Q&A Hero

Q: According to Herzberg, managers can enrich the jobs of employees by: a. adding more responsibility to jobs. b. increasing fringe benefits. c. improving the quality of employee supervision. d. removing safety hazards.

Q: _____is the process of adding a greater variety of tasks to a job. a. Job enrichment b. Job enlargement c. Job rotation d. Workplace expansion

Q: Job enrichment is touted as helping employees with: a. self-esteem and job satisfaction. b. dissatisfaction with pay. c. employment security. d. dissatisfaction with benefits.

Q: Any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job is called: a. job enlargement. b. job augmentation. c. job enrichment. d. job rotation.

Q: _____is accomplished by adding more meaningful tasks and duties to make the work more rewarding and satisfying. a. Job augmentation b. Job rotation c. Job enlargement d. Job enrichment

Q: The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from beginning to end with a visible outcome is known as: a. autonomy. b. task significance. c. skill variety. d. task identity.

Q: Federal guidelines and court decisions require that the specific performance requirements of a job be based on_____ job-related criteria. a. valid b. skilled c. incompetent d. competent

Q: Which of the following isNOT a problem frequently associated with job descriptions? a. They tend to broaden the scope of activities of the jobholder. b. They may be vague or poorly written. c. They include illegal specifications. d. They require frequent updating.

Q: The job specification section of a job description should include: a. the skills required to perform the job. b. the location of the job. c. the person to whom the jobholder reports. d. the date of job posting.

Q: The statements in a job description covering job duties or essential job functions are usually arranged in: a. alphabetical order. b. numerical order. c. order of importance. d. sequential order.

Q: The section of a job description that provides information about the location of the job and the reporting relationships involved is the: a. job duties section. b. job identification section. c. job title. d. job specification.

Q: The job title: a. is of psychological importance as 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.

Q: Most job descriptions contain all of the followingEXCEPT: a. the job title. b. a job identification section. c. a job duties section. d. a job evaluation section.

Q: In a fast-moving environment where job analysis must accommodate change, many organizations may adopt a _____, where the emphasis is on characteristics of successful performers rather than standard duties. a. dynamic job analysis b. team-based analysis c. strategic analysis of jobs d. competency-based analysis

Q: Which popular method of job analysis was pioneered by the U.S. Air Force? a. Dynamic job analysis b. Team-based analysis c. Task inventory analysis d. Competency-based analysis

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

Q: The degree to which carrying out the work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance is known as: a. task identity. b. autonomy. c. feedback. d. task variety.

Q: When a job analyst doubts the accuracy of information provided by employees, he or she should obtain additional information from all of the following EXCEPT: a. the employees. b. the managers. c. job analysts from a different organization. d. individuals who perform the same job.

Q: Job data may be obtained in all of the following waysEXCEPT from: a. guidelines on employee selection procedures. b. interviews with jobholders. c. observations by HR personnel. d. questionnaires completed by employees and supervisors.

Q: Based upon the work of Hackman and Oldham, which of the following is NOT one of the five core job dimensions related to psychological states? a. Skill variety b. Task identity c. Task significance d. Task isolation

Q: Which of the following is NOT a method to gather job analysis information? a. Diaries b. Applications c. Questionnaires d. Observations

Q: Under which method of analyzing jobs would you videotape jobs for later study? a. Interviews b. Questionnaires c. Observation d. Diaries

Q: The American with Disabilities Act requires that job duties and responsibilities must be: a. essential job functions for job success. b. adjusted to describe the reasonable accommodations that an employer is willing to provide. c. limited to not more than twenty individual job tasks. d. written by job incumbents most familiar with the job.

Q: _____is a field of study concerned with analyzing work methods and establishing time standards. a. Ergonomics b. Functional job analysis c. Industrial engineering d. Competency-based analysis

Q: The process of obtaining information about jobs by determining their duties, tasks, or activities is called: a. job design. b. job evaluation. c. job analysis. d. job search.

Q: Job analysis is called the cornerstone of HRM because: a. the information obtained is proactive. b. it is the first job given to new HRM employees. c. the information it collects serves many HRM functions. d. it is required by the law.

Q: _____is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being. a. Dejobbing b. Industrial engineering c. Ergonomics d. Autonomy

Q: Discrepancies between the knowledge, skills, and abilities of a jobholder and the KSAOs required for the job can be remedied by: a. training. b. discipline. c. cooperation. d. corporate leadership.

Q: A job description is: a. a group of related activities and duties of a job. b. a set ofdifferent duties and responsibilities performed by one employee. c. a statement of the knowledge, skills, and abilities required to perform a job. d. a statement of the tasks, duties, and responsibilities of a job.

Q: A statement of the knowledge, skills, and abilities required to perform a job is called a: a. job requirement. b. job specification. c. job position. d. job objective.

Q: A job specification is: a. a group of related activities and duties. b. a set ofdifferent duties and responsibilities performed by one employee. c. a statement of the knowledge, skills, and abilities required of a person to perform a job. d. a statement of the tasks, duties, and responsibilities of a job to be performed.

Q: An organization-specific list of tasks and their descriptions used as a basis to identify components of a job is known as: a. functional job analysis. b. the critical incident method. c. task inventory analysis. d. competency-based analysis.

