Q&A Hero

Q: The primary purpose of reengineering is to implement incremental changes within an organization.

Q: Job rotation (cross-training) moves employees from one job to another to broaden their experience.

Q: Job development involves increasing the number of tasks a worker performs, all of which are at the same level of responsibility.

Q: With job enrichment, employees should be given more authority over their work and provided with timely feedback on their performance.

Q: Frederick Herzberg outlined five principles related to job enlargement.

Q: Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.

Q: Tight budgets may be a reason for an increase in workers with broad skills.

Q: As more individuals become autonomous, or self-managed, job enrichment is moving away from the team level.

Q: Horizontal expansion of responsibilities is provided by job enrichment.

Q: Blackbird Guitars is a small firm that has an excellent illustration of job design.

Q: Improvements in job satisfaction in many organizations can happen with ________. A) job design B) reengineering C) job rotation D) job enrichment

Q: ________ should not be confused with downsizing even though a workforce reduction often results. A) Job design B) Reengineering C) Job rotation D) Strategy

Q: Reengineering stresses that work should be organized around ________. A) functional units as opposed to corporate titles B) inputs as opposed to results C) tasks or functions as opposed to outcomes D) outcomes as opposed to tasks or functions

Q: Some organizations use ________ to relieve boredom for the worker. A) job enlargement B) engagement C) job enrichment D) job rotation

Q: ________ is sometimes called cross-training and involves providing greater variety to the worker. A) Job enlargement B) Engagement C) Job enrichment D) Job rotation

Q: The worker has the opportunity to derive a feeling of achievement, recognition, responsibility, and personal growth in performing the job when ________ exist. A) job enlargement B) engagement C) job enrichment D) job rotation

Q: Job enrichment provides opportunity for the worker to derive feelings of ________. A) recognition and responsibility B) achievement C) personal growth D) all of the above

Q: As an HR specialist at a large auto manufacturer, you have noticed that many of the technicians employed by your firm are bored with their jobs, not meeting performance goals, and frequently absent. Which of the following would most likely resolve some of these problems among technicians? A) implementing a job rotation program B) conducting a new job analysis C) initiating a hiring freeze D) downsizing the firm

Q: Which term refers to the fundamental rethinking and radical redesign of business processes to become more competitive? A) reengineering B) total process quality C) total quality management D) management by objectives

Q: Audrey is a recent college graduate who was hired by a computer manufacturing firm. Each week, Audrey will be assigned to a different department in order to broaden her understanding of the firm and help her understand a variety of jobs. In which of the following is Audrey most likely participating? A) job rotation B) job evaluation C) job enrichment D) job enlargement

Q: Which of the following terms refers to increasing the number of tasks a worker performs, with all of the tasks at the same level of responsibility? A) job design B) job rotation C) job enrichment D) job enlargement

Q: Who first advocated the concept of job enrichment? A) Frederick Herzberg B) Victor Vroom C) Abraham Maslow D) Robert Noe

Q: Which term refers to basic changes in the content and level of responsibility of a job so as to provide greater challenges to the worker? A) job rotation B) job analysis C) job enrichment D) job enlargement

Q: The process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization refers to ________. A) job design B) job analysis C) job enrichment D) job enlargement

Q: Define competency and competency modeling. Explain their importance as alternatives to job analysis.

Q: Individual's capability to orchestrate and apply combinations of knowledge, skills, and abilities consistently over time to perform work successfully in work situations is known as competencies.

Q: Competency modeling refers to an individual's capability to orchestrate and apply combinations of knowledge, skills, and abilities.

Q: Competencies refer to job characteristics.

Q: Oftentimes, HR professionals' identification of competencies is derived from an analysis of ________. A) observation methods B) overall strategic statements C) job descriptions D) global talent management

Q: Competencies refer to an individual's capability to orchestrate and apply combinations of ________ over time to perform work successfully. A) knowledge, skills, and abilities B) job duties, job specifications, and job identification C) jobs, positions, and tasks D) positions, job identification, and skills

Q: The job summary approximates the nature of the work content and will distinguish that job from others.

Q: The job identification section of the job description includes the job title, the department, the reporting relationship, and a job number or code.

Q: Job specifications provide information regarding the essential tasks, duties, and responsibilities of the job.

Q: The Standard Occupational Classification identifies ________ occupations. A) 97 B) 461 C) 750 D) 840

Q: In a brief essay, explain the difference between job enrichment and job enlargement.

Q: Which agency administers O*NET? A) U.S. Department of Labor Wage and Hour Division B) U.S. Department of the Census C) U.S. Department of Labor's Employment and Training Administration D) U.S. Bureau of Labor Statistics

Q: At LG, the purchase orders must have clearance from procurement engineering; as a result LG reduced purchases by $2 billion.

Q: The ________ is the essential foundation for facilitating career counseling, education, employment, and training activities. A) Job Almanac B) Public Broadcasting Network C) Occupational Information Network D) Small Business Administration

Q: In a brief essay, discuss how technological tools, such as O*NET and HR databases, benefit HR managers.

