Q&A Hero

Q: Which of the following is true of self-managing work teams? A. Team members' job duties are narrowly defined. B. Team members usually share work assignments. C. Team members' joint responsibilities are minimal. D. Team members only have the authority to schedule work. E. Team members are only responsible for their individual tasks.

Q: The collaborating conflict style is appropriate when time is short.

Q: Pamela, the manager of an electronics store in California, gives her staff the authority to resolve customer complaints. She lets the staff decide whether to issue refunds or replace merchandise in case of consumer grievances. Which of the following job design techniques does Pamela implement in her store? A. Job sharing B. Job extension C. Job rotation D. Job enrichment E. Job evaluation

Q: The collaborating conflict style user attempts to resolve the conflict through assertive give-and-take concessions.

Q: Identify the step that can be taken by an organization to enhance manufacturing jobs for its employees. A. Divide tasks among employees in greater detail. B. Carry out time-and-motion studies to identify the best way to perform a job. C. Make the tasks repetitive and simple to avoid errors. D. Give employees more authority to manage the production process. E. Establish a centralized decision-making process.

Q: The accommodating approach to conflict is unassertive and cooperative.

Q: According to Herzberg's two-factor theory, which of the following factors would motivate individuals the most? A. Meaningfulness of a job B. Fringe benefits of a job C. Shares of company stock D. Salary and allowances E. Periodic bonuses

Q: Being afraid to be assertive is not a problem; it is not being assertive when one is afraid that is the problem.

Q: Job enrichment differs from job rotation in that job enrichment: A. empowers workers by adding more decision-making authority to their jobs. B. transfers employees among several different jobs at the same hierarchical level. C. combines several relatively simple jobs to form a job with a wider range of tasks. D. allows employees to mutually exchange work roles at the same organizational level. E. assesses the relative dollar value of each job to an organization.

Q: The advantage of the forcing conflict management style is that better organizational decisions will be made given that the forcer is correct, rather than less effective, compromised decisions.

Q: Which of the following job design techniques involving the addition of decision-making authorities to a job is credited to Frederick Herzberg? A. Job extension B. Job rotation C. Job enrichment D. Job enlargement E. Job sharing

Q: Very little conflict within an organization is a sign of well-thought out management practices.

Q: Which of the following arrangements would qualify as job rotation? A. A receptionist hired to perform the jobs of file clerk and typist B. Training support staff in front office functions through periods of alternating work arrangements C. Members of the production team making decisions regarding how to resolve problems with customers D. A manager participating in a meeting while on vacation with his family E. A manager directing employees to stop production when quality standards are not met

Q: Workplace violence is often spontaneous.

Q: Creations Media Inc., a publishing company, conducted an internal survey on employee satisfaction. The results indicated that a majority of its support staff considered their jobs to be monotonous. In order to make the requisite change, management decided to combine the job duties of assistants, typists, and file clerks into a single job that requires all three kinds of work. Which of the following techniques of job design did this move constitute? A. Job analysis B. Job review C. Job identification D. Job evaluation E. Job extension

Q: A key factor in controlling your anger is using passive behavior.

Q: Which of the following is the objective of job enlargement? A. To make jobs less repetitive and more interesting B. To increase efficiency by identifying the best way to perform a job C. To decrease the burden of decision-making responsibilities for employees D. To assess the relative dollar value of each job to an organization E. To decrease the impact a job has on the lives of other people

Q: Anger can lead to assertive behavior to resolve problems.

Q: In which of the following scenarios will workers be less motivated to perform a job per the Job Characteristics Model? A. When the job requires a variety of skills to be performed B. When the job requires completing the whole piece of work from beginning to end C. When the job has minimal impact on the lives of other people D. When the job allows individuals to take autonomous decisions about the job E. When a person receives clear information about performance effectiveness from the work itself

Q: Violence is clearly aggressive behavior at the extreme level.

Q: Assertiveness is the process of expressing thoughts and feelings while getting what one wants through any possible way.

