Q&A Hero

Q: What are the advantages and disadvantages of using interviews to collect job analysis data?

Q: Leaders who are looking for exceptionally high performance from subordinates might try this approach. A) supportive B) directive C) achievement oriented D) participative

Q: What time-saving options are available to a busy manager who needs to conduct a job analysis and write job descriptions? Explain your answer in a brief essay.

Q: A participative leadership style works well with subordinates who ________. A) have little faith in their own ability B) are having work group conflicts C) have an external locus of control D) have an internal locus of control

Q: What are the steps involved in the job analysis process? Briefly discuss the methods available for collecting job analysis information.

Q: In a highly structured organization, this approach seems to work best. A) supportive B) directive C) achievement oriented D) participative

Q: How does job analysis support human resource management activities? Briefly describe one of the methods commonly used for gathering job analysis data.

Q: Effective talent management focuses on developing employee competencies that align with strategic goals.

Q: In path-goal theory, a directive leadership style works well in a situation in which tasks are ________. A) straightforward and unambiguous B) ambiguous and stressful C) highly structured D) clearly defined

Q: Which of the following is included in the class of contingency variables that are associated with personal characteristics of a follower? A) locus of control B) task structure C) group structure D) formal authority system

Q: Writing a competencies-based job description typically involves compiling a list of job duties.

Q: In a short essay, describe how managers might motivate contingent workers.

Q: ABC Widgets, Inc. wants to develop a high-performance work system, so its HR department should most likely develop traditional job descriptions rather than competency-based job descriptions.

Q: In a short essay, describe how managers might motivate professional workers.

Q: British Petroleum implemented a competency-based skills matrix for its employees. As a result, employee training, appraisals, and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.

Q: In a short essay, explain which theories work best for certain cultures. The discussion should include Maslow's need hierarchy, the three-needs theory, and the equity theory.

Q: Competency-based job analysis focuses on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job.

Q: When it comes to using rewards to motivate employees, money is the only option that has been found to be effective.

Q: Competency-based job analysis is more worker-focused than traditional job analysis.

Q: Competencies are observable and measurable behaviors, and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.

Q: Open-book management programs motivate by giving employees a greater sense of ownership in the company.

Q: Professionals are best motivated by extra pay and promotion within the organization.

Q: Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.

Q: Today's workplaces provide a wide range of scheduling options and benefits that allow employees more flexibility at work and allow them to better balance or integrate their work and personal lives.

Q: In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks.

Q: Telecommuting has been found to initially increase job satisfaction, but later satisfaction decreases and then levels off.

Q: Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement.

Q: Research shows that men and women value different levels of flexibility and autonomy in their jobs.

Q: A conventional job description provides managers with a more comprehensive picture of worker activities than a job requirement matrix, which fails to address how and why workers perform specific job activities.

Q: The statistical analysis method for developing job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers.

Q: During tough economic conditions, communicating and sharing more information with employees actually hurts motivation.

Q: Motivation theories do not work well in U.S. organizations because of the emphasis Americans place on individualism and achievement.

Q: O*NET has become an increasingly popular Web tool for creating and distributing position analysis questionnaires to employees who are located throughout the world.

Q: During tough economic times, managers find that ________ work(s) best for motivating employees. A) de-emphasizing how employees work is tied to performance B) fostering two-way communication C) promotions in job status without increased pay D) promises of future compensation

Q: The Americans with Disabilities Act (ADA) requires that organizations have job descriptions that list the essential functions of all jobs.

Q: Piece-rate pay plans, wage incentive plans, profit sharing, and lump-sum bonuses are examples of ________ programs. A) open-book management B) employee recognition C) pay-for-performance D) rewards

Q: If a manager wants to know "should a job even exist," a workflow analysis should be performed.

Q: Compensation plans based on employee output or productivity are referred to as ________. A) pay-for-performance programs B) prize time programs C) equity plus methods D) give-back programs

Q: The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

Q: Which of the following is NOT a common way that employee recognition programs recognize worker achievements? A) added worker responsibilities B) a party C) a handwritten note of thanks D) a public announcement of achievement

Q: Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes.

Q: In employee recognition programs, employees accumulate points for things such as ________. A) recruiting new workers B) whistle-blowing on corruption C) increased productivity D) not complaining about working conditions

Q: Some employers collecting job analysis information provide employees with pocket dictating machines and pagers to record activities at random times of the work day.

Q: What is a recognized way for a manager to motivate low-skilled, minimum-wage employees? A) music in the workplace B) employee recognition programs C) coercing low-performing employees D) employee peer groups

Q: Observation as a job analysis data collection method is most appropriate for jobs that involve physical activities.

Q: Open-book management encourages employees to ________. A) think like an owner B) share their financial situations with management C) make all top-level decisions for the organization D) ignore the needs of the organization

Q: Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database.