Q: A job analysis method by which important job tasks are identified for job success is known as: a. functional job analysis. b. the critical incident method. c. task inventory analysis. d. the position analysis questionnaire system.

Q: A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as: a. functional job analysis. b. the critical incident method. c. task inventory analysis. d. the position analysis questionnaire system.

Q: Telecommuting is effective in retaining valued employees. a. True b. False

Q: Job sharing is effective with employees who desire to phase into retirement. a. True b. False

Q: Employees participate in flextime when they do entirely different jobs on a rotating schedule. a. True b. False

Q: The Fair Labor Standards Act requires the payment ofovertime to regular workers who work more than eight hours in a day. a. True b. False

Q: Employers using the compressed workweek may be required to pay overtime to employees under the Fair Labor Standards Act. a. True b. False

Q: A compressed work week includes anything less than 40 hours worked per week. a. True b. False

Q: The major advantage of the compressed workweek involves federal laws regarding overtime. a. True b. False

Q: Organizations can help prevent some of the problems a team experiences by determining how to compensate team members individually and jointly for its achievement. a. True b. False

Q: Characteristics of successful teams include commitment to shared goals, open communication, shared leadership, and clear role assignments. a. True b. False

Q: Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies. a. True b. False

Q: The concept of work teams holdsthat employees, not managers, are in the best position to contribute to work performance. a. True b. False

Q: The job specifications section should also include interpersonal skills if a competency-based job analysis approach is used. a. True b. False

Q: Ergonomics is concerned with the design of equipment to accommodate human capabilities. a. True b. False

Q: Dejobbing refers to the process of structuring organizations not around jobs but around projects that are constantly changing. a. True b. False

Q: A critical aspect of industrial engineering is the establishment of time standards for a particular work cycle. a. True b. False

Q: Job design objectives that emphasize industrial engineering considerations concentrate on the study of work cycles to determine how to reduce the time needed to complete the cycle. a. True b. False

Q: Participation, innovation, access to information, and accountability are the four conditions that organizations must encourage to realize the benefits of empowerment. a. True b. False

Q: Employee empowerment is an example of when an organization allows its employees to participate in the decisions that affect the overall strategic direction of the organization. a. True b. False

Q: Empowerment encourages employees to become innovators and managers of their own work. a. True b. False

Q: Job enlargement is the process of adding a greater variety of tasks to a job. a. True b. False

Q: According to the job characteristics model, task identity requires performing a job from beginning to end. a. True b. False

Q: In the job characteristics model, skill variety refers to a job entailing different activities that require the use of different skills and talents by the jobholder. a. True b. False

Q: In the job characteristics model, task identity refers to the degree to which a job requires completion of a whole and identifiable piece of work. a. True b. False

Q: In the job characteristics model, feedback refers to the degree to which a job provides substantial freedom, independence, and discretion to an employee. a. True b. False

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

Q: In the job characteristics model, skill variety refers to the amount of freedom held by an employee to schedule work and perform its activities. a. True b. False

Q: The job characteristics model suggests that a motivated, satisfied, and productive employee is one who (1) experiences meaningful work; (2) experiences responsibility for work outcomes; and (3) has knowledge of the results of his or her work activities. a. True b. False

Q: According to Oldham, skill variety is the degree to which a job entails a variety of different activities, which demand the use of a number of different skills and talents by the jobholder. a. True b. False

Q: Adding more meaningful tasks to an employee's job in an effort to make it more rewarding is an example of job enrichment. a. True b. False

Q: Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits. a. True b. False

Q: Software programs, more often than not, actually hinder the job analysis process. a. True b. False

Q: Job design is the process of studying and designing equipment and systems that are easy and efficient for employees to use so that their physical well-being is not compromised. a. True b. False

Q: Managers of businesses where employees perform many different job tasks must be concerned about writing specific job descriptions because federal guidelines and court decisions require job requirements to be based on valid job-related criteria. a. True b. False

Q: Federal guidelines and court decisions now permit that performance requirements of a job may be based on invalid job-related criteria. a. True b. False

Q: Job specifications usually cover two areas: (1) the skill required to perform the job, and (2) the level of autonomy inherent in the position. a. True b. False

Q: The law requires employers to be able to show that the job criteria they use to select employees for a particular position relate specifically to the duties for that job. a. True b. False

Q: Under the Americans with Disabilities Act, the purpose of essential functions in a job description is to help match job requirements to organizational goals. a. True b. False

Q: The job title is of psychological importance as well as descriptive. a. True b. False

Q: Most job descriptions include a job title, a job identification section, and a job duties section. a. True b. False

Q: The task inventory analysis method was pioneered by Microsoft. a. True b. False

Q: Job descriptions, job specifications, and even job evaluations can now be downloaded quickly from O*NET. a. True b. False

Q: The critical job tasks identified by the critical incident approach to job analysis include those important behaviors and job responsibilities performed by the jobholder that lead to job success. a. True b. False

Q: Critical incident analysis is an organization-specific list of tasks and their descriptions that are used as a basis to identify components of a job. a. True b. False

Q: O*Net Online, maintained by the Department of Labor, contains standardized and comprehensive job descriptions. a. True b. False

Q: Inflating a job's responsibilities can occur unintentionally. a. True b. False

Q: Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions. a. True b. False