Q: In terms of the Job Characteristics Model, feedback refers to the extent to which _____. A. a job requires a variety of skills to carry out the tasks involved in the job and its duties B. employees are given the authority to make decisions C. performance appraisals are perceived as transparent and fair by employees D. a job requires a variety of skills to carry out the tasks involved E. a person receives clear information about performance effectiveness from the work itself

Q: Richard, a researcher, is of the opinion that organizations should empower employees by designing work to be done by self-managing teams. Which of the following statements would validate Richard's argument? A. Self-managing teams are highly involved in decision making. B. Self-managing teams do not have the authority to schedule work or hire team members. C. Organizations do not have to incur additional training expenditures. D. Team members do not have to perform a wide variety of tasks, and they view their effort as significant. E. Self-managing teams consume more time and result in lower productivity.

Q: Within ego states there are three different types of transactions: complementary, crossed, and ulterior.

Q: Adam contends that telework or telecommuting is profitable for both employers and employees and has been a rising trend. Which of the following statements would accurately explain the validity of Adam's statement? A. Telecommuting may support a strategy of corporate social responsibility. B. Organizations need more office space and greater investments to achieve higher productivity. C. Employees telecommuting may have greater absences from work. D. A telework arrangement is easy to set up for manufacturing workers. E. A telework arrangement is difficult to set up for people in managerial, professional, or sales jobs.

Q: Crossed transactions occur when a message seems to be coming from one ego state, but in reality it is coming from another.

Q: It is appropriate to be in the parent ego state if the person with whom you are interacting is acting like a child.

Q: According to the Job Characteristics Model, _____ refers to the job characteristic that reflects the degree to which a job allows an individual to make decisions about the way the work is carried out. A. task knowledge B. task ability C. skill variety D. autonomy E. feedback

Q: When an employee is in the adapted child ego state, the manager should not behave similarly.

Q: According to the Job Characteristics Model, which of the following best describes task identity? A. The extent to which a job requires a variety of skills to carry out the tasks involved B. The degree to which a job allows an individual to make decisions about the way the work will be carried out C. The extent to which a person receives clear information about performance effectiveness from the work itself D. The degree to which a job requires completing a "whole" piece of work from beginning to end E. The extent to which a job has an important impact on the lives of other people

Q: It is best to be in the natural child ego state if the person with whom you are interacting is in the adult ego state.

Q: Name the model that was developed by Richard Hackman and Greg Oldham to describe ways to make jobs more motivating. A. The cognitive dissonance model B. The situational leadership model C. The Job Characteristics model D. The Fleishman Job Analysis model E. The Motivation-Hygiene model

Q: Give at least two different barriers to communication you have experienced at work. Explain the situation and how the barrier could have been overcome.

Q: Javier, a regional manager for a leading automobile company in the U.S., decides to design a manufacturing job based on the principles of industrial engineering. Following its successful implementation, which of the following outcomes should he expect? A. Increased efficiency B. Increased complexity C. Decreased repetitiveness D. Increased skill requirements E. Decreased specialization

Q: Which message transmission channels do you use most often at work?

Q: Matwork Solutions Inc. is a nationwide logistics company that helps in the transportation of food and other essential products across states. Which of the following would be a benefit to the company if it plans on applying industrial engineering to existing jobs? A. Industrial engineering will increase the complexity of the work. B. Industrial engineering will eliminate the need for specialization in the job. C. Industrial engineering will make jobs less specialized and less repetitive. D. Industrial engineering will provide measurable and practical benefits. E. Industrial engineering will represent the best way to make jobs more meaningful.

Q: Give specific examples of how you use digital information technology to communicate.

Q: The industrial engineering approach is most likely to emphasize _____. A. defining work arrangements and reporting requirements B. streamlining jobs to make them simpler, efficient, and automatic C. designing jobs in such a way that they require minimal specialization D. exploring new and diverse ways of doing the same job E. creating complex and challenging jobs that require innovative employees

Q: Natalie, a manager at a construction company, contends that applying industrial engineering is the simplest way to structure work and maximize efficiency. Which of the following statements supports Natalie's argument? A. Applying industrial engineering reduces the complexity of work. B. Applying industrial engineering makes jobs more dynamic. C. Organizations cannot combine industrial engineering with other approaches to job design. D. Applying industrial engineering makes training people extremely difficult and time consuming. E. Applying industrial engineering to a job increases its complexity.