Q: The ________ contains job descriptions for all U.S. workers in more than 800 occupations. A) Standard Occupational Classification (SOC) B) Occupational Position Paper (OPP) C) Workplace Status Assessment (WSA) D) Federal Employment Guide (FEG)

Q: One of the primary advantages of O*NET is that it ________. A) provides a list of all federal and state job openings B) serves as a recruiting tool for small and large firms C) maintains current job requirement information D) tracks changes in the U.S. job market

Q: What is a comprehensive government-developed database of worker attributes and job characteristics? A) G*NET B) Job Identification Network C) O*NET D) Job Analysis System

Q: The Standard Occupational Classification (SOC) does ________. A) reflect actual changes in the nature or organization of work activities in the economy B) allow organizations to seek greater recognition for their members' occupations C) allow organizations to seek a higher profile for their members' occupations D) all of the above

Q: The primary reason for reviewing job analysis results with employees is to ________. A) ensure that they are accurate, clear, and understandable B) comply with state laws C) negotiate their salary D) comply with union requirements

Q: All of the following are items typically included in the job specification EXCEPT ________. A) educational requirements B) required compensation C) physical capabilities D) personality traits

Q: In the job description, which element provides a concise overview of the job? A) job summary B) job identification C) purpose statement D) performance standards

Q: Which of the following helps ensure that a job description does NOT become obsolete? A) providing the job requisition number B) including the job analysis date C) providing an overview of the job D) listing the major job duties

Q: The job identification section of the job description includes the ________. A) required skills of the job B) size of company C) reporting relationship D) primary duties and tasks

Q: Which section in the job description includes the job title, the department, the reporting relationship, and a job number or code? A) job summary B) job identification C) duties performed D) job specification

Q: Which of the following is LEAST likely to be included in a job description? A) major duties performed B) percentage of time devoted to each duty C) performance standards to be achieved D) specific details about benefits and compensation

Q: What document should provide concise statements of what employees are expected to do on the job and indicate what employees do, how they do it, and the conditions under which the duties are performed? A) job specification B) job description C) job identification D) job evaluation

Q: Why is it important in today's business environment to have a sound job analysis system? What methods are available for collecting job analysis data?

Q: What are the primary reasons for conducting a job analysis? What individuals in an organization typically conduct the job analysis?

Q: Social context is relevant information collected during many job analysis efforts.

Q: Job analysis is most often performed because of changes in the nature of jobs.

Q: In a workgroup consisting of a supervisor, two senior clerks, and four data processing clerks, there are three jobs and four positions.

Q: A position may require the services of ten to twelve people depending on the size of the organization.

Q: A job consists of a group of tasks that must be performed for an organization to achieve its goals.

Q: Job planning is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.

Q: The structure of job analysis questionnaires eliminates the possibility of employees exaggerating their tasks and responsibilities.

Q: The observation method is primarily used to gather information when mental skills play a dominant role in a job.

Q: Using questionnaires is typically a quick, economical job-analysis method.

Q: The person who conducts job analysis is interested in gathering ________. A) data on what is involved in performing a particular job B) information about the competitive marketplace for talent C) information about what it's like to work for a particular company D) data to reveal hiring trends in various industries

Q: Outside consultants would most likely be hired to conduct job analyses when an organization ________. A) is unusually large B) is highly profitable C) lacks technical expertise D) lacks global sales offices

Q: The people who participate in job analysis should include, at a minimum, the employee and the ________. A) immediate supervisor B) human resource manager C) human resource department D) job analysis committee

Q: Which of the following is a TRUE statement regarding job analysis methods? A) A single analysis method is typically used to ensure consistency. B) Analysts often use a combination of methods for accurate job descriptions or specifications. C) Questionnaires minimize employee exaggeration. D) Observation is the best method for all jobs.

Q: The HR department at Top Choice Manufacturing has been asked to collect job analysis information about general worker behaviors rather than tasks. Which job analysis method would be most appropriate? A) position analysis questionnaire B) functional job analysis C) personal interview D) observation

Q: Mario, an HR specialist at General Motors, needs to conduct a job analysis for the position of a financial analyst position. Which job analysis method is LEAST appropriate for Mario to use? A) interview B) employee recording C) questionnaire D) observation

Q: Mario, an HR specialist at General Motors, needs to conduct a job analysis for the position of an assembly line operator. Which job analysis method would be most appropriate for Mario to use? A) simulation B) observation C) benchmarking D) employee recording

Q: A ________ is a comprehensive job analysis approach that concentrates on the interaction between the work, the workers, and the organization. A) functional job analysis B) position analysis questionnaire C) guidelines-oriented job analysis D) fundamental analysis schedule

Q: Monica is an HR manager who needs to conduct a job analysis quickly and economically. Which method should Monica use? A) questionnaire B) observation C) interview D) employee recording

Q: In which of the following occupations would observation be the least useful method of job analysis? A) forklift operator B) financial analyst C) assembly line worker D) baggage handler

Q: Which of the following is NOT a fundamental component of the job analysis process? A) identifying relevant machines, tools, and equipment B) identifying relevant laws C) identifying tasks D) identifying exclusively the necessary knowledge, skills, and abilities

Q: What studies are conducted to determine how long it takes for a task to be performed? A) job analysis B) work measurement C) job evaluation D) work process

Q: All of the following EXCEPT ________ are included in job specifications. A) knowledge B) skills C) responsibilities D) abilities

Q: Which document clarifies the importance of a well-prepared job analysis? A) Federal Register # 12 B) Uniform Guidelines on Employee Selection Procedures C) EEOC Register of Guidelines D) OFCCP Federal Register

Q: Job description information benefits HR management in all of the following ways EXCEPT ________. A) supporting the legality of employment practices B) specifying safety and health issues C) mandating staffing diversity D) identifying training needs

Q: How does job analysis primarily benefit an HR manager? A) improves public relations B) adheres to federal standards C) provides guidelines for staffing D) outlines labor negotiation requirements

Q: Which of the following provides the minimum acceptable qualifications that a person should possess to perform the job? A) job title B) job description C) job specification D) job evaluation

Q: A document that provides information regarding the tasks, duties, and responsibilities of the job is referred to as a ________. A) job analysis B) job description C) job specification D) job document