MGT 320 Chapter 4

According to a study by Development Dimensions​ International, which of the following is a trait that seemed to predict a​ candidate's likelihood to be​ engaged? A. Financial stability B. Process orientation C. Emotional activity D. Low self esteem E. Quickness

C. Emotional Activity

How you collect information for a job analysis should depend on​ ________. A. the number of candidates for the job B. the job to be filled C. how you intend to use the information D. the budget for the position E. what training will be provided for this position

C. How you intend to use the information

Before deciding whom to​ hire, an employer needs​ ________. A. a job requisition B. a budget C. job candidates D. an outside recruiter E. competitive information

C. Job Candidates

Which of the following occurs when workers are assigned additional activities at the same level of​ responsibility? A. Job enrichment B. Job elimination C. Job enlargement D. Job rotation E. Business process reengineering

C. Job Enlargement

June has worked in the customer service department as an order taker for six months.​ Recently, her duties have changed. She will take fewer orders and is now responsible for following those orders until they are shipped and for ensuring the​ customers' satisfaction. June has experienced​ ________. A. business process reengineering B. job elimination C. job enrichment D. job enlargement E. job rotation

C. Job Enrichment

Information produced by the job analysis is the basis for all these activities EXCEPT​ ________. A. training B. performance appraisal C. setting sales performance standards D. recruitment and selection E. EEO compliance

C. Setting sales and performance standards

Many companies use​ ________ to coordinate their​ talent-related activities. A. executive managers B. HR scorecards C. talent management software D. digital dashboards E. outside recruiters

C. Talent Management Software

Being psychologically involved​ in, connected​ to, and committed to getting​ one's job done is defined as​ ________. A. corporate engagement B. company engagement C. employee passion D. employee engagement E. employee involvement

D. Employee Engagement

A job analysis produces information for writing​ ________. A. safety descriptions and specifications B. quality descriptions and specifications C. safety policies and procedures D. job descriptions and specifications E. recruitment policies and procedures

D. Job Descriptions and Specifications

Which of the following shows the title of each​ supervisor's position​ and, by means of connecting​ lines, who is accountable to​ whom, who has authority for each​ area, and who is expected to communicate with​ whom? A. Job analysis B. Corporate strategy statement C. Job specification D. Organization chart E. Process chart

D. Organization Chart

An example of a job specification for a trained and experienced employee might be​ ________. A. physical traits B. interests C. sensory skills D. previous job performance E. personality

D. Previous Job Performance

Talent management is​ ________. A. redesigning jobs in a way that increases the opportunities for the worker to experience feelings of​ responsibility, achievement,​ growth, and recognition B. determining the duties and skill requirements of a job and the kind of person who should be hired for it C. redesigning business​ processes, usually by combining​ steps, so that small multifunction process teams using information technology do the jobs formerly done by a sequence of departments D. the​ holistic, integrated and results and​ goal-oriented process of​ planning, recruiting,​ selecting, developing,​ managing, and compensating employees E. showing the organizationwide distribution of​ work, with titles of each position and interconnecting lines that show who reports to and communicates with whom

D. The holistic, integrated and results and goal oriented process of planning, recruiting, selecting, developing, managing, and compensating employees

Fred works in the production department of ABC Industries and is trained to operate five different machines. After one​ week, he will move to the next machine in the process and operate it for the week. When he has operated all five​ machines, the process will start over. Fred is participating in​ ________. A. business process reengineering B. job enlargement C. job elimination D. job enrichment E. job rotation

E. Job Rotation

Which section of the job description includes its major functions or​ activities? A. Standards of performance B. Working conditions C. Responsibilities and duties D. Job identification E. Job summary

E. Job Summary

One element of a competency statement is​ ________. A. authority B. responsibilities and duties C. working conditions D. standards of performance E. name and description of the competency

E. Name and description of the competency

The best data collection method to use when a large number of employees perform the same job is​ ________. A. focus group B. a group interview C. questionnaire D. position analysis questionnaire E. observation

B. A group Interview

The manager who takes a talent management perspective​ ________. A. actively segments and manages employees B. has a separate training plan regardless of the recruiting process C. recruits employees without regard to training needs D. uses separate profiles of required​ skills, knowledge, and behaviors for​ selection, training,​ appraisal, and compensation decisions E. separates recruiting and training goals from corporate goals

A. Actively segments and manages employees

Which of the following is a common disadvantage of the interview method of job analysis data​ collection? A. Distortion of information B. Inability to quantify results C. Inability to establish rapport D. Lack of job knowledge E. Unwillingness to participate

A. Distortion of Information

​​​"The mailroom supervisor​ receives, sorts, and delivers all incoming mail​ properly, and he or she handles all outgoing mail including the accurate and timely posting of such​ mail" would MOST likely be found in the​ ________ section of the job​ description, which separately lists each of the​ job's major tasks. A. job summary B. standards of performance C. job identification D. working conditions E. responsibilities and duties

A. Job Summary

The manager who takes a talent management perspective​ ________. A. uses separate profiles of required​ skills, knowledge and behaviors for​ selection, training,​ appraisal, and compensation decisions B. actively coordinates or integrates the ongoing talent management functions such as recruiting and training C. recruits employees without regard for training needs D. has a separate training plan regardless of the recruiting process E. separates recruiting and training goals from corporate goals

B. Actively coordinates or integrates the ongoing talent management functions such as recruiting and training

Stressing​ _________ rather than duties encourages workers to look beyond their own jobs to find ways to improve things. A. specifications B. competencies C. process charts D. organization charts E. descriptions

B. Competencies

​Today's jobs are more​ ________. A. difficult to compensate fairly B. difficult to define C. easily defined D. easy to compensate fairly E. similar

B. Difficult to Define

Sally is a production employee for ABC​ Industries, and her responsibility is to run machine A.​ Sally's supervisor informed her that starting next week she will be responsible for running machines B and C as well as machine A. Sally has experienced​ ________. A. job rotation B. job enlargement C. job enrichment D. business process reengineering E. job elimination

B. Job Enlargement

The​ ________ shows what kind of person to recruit and for what qualities that person should be tested. A. job description B. job specification C. organization chart D. process chart E. corporate strategy statement

B. Job Specification

Which section of the job description lists the standards the company expects the employee to achieve for each of the job​ description's main duties and​ responsibilities? A. Working conditions B. Standards of performance C. Job identification D. Responsibilities and duties E. Job summary

B. Standards of Performance