Q: Give a specific example of a message you heard through the grapevine. How accurate was it? Was it the exact same message management sent?

Q: Give a specific example of when you used horizontal communication.

Q: Maxwin Infomatics Corp., a nationwide logistics company, has announced the opening of a new unit for the manufacturing division. Alex, the HR manager, has been asked to help plan for the creation of the new unit. Which of the following relates to the task undertaken by Alex, if he is involved in the process of explaining how an employee will execute his or her tasks? A. Job rotation B. Job evaluation C. Job design D. Job enrichment E. Job extension

Q: Give a specific example of when you used vertical communication. Identify it as upward or downward.

Q: Which of the following is true of competency models? A. They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy. B. They identify and describe a few competencies required for success in a particular occupation or set of jobs. C. They are only applicable to middle managers of an organization. D. They focus more on tasks and outcomes and not on how people work. E. They are only created for different occupational groups in an organization.

Q: Draw an organization chart illustrating the departments in the organization for which you work or have worked.

Q: Which of the following best defines competency? A. It is the set of duties performed by a particular team. B. It is the list of tasks, duties, and responsibilities (TDRs) that a particular job entails. C. It is a set of related duties for accomplishing work. D. It is the activity that a work unit's members engage in to produce a given output. E. It is an area of personal capability that enables employees to perform successfully.

Q: Select an organization for which you work or have worked. Is the division of labor specialized? Identify the chain of command from your job to the top of the organization. How many people are in your boss's span of management? Is authority centralized or decentralized? How is work coordinated?

Q: Steve contends that a manager conducting a job analysis is required not only to define jobs when they are created but also to detect changes in jobs. What is the validity of Steve's argument? A. Errors in job analysis have multiple sources but most result from outdated job descriptions. B. Today's workplace is more or less inflexible and is not constantly subject to change. C. People imagine jobs to be unstable, whereas jobs actually do not change or evolve over time. D. Changes in jobs occur only when there is a change in the descriptions of jobs. E. Steve's argument is incorrect because new jobs do not have job descriptions.

Q: Give a specific example in which communication affected your behavior, human relations, and performance.

Q: Which of the following is likely to contribute to errors in a job analysis? A. Use of multiple analysis methods to obtain a detailed job analysis B. Inputs from multiple sources like incumbents and supervisors C. Fixed and unchanging job descriptions for various jobs D. Combination of internal and external sources of information for job analysis E. Creation of comprehensive and detailed job description

Q: What should a person ideally say when he or she seeks criticism? A. "Could we talk later so that I get some time to think about the criticism?" B. "If you cannot say anything good about someone, do not say anything at all." C. "I will make action plans and improve my performance." D. "I am not sure I see it that way. Please tell me how you perceive my behavior."

Q: Aaron, an HR manager, observes that the number of employees quitting their jobs has been steadily increasing over the last six months. On closer inspection, he finds that a majority of the employees who quit were unhappy with the pay structures. Aaron assesses the significance of each job to the organization, which helps him set up fair pay structures. This in turn helps the organization retain valuable employees. Which of the following most likely relates to the task undertaken by Aaron? A. Job evaluation B. Career planning C. Job training D. Performance appraisal E. Selection

Q: What should you ideally do if you blame others when getting criticism? A. Follow-up with your boss to see how you are doing. B. Ask if you can be given some examples of how to improve. C. Stay calm and use reflective statements for paraphrasing. D. Take responsibility for your behavior and apologize if you did something wrong.

Q: Which of the following HR activities is similar to analyzing a job that does not yet exist? A. Human resource planning B. Performance appraisal C. Job evaluation D. Work redesign E. Selection

Q: Identify the disadvantage of using the Position Analysis Questionnaire (PAQ). A. It applies exclusively to similar job profiles. B. It measures only the inputs of a work process. C. It fails to provide computerized reports. D. It only deals with the mental processes involved in performing a job. E. It results in abstract reports that are of limited use.

