(Test 2) Chapter 4
B
A _____ identifies the tasks, duties, and responsibilities of a job. a. job analysis b. job description c. job specification d. job review
D
A _____ is a distinct, identifiable work activity composed of motions. a. duty b. responsibility c. job d. task
C
A _____ is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished. a. vertical team b. special-purpose team c. self-directed team d. global team
D
A _____ is composed of individuals who are separated geographically but linked by communications technology. a. vertical team b. special-purpose team c. self-directed team d. virtual team
F
A duty is a distinct, identifiable work activity composed of motions.
T
A functional definition of what is done in a job can be generated by examining the three components of data, people, and things.
T
A job description identifies the tasks, duties, and responsibilities of a job.
T
A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee.
A
A prospective candidate's educational details is noted under the _____ component of job description. a. job specifications b. essential job functions c. general summary d. identification
F
A self-directed team is formed to address specific problems, improve work processes, and enhance the overall quality of products and services.
F
A special-purpose team is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished.
T
A virtual team is composed of individuals who are separated geographically but linked by communications technology.
A
A(n) _____ is a larger work segment composed of several tasks that are performed by an individual. a. duty b. obligation c. job d. responsibility
F
According to the Bureau of Labor Statistics, compared to the labor force of the past, today's workplace force is "younger, and composed of more men."
Coworking space
Communal space shared by freelancers and remote workers
T
Competencies are individual capabilities that can be linked to performance by individuals or teams.
F
Comprised of more than 200 statements, the position analysis questionnaire examines a variety of managerial dimensions, including decision making and supervising.
F
Contingent workers are full time employees.
C
Dave, who works with GoPhone LLC, is responsible for managing job analysis in his organization. He is currently gathering and reviewing data. Which of the following should typically be Dave's next step? a. Preparing for and introducing job analysis b. Conducting the job analysis c. Developing job descriptions and job specifications d. Maintaining and updating job descriptions
F
Drafting job descriptions and specifications is typically the first step in the job analysis process.
Flextime
Employees work a set number of hours a day but vary starting and ending times
Work-life integration
Employer-sponsored programs designed to help employees balance work and personal life
B
Gathering job analysis data is a subtask of _____. a. developing job descriptions b. conducting the job analysis c. planning the job analysis d. preparing for and introducing the job analysis
D
Identifying jobs and methodologies is a subtask of _____. a. developing job descriptions b. conducting the job analysis c. planning the job analysis d. preparing for and introducing the job analysis
Performance Standards
Indicators of what the job accomplishes and how performance is measured in key areas of the job description.
D
Jack, who works with BluClu LLC, is responsible for performing the job analysis in his organization. He has introduced and communicated the job analysis process to all his managers. Which of the following will typically be Jack's next step? a. Developing job descriptions and job specifications b. Maintaining and updating job descriptions and job specifications c. Planning the job analysis d. Conducting the job analysis
B
Jill, who works with SunFun LLC, is responsible for handling the job analysis in her organization. She has developed job descriptions and job specifications. Which of the following will typically be Jill's next step? a. Preparing for and introducing job analysis b. Maintaining and updating job descriptions and job specifications c. Planning the job analysis d. Conducting the job analysis
D
Job code and pay grade are components of job description noted under _____. a. job specifications b. essential job functions c. general summary d. identification
T
Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work.
F
Job enlargement is increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.
F
Job enrichment involves broadening the scope of a job by expanding the number of different tasks to be performed.
T
Job rotation is the process of shifting a person from job to job.
T
Job specifications list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
T
Marginal job functions are duties that are part of a job but are incidental or ancillary to the purpose and nature of the job.
A
Max, who works with HiFi LLC, is responsible for managing job analysis in his organization. He is currently planning the job analysis. Which of the following should typically be Max's next step? a. Preparing for and introducing job analysis b. Conducting the job analysis c. Developing job descriptions and job specifications d. Maintaining and updating job descriptions
O*Net
Online database containing information on a wide range of jobs and occupational characteristics
A
Part-time jobs are used when less than _____ hours per week are required to do a job. a. 40 b. 50 c. 60 d. 70
C
Periodically reviewing all jobs is a subtask of _____. a. developing job descriptions b. conducting the job analysis c. maintaining and updating job descriptions d. preparing for and introducing the job analysis
T
Responsibilities are obligations to perform certain tasks and duties.
A
Reviewing drafts with managers and employees is a subtask of _____. a. developing job descriptions b. conducting the job analysis c. planning the job analysis d. preparing for and introducing the job analysis
F
Reviewing existing job documentation is typically the last step in the job analysis process.
T
Shift differential is the additional pay that employees receive for working the evening or night shifts.
T
Telework means that employees work via electronic, telecommunications, and Internet means.
D
The Bureau of Labor Statistics classifies people working _____ hours per week as part-time employees. a. at least 45 b. at least 35 c. between 35 and 45 d. less than 35
F
The Bureau of Labor Statistics classifies people working between 35 and 40 hours per week as part-time workers.
C
The _____ is a certification that is based on a written test of a potential employee's business math skills, oral language skills, and situational judgment. a. Federal Work Readiness Credential b. Federal Career Readiness Certificate c. National Work Readiness Credential d. National Career Readiness Certificate
D
The _____ is based on American college testing (ACT) work keys system, and gives scores for "reading for information, locating information, and applied math." a. Federal Work Readiness Credential b. Federal Career Readiness Certificate c. National Work Readiness Credential d. National Career Readiness Certificate
A
The _____ method allows a job analyst to determine the content and pace of a typical workday through statistical observation and recording of certain actions rather than through continuous observation and timing of all actions. a. work sampling b. employee diary/log c. Position Analysis Questionnaire d. Managerial Position Description Questionnaire
A
The _____ requires that organizations identify the essential job functions, which are the fundamental duties of a job. a. Americans with Disabilities Act b. Civil Rights Act c. Fair Labor Standards Act d. Disabilities Discrimination Act
T
The labor force participation rate is the percentage of the population working or seeking work.
