their scheduling needs 
B)  Assign manageable workloads 
C)  Evaluate flexible arrangements on a regular basis 
D)  Assess job performance based on hours worked

Question 9

What are the core dimensions in the job characteristics model? Which dimension do you value most highly now,and why?

Accepted Answer

The core dimensions in the job character

Question 10

According to the "General Model of Job Design" job performance is influenced by:

Accepted Answer

A)  perceived job content 
B)  personalized job content 
C)  extra-organizational job content 
D)  All of the above. 
A)  perceived job content 
B)  personalized job content 
C)  extra-organizational job content 
D)  All of the above.

Question 11

Job depth reflects the amount of control that an individual has to alter or influence the job and the surrounding environment.

Accepted Answer

A) True 
 B)False

Question 12

Mike's position requires the use of more discretion than Jack's.Mike's position could be characterized as having greater job _______.

Accepted Answer

A)  depth 
B)  range 
C)  diversity 
D)  "Q" 
A)  depth 
B)  range 
C)  diversity 
D)  "Q"

Question 13

Taylor proposed that the way to improve work is to determine _________.

Accepted Answer

A)  a variety of comparable methods to do a task 
B)  determine the standard time for the completion of tasks 
C)  incorporate social factors into work design 
D)  All of the responses are correct. 
A)  a variety of comparable methods to do a task 
B)  determine the standard time for the completion of tasks 
C)  incorporate social factors into work design 
D)  All of the responses are correct.

Question 14

Variety,task identity,and feedback are perceptions of job _______________.

Accepted Answer

A)  range 
B)  depth 
C)  relationships 
D)  autonomy 
A)  range 
B)  depth 
C)  relationships 
D)  autonomy

Question 15

A management initiative is increasing the amount of discretion individuals have to decide job activities and outcomes.Management is increasing _________.

Accepted Answer

A)  job range 
B)  job depth 
C)  task diversity 
D)  task range 
A)  job range 
B)  job depth 
C)  task diversity 
D)  task range

Question 16

The trade-offs between the gains in human terms from improved quality of work life and the gains in economic terms from revitalization aren't fully known.

Accepted Answer

A) True 
 B)False

Question 17

Job satisfaction depends on the levels of intrinsic and extrinsic outcomes and how the job-holder views those outcomes.

Accepted Answer

A) True 
 B)False

Question 18

One of the earliest forms of alternative work arrangements was _______________.

Accepted Answer

A)  flex-time 
B)  telecommuting 
C)  the compressed work week 
D)  job sharing 
A)  flex-time 
B)  telecommuting 
C)  the compressed work week 
D)  job sharing

Question 19

As used in the text,the term job design refers to a one-time,static process.

Accepted Answer

A) True 
 B)False

Question 20

_____________ theory emphasizes that too great an emphasis on the technical system in the manner of scientific management or too great an emphasis on the social system in the manner of human relations will lead to poor job design.

Accepted Answer

A)  Human relations 
B)  Social impact 
C)  Sociotechnical 
D)  Technical minimization 
A)  Human relations 
B)  Social impact 
C)  Sociotechnical 
D)  Technical minimization

IN THE TEXT -Describe the General Model of Job Design.

A disadvantage of job enlargement is that it __________.

Job depth reflects the number of operations that a job occupant performs to complete a task.

Describe the concept of QWL.

Managers cannot understand the causes of job performance without considering the social setting in which the job is performed.

An individual who executes eight tasks to perform a job has a wider job _______ than a person executing four.

People differ in the extent that _______________.

The text presented all of the following as tips for creating a flextime schedule except:

What are the core dimensions in the job characteristics model? Which dimension do you value most highly now,and why?

According to the "General Model of Job Design" job performance is influenced by:

Job depth reflects the amount of control that an individual has to alter or influence the job and the surrounding environment.

Mike's position requires the use of more discretion than Jack's.Mike's position could be characterized as having greater job _______.

Taylor proposed that the way to improve work is to determine _________.

Variety,task identity,and feedback are perceptions of job _______________.

A management initiative is increasing the amount of discretion individuals have to decide job activities and outcomes.Management is increasing _________.

The trade-offs between the gains in human terms from improved quality of work life and the gains in economic terms from revitalization aren't fully known.

Job satisfaction depends on the levels of intrinsic and extrinsic outcomes and how the job-holder views those outcomes.

One of the earliest forms of alternative work arrangements was _______________.

As used in the text,the term job design refers to a one-time,static process.

_____________ theory emphasizes that too great an emphasis on the technical system in the manner of scientific management or too great an emphasis on the social system in the manner of human relations will lead to poor job design.

Effective Managers Understand Organizational Behavior

International and Organizational Culture

Individual Differences at Work

Perceptions and Attributions

Motivation

Evaluation and Rewards Influence Behavior

Managing Employee Behavior

Managing Individual Stress

Groups and Teams

Managing Conflict and Negotiations

Power and Politics

Communicating Effectively

Decision Making

Leadership

Organizational Structure and Design

Managing Organizational Change

Filters

Exam 6: Job Design and Performance

IN THE TEXT -Describe the General Model of Job Design.

A disadvantage of job enlargement is that it __________.

Job depth reflects the number of operations that a job occupant performs to complete a task.

Describe the concept of QWL.

Managers cannot understand the causes of job performance without considering the social setting in which the job is performed.

An individual who executes eight tasks to perform a job has a wider job _______ than a person executing four.

People differ in the extent that _______________.

The text presented all of the following as tips for creating a flextime schedule except:

What are the core dimensions in the job characteristics model? Which dimension do you value most highly now,and why?

According to the "General Model of Job Design" job performance is influenced by:

Job depth reflects the amount of control that an individual has to alter or influence the job and the surrounding environment.

Mike's position requires the use of more discretion than Jack's.Mike's position could be characterized as having greater job _______.

Taylor proposed that the way to improve work is to determine _________.

Variety,task identity,and feedback are perceptions of job _______________.

A management initiative is increasing the amount of discretion individuals have to decide job activities and outcomes.Management is increasing _________.

The trade-offs between the gains in human terms from improved quality of work life and the gains in economic terms from revitalization aren't fully known.

Job satisfaction depends on the levels of intrinsic and extrinsic outcomes and how the job-holder views those outcomes.

One of the earliest forms of alternative work arrangements was _______________.

As used in the text,the term job design refers to a one-time,static process.

_____________ theory emphasizes that too great an emphasis on the technical system in the manner of scientific management or too great an emphasis on the social system in the manner of human relations will lead to poor job design.

Effective Managers Understand Organizational Behavior

International and Organizational Culture

Individual Differences at Work

Perceptions and Attributions

Motivation

Evaluation and Rewards Influence Behavior

Managing Employee Behavior

Managing Individual Stress

Groups and Teams

Managing Conflict and Negotiations

Power and Politics

Communicating Effectively

Decision Making

Leadership

Organizational Structure and Design

Managing Organizational Change

Filters