Q: What should a person ideally say if he or she feels like crying while receiving criticism? A. "Can you give me some examples of the specific behavior being criticized, and how to improve?" B. "Will you give me some time to think about the criticism and we will talk later?" C. "Let me tell you what I am going to do so we will be sure that we are in agreement." D. "I am not sure I see it that way. Please tell me how you perceive my behavior."

Q: _____ is the ability to understand and relate to another's situation and feelings. A. Emotional labor B. Situational quotient C. Empathic listening D. Conscientiousness

Q: To gather information about worker requirements, the Fleishman Job Analysis System typically asks _____ to evaluate a job in terms of the abilities required to perform the job. A. subject-matter experts B. supervisors C. HR specialists D. external analysts E. CEOs

Q: Which of the following job analysis methods requires subject-matter experts to evaluate a job in terms of abilities required to perform the job? A. Work sampling technique B. Participant observation technique C. Fleishman Job Analysis System D. Position Analysis Questionnaire E. Conjoint analysis technique

Q: Which of the following communication styles is most appropriate when there is no time? A. Autocratic communication style B. Consultative communication style C. Participative communication style D. Laissez-faire communication style

Q: Which of the following demonstrates low task-low relationship behavior, responding with the necessary open presentation? A. Autocratic communication style B. Consultative communication style C. Participative communication style D. Laissez-faire communication style

Q: Sharon, a manager at an organization, believes that using the Position Analysis Questionnaire (PAQ) is the best way to collect information about employee requirements because it helps in establishing job descriptions. Which of the following statements will explain that Sharon's view is flawed? A. This method considers only the inputs of a work process, ignoring the outputs. B. This method relies on fixed job titles and narrow task descriptions. C. This method cannot be used to compare dissimilar jobs. D. This method allows people without college-level reading skills to fill out the questionnaire. E. This method provides descriptions that are rather abstract.

Q: Which of the following is true of the Position Analysis Questionnaire (PAQ)? A. It considers only the inputs of a work process, ignoring the outputs. B. PAQ reports are very useful for writing job descriptions or redesigning jobs. C. PAQ ratings cannot be used to compare dissimilar jobs. D. The descriptions in the PAQ reports are very clear and specific. E. The PAQ is meant to be completed only by job analysts trained in this method.

Q: Which of the following demonstrates high task-high relationship behavior, using a closed presentation for the task with an open elicitation for the relationship? A. Autocratic communication style B. Consultative communication style C. Participative communication style D. Laissez-faire communication style

Q: Travel reservations have to be made for a number of delegates attending an international conference on trade and commerce. The supervisor's office engages a travel agent who will handle all details like airline bookings and flight schedules. Which of the following communication styles would be most appropriate when the supervisor communicates with the travel agent? A. Autocratic B. Participative C. Consultative D. Laissez-faire

Q: ALTS Infosystems is a software consulting firm based in Redmond. The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, ALTS Infosystems is using _____. A. a utilization analysis B. the Fleishman Job Analysis System C. a work flow design D. a conjoint analysis E. the Position Analysis Questionnaire

Q: Norma is organizing a company event. She has to create billboards that will be placed in different units of the firm. She needs to collaborate with a design specialist to agree on a design. Which of the following communication styles would be most appropriate when Norma communicates with the designer? A. Autocratic B. Participative C. Consultative D. Laissez-faire

Q: Which of the following is true of the Occupational Information Network (O*NET)? A. It provides listings of fixed job titles and narrow task descriptions. B. It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations. C. It represents the first attempt made by the U.S. Department of Labor to match the demand and supply of labor. D. It uses an online platform to provide information about available federal jobs. E. It was created by the U.S. Department of Labor in the 1930s as a vehicle for helping the new public employment system link the demand and supply of skills in the U.S. workforce.

