Ch. 4-6 TB
Most job descriptions contain all of the following EXCEPT: a. the job title. b. a job identification section. c. a job duties section. d. a job evaluation section.
a job evaluation section.
The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as: a. job enlargement. b. a transfer. c. a promotion. d. job rotation.
a promotion.
The approach to recruitment that informs applicants about all aspects of a job, including both its desirable and undesirable facets, is called: a. honesty recruiting. b. a realistic job preview. c. balance recruiting. d. a negative or positive job assessment.
a realistic job preview.
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.
the skills required to perform the job.
All of the following statements about recruiting disabled employees are true EXCEPT that: a. a large number of disabled people have hearing or vision impairments. b. physical disabilities may limit only certain job requirements. c. the superior performance attributed to the disabled is because of low expectations. d. the majority of disabled people do not like to work.
the superior performance attributed to the disabled is because of low expectations.
Organizations prefer to hire older workers because: a. they have proven employment experience. b. they learn faster. c. they are more willing to relocate. d. they do not require medical benefits.
they have proven employment experience.
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.
training.
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
valid
The degree to which a test or selection procedure measures a person's attributes is termed: a. evidence. b. accuracy. c. reliability. d. validity.
validity.
Hackman and Oldham propose that the five characteristics in their job characteristics model lead to all of the following EXCEPT: a. work group synergy. b. improved work performance. c. internal motivation. d. lower absenteeism and turnover.
work group synergy.
Which of the following is NOT a synergistic team characteristic? a. Support b. Consensus c. Acceptance d. Agreement
Agreement
_____ refers to the process of structuring organizations not around jobs but around projects that are constantly changing. a. Employee engagement b. Dejobbing c. Job crafting d. Ergonomics
Dejobbing
Dual career paths provide for progression in special areas with compensation that is comparable to that received by managers at different levels.
Dual career paths provide for progression in special areas with compensation that is comparable to that received by managers at different levels.
_____ 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. Dejobbing b. Job crafting c. Employee engagement d. Employee empowerment
Employee engagement
_____ 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
Ergonomics
The _____ has stringent rules requiring the payment of overtime to nonsupervisory employees who work more than forty hours a week. a. Fair Labor Standards b. Equal Pay Act c. Rehabilitation Act d. Taft-Hartley Act
Fair Labor Standards Act
Which of the following is NOT an advantage of telecommuting? a. Reduced absenteeism b. Greater overhead costs c. Increased productivity d. Reduced carbon footprint
Greater overhead costs
Illiteracy is increasing in the United States.
Illiteracy is increasing in the United States.
_____ 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
Industrial engineering
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
Task inventory analysis
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
Task isolation
A compressed work week provides all of the following, EXCEPT: a. improved recruitment and retention of employees. b. better coordinated work and production schedules. c. a reduction in job satisfaction and morale. d. greater accommodation for the employee in making personal appointments.
a reduction in job satisfaction and morale.
Fast-track programs are employed in some organizations as a way to retain young managers with high potential.
True
Validity refers to what a selection procedure measures and how well it measures it.
Validity refers to what a selection procedure measures and how well it measures it.
A job description is: a. a group of related activities and duties of a job. b. a set of different 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.
a statement of the tasks, duties, and responsibilities of a job.
The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as: a. a promotion. b. a transfer. c. relocation. d. job rotation.
a transfer.
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.
a. functional job analysis.
To achieve empowerment, organizations must encourage participation, innovation, access to information, and _____. a. accountability b. feedback c. responsibility d. training
accountability
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.
adding more responsibility to jobs.
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.
all of these are correct.
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.
b. the critical incident method.
If two or more methods yield consistent results, the selection procedure can be described as: a. having predictive validity. b. being reliable. c. being redundant. d. having content validity.
being reliable.
A job specification is: a. a group of related activities and duties. b. a set of different 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.
c. a statement of the knowledge, skills, and abilities required of a person to perform a job.
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.
c. task inventory analysis.