F
The managerial job analysis questionnaire is a specialized instrument that incorporates checklists, where each job is analyzed on 27 dimensions composed of 187 "elements."
T
The work sampling method of job analysis allows a job analyst to determine the content and pace of a typical workday through statistical sampling of certain actions rather than through continuous observation and timing of all actions.
C
Which of the following components of job description is a concise statement of the general responsibilities and components that make the job different from others? a. Job specifications b. Essential job functions c. General summary d. Identification
B
Which of the following groups of workers are classified as prime-work-age workers? a. Workers of ages 20-40 b. Workers of ages 25-54 c. Workers of ages 20-60 d. Workers of ages 22-58
D
Which of the following is comprised of more than 200 statements and examines a variety of dimensions, including decision making and supervising? a. Work sampling b. Employee diary/log c. Position Analysis Questionnaire d. Managerial Position Description Questionnaire
B
Which of the following is true of a job? a. A job is the output that comes from the accomplishment of tasks. b. A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee. c. Even if the tasks, duties, and responsibilities change over time, a job should not change. d. A job needs to be divided into types of work so that it can be coordinated in some logical way.
B
Which of the following is true of managers' influence and control of characteristics in an organization? a. Managers can influence or control both job characteristics and the basic characteristics of people. b. Managers can influence or control job characteristics, but usually not the basic characteristics of people. c. Managers can influence or control the basic characteristics of people, but usually not the job characteristics. d. Managers can neither influence and control job characteristics, nor can they control the basic characteristics of people.
A
Which of the following is true of the labor force participation rate? a. It is the percentage of the population working or seeking work. b. It is the percentage of the population that is eligible to work legally. c. It is the percentage of the population that is constantly changing jobs. d. It is the percentage of the population with graduate degrees.
A
Which of the following is true of work? a. Work is effort directed toward accomplishing results. b. A job needs to be divided into types of work so that it can be coordinated in some logical way. c. Ideally, the work to be done in any organization should be significantly less than the amount of work that the organization needs to have done. d. Work is the output that comes from the accomplishment of tasks.
C
Which of the following is typically the first part of the job description? a. Essential job functions and duties b. Job specifications c. Identification d. General summary
B
Which of the following is typically the first stage in the job analysis process? a. Preparing for and introducing job analysis b. Planning the job analysis c. Conducting the job analysis d. Developing job descriptions and job specifications
D
Which of the following is typically the last part of the job description? a. Essential job functions and duties b. Job specifications c. Identification d. Disclaimers and approval
C
Which of the following is typically the last stage in the job analysis process? a. Developing job descriptions and job specifications b. Conducting the job analysis c. Maintaining and updating job descriptions and job specifications d. Preparing for and introducing job analysis
C
Which of the following is typically the responsibility of managers in job analysis? a. To periodically review job descriptions and specifications b. To coordinate job analysis c. To help complete job analysis information d. To write job descriptions and specifications
B
Which of the following is typically the responsibility of the HR in job analysis? a. To provide information to outside experts b. To coordinate job analysis c. To help complete job analysis information d. To request new analyses as jobs change
B
Which of the following parts of the typical job description lists the necessary roles and duties, generally in order of importance, and contains clear, precise statements on the major tasks, duties, and responsibilities performed? a. Job specifications b. Essential job functions c. General summary d. Identification
A
Which of the following situations is an example of a compressed workweek? a. Employees working for ten hours, four days a week b. Employees working for eight hours, five days a week c. Employees working for seven hours, six days a week d. Employees working for eight hours, seven days a week
C
Which of the following specialized instruments incorporates checklists? a. Work sampling b. Employee diary/log c. Position Analysis Questionnaire d. Managerial Position Description Questionnaire
T
Work is effort directed toward accomplishing results.
T
Workflow analysis is the study of the way work moves through an organization.
F
Workflow analysis that focuses on making an organization more effective and efficient can be used only in manufacturing organizations.
F
Workflow analysis usually begins with the evaluation of activities that lead to the output.
C
_____ involves broadening the scope of a job by expanding the number of different tasks to be performed. a. Job rotation b. Job retention c. Job enlargement d. Job enrichment
B
_____ is the study of the way work moves through an organization. a. Job process b. Workflow analysis c. Work process d. Transfer of responsibility
C
_____ list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. a. Job analyses b. Job descriptions c. Job specifications d. Job reviews
A
_____ play a significant role in job design because often they are the people who establish jobs and their design components. a. Managers b. Employees c. Human resource personnel d. Business consultants
C
_____ refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work. a. Job planning b. Job analysis c. Job design d. Job redesign
D
_____is increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job. a. Job rotation b. Job retention c. Job enlargement d. Job enrichment
A
_____is the extent of individual freedom and discretion in the work and its scheduling. a. Autonomy b. Skill variety c. Task identity d. Task significance
C
_____is the extent to which the job includes a "whole" identifiable unit of work that is carried out from start to finish and that results in a visible outcome. a. Autonomy b. Skill variety c. Task identity d. Task significance
B
_____is the extent to which the work requires several activities for successful completion. a. Autonomy b. Skill variety c. Task identity d. Task significance
D
_____is the impact the job has on other people. a. Autonomy b. Skill variety c. Task identity d. Task significance
A
_____is the process of shifting a person from job to job. a. Job rotation b. Job retention c. Job enlargement d. Job enrichment
D
refers to taking an existing job and changing it to improve it. a. Job planning b. Job analysis c. Job design d. Job redesign