Q: A trainer gave specific instructions for a task, and the trainees were told not to consult anyone or ask questions to complete the task. Which of the following communication styles did the trainer use in this example? A. Autocratic B. Participative C. Consultative D. Laissez-faire

Q: In the 1930s, the U.S. Department of Labor created the _____ as a vehicle for helping the new public employment system link the demand for skills and the supply of skills in the U.S. workforce. A. Career Development Facilitator (CDF) B. Dictionary of Occupational Titles (DOT) C. Occupational Information Network (ONET) D. Standard Occupational Classification (SOC) E. Selected Characteristics of Occupations (SCO)

Q: Orange Banking Group, a corporation that has a global presence, is seeking to hire employees for its IT team. Among the available job positions are those of system administrators and chief technology officer. Who among the following is most likely to be the best source for recruiting employees for these important technical positions? A. HR executives B. Incumbents C. Supervisors D. Line managers E. External job analysts

Q: Which of the following describes an autocratic communication style? A. High task-low relationship behavior, initiating a closed presentation B. Low task-low relationship behavior, responding with the necessary open presentation C. Low task-high relationship behavior, responding with open elicitation, some initiation, and little presentation D. High task-high relationship behavior, using a closed presentation for the task with an open elicitation for the relationship

Q: Josh, a manager at a manufacturing company, contends that using the Position Analysis Questionnaire (PAQ) provides an organization with information that helps in comparing jobs. His supervisor, Mark, argues that the information provided is valid only when the jobs are similar. Which of the following statements validates Josh's argument? A. The PAQ considers the whole work process, from inputs through outputs. B. Ratings by supervisors and trained analysts are less reliable than incumbents. C. Ratings of job incumbents tend to be less reliable. D. The PAQ can be completed by untrained personnel. E. A person who fills out the questionnaire does not need college-level reading skills.

Q: "I think you need to inform Jack's parents about his behavior instead of counseling him yourself." Identify the response style used in this statement. A. Probing B. Reassuring C. Advising D. Diverting

Q: Information from observers should be used as a supplement to information from incumbents. Identify the statement that is most likely to support this argument. A. Incumbents are a logical source of information; however, they may not be able to provide precise information. B. Incumbents provide accurate estimates of the importance of job duties, whereas supervisors provide accurate information about the time spent on safety-related risk factors. C. Incumbents provide accurate information, but they may have an incentive to exaggerate what they do to appear more valuable to the organization. D. Depending on external job analysts to supplement incumbents' information could be risky due to the relative inexperience of the analysts involved. E. Information provided by observers who look for a match between what incumbents are doing and what they are supposed to do may be unreliable.

Q: Which among the following is an appropriate use of a probing response? A. Giving advice when directly asked for it B. Ensuring understanding by getting more information C. Using it as a way to avoid needless arguments D. Providing confidence by giving it

Q: Henry has been newly appointed as the head of the HR team at AAS Technologies. In an attempt to establish a more efficient and reliable workflow, Henry has taken up the responsibility of creating job descriptions and job specifications for the newly hired and current engineers within the organization. While doing so, Henry gathers information about the knowledge, skills, abilities, and other characteristics (KSAOs) required for an engineer to successfully perform the job. Which of the following statements highlights the importance of a thorough understanding of KSAOs if Henry is attempting to fill a position? A. KSAOs are a set of characteristics about the work to be performed rather than the person on the job. B. KSAOs are primarily used in job descriptions rather than in job specifications. C. KSAOs play a significant role in interviews and selection decisions. D. KSAOs must be used as a clear basis for selection because they are directly observable in a person. E. Only one element of KSAOs should be considered while developing job specifications.

Q: _____ is used to avoid needless arguments. A. Advising B. Reflecting C. Probing D. Diverting

Q: Linda, a manager at Nixon Corp., is discussing a client proposal with her colleague Bennett. In order to send a quote for the proposal, Linda and Bennett require certain information pertaining to the proposed project. Which of the following is being sought by Linda and Bennett? A. Knowledge B. Attitude C. Experience D. Personality E. Outlook

Q: _____ statements paraphrase the message back to the sender to convey understanding and acceptance. A. Advising B. Reflecting C. Probing D. Diverting