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
competency-based analysis
A downward transfer is known as: a. lateral regression. b. relocation. c. demotion. d. nepotism.
demotion.
Team synergy is heightened when team members engage in behaviors such as support, active listening, consensus decision-making, and _____. a. unanimity b. prioritizing options c. regular meetings d. disagreements
disagreements
Couples that pursue their individual careers and actively support each other's career development are known as: a. dual-working couples. b. modern-day couples. c. corporate couples. d. dual-career couples.
dual-career couples.
The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of the following EXCEPT: a. improved job satisfaction. b. reduced voluntary turnover. c. realistic job expectations. d. enhanced expectations and aspirations.
enhanced expectations and aspirations.
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.
essential job functions for job success.
Complete training for teams should cover each of the following skills, EXCEPT: a. leadership. b. goal setting. c. conflict resolution. d. etiquette.
etiquette.
A program that provides for a relatively rapid progression through a number of managerial positions is known as a: a. management development program. b. fast-track program. c. career advancement program. d. fast-mentor program.
fast-track program.
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.
feedback.
Job data may be obtained in all of the following ways EXCEPT from: a. guidelines on employee selection procedures. b. interviews with jobholders. c. observations by HR personnel. d. questionnaires completed by employees and supervisors.
guidelines on employee selection procedures.
73. 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.
identify critical job tasks.
Analyzing the elements in a work cycle that make up a particular job activity and determining the time required to complete each element is called: a. job analysis. b. industrial engineering. c. human engineering. d. job design.
industrial engineering.
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.
job analysis.
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.
job analysts from a different organization.
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.
job enrichment.
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.
job identification section.
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.
job specification.
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.
order of importance.
.The degree to which selection procedures yield comparable data over a period of time is known as: a. consistency. b. reliability. c. validity. d. conformity.
reliability.
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.
self-esteem and job satisfaction.
A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.
A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.
Which of the following is NOT a method to gather job analysis information? a. Diaries b. Applications c. Questionnaires d. Observations
Applications
Telecommuting is fairly common in: a. Ohio. b. Texas. c. California. d. Maine.
California.
_____ is a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better. a. Job development b. Dejobbing c. Employee engagement d. Job crafting
Job crafting
_____ 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
Job enlargement
_____ 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
Job enrichment
According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees? a. Meaningfulness of the work, task significance, and autonomy b. Meaningfulness of the work, responsibility for completion of a whole identifiable piece of work, and task significance c. Meaningfulness of the work, responsibility for outcomes, and knowledge of work results d. Meaningfulness of the work, responsibility for outcomes, and fair compensation
Meaningfulness of the work, responsibility for outcomes, and knowledge of work results
Under which method of analyzing jobs would you videotape jobs for later study? a. Interviews b. Questionnaires c. Observation d. Diaries
Observation
_____ are groups of highly trained individuals performing a set of interdependent job tasks within a natural work unit. The team members rely on consensus-type decision-making to perform their work duties, solve problems, or deal with internal or external customers. a. Cross-functional teams b. Self-directed teams c. Project teams d. Task-force teams
Self-directed teams
What occurs when the interaction and outcome of team members is greater than the sum of their individual efforts? a. Unanimity b. Dejobbing c. Synergy d. Ergonomics
Synergy
_____ occurs when the interaction and outcome of team members is greater than the sum of their individual efforts. a. Autonomy b. Teamwork c. Ergonomics d. Synergy
Synergy
Which of the following is NOT 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.
They tend to broaden the scope of activities of the jobholder.
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.
task identity.
Skill variety refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of other people. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
Task significance refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of others. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
the degree to which a job has impact on the work of others.
Autonomy refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of others. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
Task identity refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of other people. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
Feedback refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which an individual is given direct and clear information about the effectiveness of his or her performance. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
the degree to which an individual is given direct and clear information about the effectiveness of his or her performance.
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.
the information it collects serves many HRM functions.