Q: ________ can improve employee performance by sharing the financial circumstances of the organization with the employee. A) Pay-for-performance B) Open-book management C) Equity management D) Contingency management

Q: Studies suggest that employees are more likely to describe their job duties in the form of simple task statements instead of as ability statements during job analysis interviews.

Q: The immediate supervisor of a group of workers being interviewed for job analysis purposes is not allowed to attend the session due to concerns about workers failing to provide honest responses to questions.

Q: Which of the following is NOT recognized as a way to motivate contingent workers? A) promise of permanent employment in the future B) opportunity for training C) opportunity to develop marketable skills D) opportunity to work alongside permanent employees

Q: Informal interviews provide quantitative job analysis information, which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

Q: Which of the following is thought to best motivate professionals? A) high pay B) status and power within the organization C) short hours and good working conditions D) challenging problems and important work

Q: Which of the following describes the effect of flexible work arrangements on employees? A) increased job satisfaction B) a drastic decrease in job satisfaction C) a small decrease in job satisfaction D) a sharp increase in job satisfaction

Q: Conducting the job analysis is the sole responsibility of the HR specialist.

Q: What is a potential disadvantage of telecommuting? A) lack of time for personal or family needs B) job satisfaction may decrease due to working hours C) less time spent commuting D) casual dress

Q: After identifying a business process to redesign, the next step in business process reengineering is measuring the performance of the existing process.

Q: A process chart provides relevant background information during the job analysis process by indicating job titles and lines of communication.

Q: ________ allow companies to accommodate the needs of workers with nonstandard family situations. A) Flextime and expanded workweeks B) Expanded workweeks and job sharing C) Flexible pay rates D) Flextime, compressed workweeks, and job sharing

Q: In today's diverse workforce, which factor do managers need to focus on most to maximize motivation? A) control B) well-organized workplace C) flexibility D) status and recognition

Q: Organization charts show the division of work throughout the organization, how a job relates to others, and where a job fits in the organization.

Q: The information gathered during a job analysis is primarily used to ensure that firms are in compliance with the EEO, OSHA, and all state governments.

Q: In countries with high levels of uncertainty avoidance, which of the following would you expect? A) little acceptance of risk and high achievement need B) high acceptance of risk and high achievement need C) high acceptance of risk and low achievement need D) little acceptance of risk and low achievement need

Q: In an effective talent management system, an employee's performance appraisal would initiate training and development opportunities.

Q: Across cultures, the need for achievement seems to correlate with which of the following? A) need for money B) acceptance of risk C) little acceptance of risk D) need for security

Q: Which of the following best supports the argument that jobs should be described in terms of competencies rather than duties? A) New employees in high-performance work systems receive extensive job skills training for their specific positions. B) Managers in global firms are empowered to implement job rotation, job enlargement, and job enrichment in order to maximize productivity. C) In high-performance work systems, employees serve as team members rotating among various jobs. D) Globalization and telecommuting require workers to be able to self-manage and perform duties without close supervision.

Q: One factor that seems to motivate workers across all cultures is seeking ________. A) high status B) shorter working hours C) interesting work D) easy work

Q: Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis? A) What are the typical duties associated with this job? B) What are the working conditions and safety issues related to this job? C) What opportunities for advancement are available to an employee in this job? D) What should the employee be able to do in order to competently perform this job? E) What machines or equipment is the job holder responsible for operating on a daily basis?

Q: In which country is equity meant to closely link pay to performance? A) Japan B) United States C) Greece D) Mexico

Q: Which of the following describes a job in terms of measurable and observable behaviors that an employee must exhibit to do the job well? A) competency-based job analysis B) Department of Labor procedure C) functional job analysis D) high-performance work matrix

Q: Expectancy theory and goal-setting theory align well with American workers because American culture places a strong emphasis on ________. A) collectivism and achievement B) achievement and individualism C) individualism and high power distance D) low power distance and high uncertainty avoidance

Q: The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called ________. A) job redesign B) reengineering C) process engineering D) job enlargement

Q: In a short essay, describe and discuss the job characteristics model.

Q: Jack is an employee at a Best Western Hotel. Some weeks he works with the catering group, and other weeks he assists the reservations clerk or the parking attendant. This is an example of ________. A) job enlargement B) job rotation C) job enrichment D) job specialization

Q: In a short essay, discuss the equity theory.

Q: Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment? A) Adam Smith B) Frederick Taylor C) Frederick Herzberg D) Abraham Maslow

Q: In a short essay, list and discuss the three-needs theory according to David McClelland. Then identify which of these needs has been studied most extensively and discuss the findings of this research.

Q: Which of the following terms refers to redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition? A) job rotation B) job enrichment C) job reengineering D) job enlargement

Q: According to expectancy theory, managers should give all workers the same rewards.

Q: Which of the following terms refers to systematically moving workers from one job to another? A) job rotation B) job enrichment C) job enlargement D) job adjustment