Question 1

Divisional structures are more appropriate than functional structures when

Accepted Answer

A) demand can be well anticipated. 
B) the environment is stable and predictable. 
C) flexible responsiveness is required. 
D) the organization competes on costs. 
E) the consumer base is heterogeneous. 
A) demand can be well anticipated. 
B) the environment is stable and predictable. 
C) flexible responsiveness is required. 
D) the organization competes on costs. 
E) the consumer base is heterogeneous. C

Question 2

A manager has decided to improve the physical work environment in his office to ensure that incumbents have fewer physical ailments.Which job design approach would be most helpful to him?

Accepted Answer

A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach 
E) Traditional approach 
A) Motivational approach 
B) Mechanistic approach 
C) Biological approach 
D) Perceptual-motor approach 
E) Traditional approach C

Question 3

Describe job analysis and distinguish between job description and job specification.

Accepted Answer

Job analysis is the process of gaining detailed information about jobs,and it usually includes both a job description and a job specification as an output of the process.A job description is a list of the tasks,duties,and responsibilities (TDRs)required by a job.They are observable actions.Job specifications are lists of the knowledge,skills,abilities,and other characteristics (KSAOs)that a jobholder must have in order to be able to effectively do the tasks,duties,and responsibilities.Thus,KSAOs are characteristics about people that are not directly observable; they are observable only when individuals are carrying out the TDRs of the job.

Question 4

When team members on Kami's unit craft their professional goals for the new year,she is expecting at least one goal to be tied to the unit's goals.How will she measure the individuals' performance based on this link?

Accepted Answer

A) The level of task interdependence should be higher than the level of outcome interdependence. 
B) The level of sharing rewards for task accomplishment should be higher than the level of cooperation. 
C) Individual pay raises need to play a major role in terms of defining rewards. 
D) Individual accountability of behavior should be a critical indicator of performance. 
E) Teams should not be given autonomy or allowed to be flexible in how they use their time and skills. 
A) The level of task interdependence should be higher than the level of outcome interdependence. 
B) The level of sharing rewards for task accomplishment should be higher than the level of cooperation. 
C) Individual pay raises need to play a major role in terms of defining rewards. 
D) Individual accountability of behavior should be a critical indicator of performance. 
E) Teams should not be given autonomy or allowed to be flexible in how they use their time and skills.

Question 5

List and describe the six sections of a Position Analysis Questionnaire (PAQ).

Accepted Answer

The six sections of a PAQ are 1.Informat

Question 6

When there is a single point of failure,companies can correct the problem by having

Accepted Answer

A) teams provide organizations with a limited set of skills to utilize. 
B) team members share work when any member becomes overloaded. 
C) rewards that are focused on individual pay raises rather than team bonuses. 
D) a limit to the team's autonomy,improving its efficiency. 
E) the team remove the need for individual accountability. 
A) teams provide organizations with a limited set of skills to utilize. 
B) team members share work when any member becomes overloaded. 
C) rewards that are focused on individual pay raises rather than team bonuses. 
D) a limit to the team's autonomy,improving its efficiency. 
E) the team remove the need for individual accountability.

Question 7

The ________ section in a position analysis questionnaire (PAQ)focuses on the physical activities,tools,and devices used by the worker to perform the job.

Accepted Answer

A) mental process 
B) information input 
C) work output 
D) job context 
E) data input 
A) mental process 
B) information input 
C) work output 
D) job context 
E) data input

Question 8

Jamal,an efficiency expert,proposes the "just-in-time" inventory method to Liza,the CEO of Neptune Inc.If Liza is to accept the proposal,which of the following changes is he most likely to implement in Neptune Inc.?

Accepted Answer

A) He is likely to avoid made-for-order method of manufacturing. 
B) He is likely to create a larger storage space for inventories. 
C) He is likely to introduce processes that support lean production. 
D) He is likely to manufacture mass products well ahead of demand. 
E) He is likely to stock a backup of supplies for emergencies. 
A) He is likely to avoid made-for-order method of manufacturing. 
B) He is likely to create a larger storage space for inventories. 
C) He is likely to introduce processes that support lean production. 
D) He is likely to manufacture mass products well ahead of demand. 
E) He is likely to stock a backup of supplies for emergencies.

Question 9

How does the mechanistic approach differ from the motivation approach?

Accepted Answer

A) The mechanistic approach seeks to empower individual workers. 
B) The motivational approach designs jobs that are repetitive and mundane. 
C) Workers in organizations that follow the mechanistic approach can be easily replaced. 
D) Workers in organizations that follow the motivational approach have less autonomy. 
E) Organizations that follow the mechanistic approach are highly dependent on individual workers. 
A) The mechanistic approach seeks to empower individual workers. 
B) The motivational approach designs jobs that are repetitive and mundane. 
C) Workers in organizations that follow the mechanistic approach can be easily replaced. 
D) Workers in organizations that follow the motivational approach have less autonomy. 
E) Organizations that follow the mechanistic approach are highly dependent on individual workers.

Question 10

How do the different HR functions use the information gathered from job analysis?

Accepted Answer

1.Work redesign: Often a firm will seek

Question 11

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service,and it is performed after allocating and assigning these tasks to a particular job category or person.

Accepted Answer

A) True 
 B)False

Question 12

Work-flow design is the process of

Accepted Answer

A) allocating resources required for completing a task. 
B) assigning the task to a particular job category or person. 
C) analyzing the tasks necessary for the production of a product. 
D) evaluating the resource input and the actual output of a task. 
E) comparing the results of a task with its objectives. 
A) allocating resources required for completing a task. 
B) assigning the task to a particular job category or person. 
C) analyzing the tasks necessary for the production of a product. 
D) evaluating the resource input and the actual output of a task. 
E) comparing the results of a task with its objectives.

Question 13

Divisional structures are most appropriate in stable and predictable environments.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following approaches to job design identifies the "one best way" to perform a job?

Accepted Answer

A) Motivational approach 
B) Scientific management approach 
C) Biological approach 
D) Perceptual-motor approach 
E) Cognitive task analysis approach 
A) Motivational approach 
B) Scientific management approach 
C) Biological approach 
D) Perceptual-motor approach 
E) Cognitive task analysis approach

Question 15

The final stage in work-flow analysis is to identify the inputs used in the development of a work unit's product.

Accepted Answer

A) True 
 B)False

Question 16

Functional structures are more appropriate than divisional structures when

Accepted Answer

A) the environment is unstable. 
B) it is difficult to anticipate the demand. 
C) coordination requirements between jobs are inconsistent. 
D) the organization competes on costs. 
E) the environment is unpredictable. 
A) the environment is unstable. 
B) it is difficult to anticipate the demand. 
C) coordination requirements between jobs are inconsistent. 
D) the organization competes on costs. 
E) the environment is unpredictable.

Question 17

Daihi created a job posting with the knowledge,skills,and abilities needed to perform the job.He will get qualified candidates to apply.

Accepted Answer

A) True 
 B)False

Question 18

Josef is in charge of creating and distributing a monthly profit margin report.In the job description,it discusses preparing reports coordinating teams and presenting information.These are examples of job ________ needed for this job.

Accepted Answer

A) knowledge 
B) abilities 
C) skills 
D) motivation 
E) duties 
A) knowledge 
B) abilities 
C) skills 
D) motivation 
E) duties

Question 19

The factual or procedural information that is necessary for successfully performing a task is called

Accepted Answer

A) aptitude. 
B) ability. 
C) skill. 
D) persistence. 
E) knowledge. 
A) aptitude. 
B) ability. 
C) skill. 
D) persistence. 
E) knowledge.

Question 20

Linda was hired almost 20 years ago.Since then,she has moved around in the company and taken on additional responsibilities.A job analysis would have identified the error here.

Accepted Answer

A) True 
 B)False

Divisional structures are more appropriate than functional structures when

A manager has decided to improve the physical work environment in his office to ensure that incumbents have fewer physical ailments.Which job design approach would be most helpful to him?

Describe job analysis and distinguish between job description and job specification.

When team members on Kami's unit craft their professional goals for the new year,she is expecting at least one goal to be tied to the unit's goals.How will she measure the individuals' performance based on this link?

List and describe the six sections of a Position Analysis Questionnaire (PAQ).

When there is a single point of failure,companies can correct the problem by having

The ________ section in a position analysis questionnaire (PAQ)focuses on the physical activities,tools,and devices used by the worker to perform the job.

Jamal,an efficiency expert,proposes the "just-in-time" inventory method to Liza,the CEO of Neptune Inc.If Liza is to accept the proposal,which of the following changes is he most likely to implement in Neptune Inc.?

How does the mechanistic approach differ from the motivation approach?

How do the different HR functions use the information gathered from job analysis?

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service,and it is performed after allocating and assigning these tasks to a particular job category or person.

Work-flow design is the process of

Divisional structures are most appropriate in stable and predictable environments.

Which of the following approaches to job design identifies the "one best way" to perform a job?

The final stage in work-flow analysis is to identify the inputs used in the development of a work unit's product.

Functional structures are more appropriate than divisional structures when

Daihi created a job posting with the knowledge,skills,and abilities needed to perform the job.He will get qualified candidates to apply.

Josef is in charge of creating and distributing a monthly profit margin report.In the job description,it discusses preparing reports coordinating teams and presenting information.These are examples of job ________ needed for this job.

The factual or procedural information that is necessary for successfully performing a task is called

Linda was hired almost 20 years ago.Since then,she has moved around in the company and taken on additional responsibilities.A job analysis would have identified the error here.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

Filters

Exam 4: The Analysis and Design of Work

Divisional structures are more appropriate than functional structures when

A manager has decided to improve the physical work environment in his office to ensure that incumbents have fewer physical ailments.Which job design approach would be most helpful to him?

Describe job analysis and distinguish between job description and job specification.

When team members on Kami's unit craft their professional goals for the new year,she is expecting at least one goal to be tied to the unit's goals.How will she measure the individuals' performance based on this link?

List and describe the six sections of a Position Analysis Questionnaire (PAQ).

When there is a single point of failure,companies can correct the problem by having

The ________ section in a position analysis questionnaire (PAQ)focuses on the physical activities,tools,and devices used by the worker to perform the job.

Jamal,an efficiency expert,proposes the "just-in-time" inventory method to Liza,the CEO of Neptune Inc.If Liza is to accept the proposal,which of the following changes is he most likely to implement in Neptune Inc.?

How does the mechanistic approach differ from the motivation approach?

How do the different HR functions use the information gathered from job analysis?

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service,and it is performed after allocating and assigning these tasks to a particular job category or person.

Work-flow design is the process of

Divisional structures are most appropriate in stable and predictable environments.

Which of the following approaches to job design identifies the "one best way" to perform a job?

The final stage in work-flow analysis is to identify the inputs used in the development of a work unit's product.

Functional structures are more appropriate than divisional structures when

Daihi created a job posting with the knowledge,skills,and abilities needed to perform the job.He will get qualified candidates to apply.

Josef is in charge of creating and distributing a monthly profit margin report.In the job description,it discusses preparing reports coordinating teams and presenting information.These are examples of job ________ needed for this job.

The factual or procedural information that is necessary for successfully performing a task is called

Linda was hired almost 20 years ago.Since then,she has moved around in the company and taken on additional responsibilities.A job analysis would have identified the error here.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

Filters