Test Bank to Fundamentals of Human Resource Management 6th Edition Noe

Test Bank to Fundamentals of Human Resource Management 6thEdition Noe Completed download link: https://testbankarea.com/download/fundamentals-human-resource- management-6th-edition-test-bank-noe-hollenbeck-gerhart-wright/ Instructor’s Manual Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart, Patrick Wright Completed download: https://testbankarea.com/download/fundamentals-human-resource- management-6th-edition-solutions-manual-noe-hollenbeck-gerhart- wright/ Chapter 04 Analyzing Work and Designing Jobs Test Bank Answer Key True / False Questions 1. Through the process of work flow design, managers analyze the tasks needed to produce a product or service. TRUE Through the process of work flow design, managers analyze the tasks needed to produce a product or service. With this information, they assign these tasks to specific jobs and positions. 3-1 AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 2. Work processes are the activities that a work unit's members engage in to produce a given output. TRUE Work processes are the activities that a work unit's members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee at each stage of a process. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 3-2 3. Jobs that involve teamwork or broad responsibility tend to require a structure based on functions. FALSE If an organization's structure is strongly based on function, workers tend to have low authority and to work alone at highly specialized jobs. Jobs that involve teamwork or broad responsibility tend to require a structure based on divisions other than functions. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-02 Describe how work flow is related to an organization's structure. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 4. Job analysis can only be performed by certified external analysts of the U.S. Department of Labor. FALSE In very small organizations, line managers may perform a job analysis, but usually the work is done by a human resource professional. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 1 Easy Topic: Job Analysis 3-3 5. The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions. FALSE A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 1 Easy Topic: Job Analysis 6. All job descriptions within an organization should follow the same format. TRUE All job descriptions within an organization should follow the same format. This helps the organization make consistent decisions about such matters as pay and promotions. It also helps the organization show that it makes human resource decisions fairly. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 1 Easy Topic: Job Analysis 3-4 7. In a job specification, a skill refers to a general enduring capability that an individual possesses. FALSE A skill is an individual's level of proficiency at performing a particular task—that is, the capability to perform it well. Ability, in contrast to skill, refers to a more general enduring capability that an individual possesses. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 1 Easy Topic: Job Analysis 8. Incumbents are the best source of information for a job analysis. FALSE A drawback of relying solely on incumbents' information is that they may have an incentive to exaggerate what they do in order to appear more valuable to an organization. Information from incumbents should therefore be supplemented with information from observers, such as supervisors, who look for a match between what incumbents are doing and what they are supposed to do. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-5 9. The Occupational Information Network relies on fixed job titles and narrow task descriptions to describe the occupational requirements. FALSE Instead of relying on fixed job titles and narrow task descriptions, the Occupational Information Network (O*NET) uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1,000 broadly defined occupations. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 10. The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents. FALSE The Position Analysis Questionnaire (PAQ) is meant to be completed only by job analysts trained in this method. In fact, the ratings of job incumbents tend to be less reliable than ratings by supervisors and trained analysts. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-6 11. The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job. TRUE To gather information about worker requirements, the Fleishman Job Analysis System asks subject-matter experts (typically job incumbents) to evaluate a job in terms of the abilities required to perform the job. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 12. The expanded use of "project-based" organizational structures has reduced the need for analysis of work flows. FALSE The expanded use of "project-based" organizational structures requires the type of broader understanding that comes from an analysis of work flows. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-05 Summarize recent trends in job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-7 13. Jobs that have survived the downsizing of recession tend to have a narrower scope of responsibilities coupled with increased supervision. FALSE Research suggests that successful downsizing efforts almost always entail changes in the nature of jobs, not just their number. Jobs that have survived the downsizing of the most recent recession tend to have a broader scope of responsibilities coupled with less supervision. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-05 Summarize recent trends in job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 14. Job design is the process of defining how work will be performed and what tasks will be required in a given job. TRUE Job design is the process of defining how work will be performed and what tasks will be required in a given job. To design jobs effectively, a person must thoroughly understand the job itself and its place in the larger work unit's work flow process. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 1 Easy Topic: Job Design 3-8 15. Applying industrial engineering to a job essentially increases its complexity. FALSE Typically, applying industrial engineering to a job reduces the complexity of the work, making it so simple that almost anyone can be trained quickly and easily to perform the job. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 1 Easy Topic: Job Design 16. Industrial engineering provides the best way to motivate employees by adding meaning to their jobs. FALSE Industrial engineering provides measurable and practical benefits. However, a focus on efficiency alone can create jobs that are so simple and repetitive that workers get bored. Workers performing these jobs may feel their work is meaningless. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 2 Medium Topic: Job Design 3-9 17. In the Job Characteristics Model, task significance defines the degree to which a job requires completing a "whole" piece of work from beginning to end. FALSE The Job Characteristics Model describes jobs in terms of five characteristics. In this model, task identity relates to the degree to which a job requires completing a "whole" piece of work from beginning to end. Task significance refers to the extent to which the job has an important impact on the lives of other people. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 18. Job extension refers to empowering workers by adding more decision-making authority to their jobs. FALSE Job extension is enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks. Job enrichment refers to empowering workers by adding more decision- making authority to their jobs. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-10 19. According to Herzberg's two-factor theory, individuals are motivated more by the extrinsic aspects of work when compared to the intrinsic rewards. FALSE According to Herzberg's two-factor theory, individuals are motivated more by the intrinsic aspects of work (for example, the meaningfulness of a job) than by extrinsic rewards such as pay. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 20. Job sharing is a work option in which several relatively simple jobs are combined to form a job with a wider range of tasks. FALSE Job sharing is a work option in which two part-time employees carry out the tasks associated with a single job. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-11 21. Jack has opted for a different work schedule in which he works 40 hours over four days a week, instead of working eight hours a day for five days a week. Jack's schedule can be termed a compressed workweek. TRUE A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 2 Medium Topic: Job Design 22. A telework arrangement is easiest to implement for manufacturing workers. FALSE Telework is easiest to implement for people in managerial, professional, or sales jobs, especially those that involve working and communicating on a computer. A telework arrangement is generally difficult to set up for manufacturing workers. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-12 23. The primary goal of ergonomics is to reduce the information-processing requirements of a job. FALSE The study of the interface between individuals' physiology and the characteristics of the physical work environment is called ergonomics. The goal of ergonomics is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 1 Easy Topic: Job Design 24. The Occupational Safety and Health Administration (OSHA's) role in ergonomics in occupational settings is restricted to setting guidelines and inspecting instances of violation. FALSE The Occupational Safety and Health Administration has a "four-pronged" strategy for encouraging ergonomic job design. The OSHA determines guidelines, inspects violations, performs advisory functions, and directs future research. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 1 Easy Topic: Job Design 3-13 25. One method to simplify a job's mental demands is to limit the amount of memorization required for the job. TRUE There are several ways to simplify a job's mental demands. One is to limit the amount of information and memorization that the job requires. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job. Level of Difficulty: 1 Easy Topic: Job Design Multiple Choice Questions 3-14 26. Which of the following processes involves analyzing the tasks necessary for the production of a product or service? A. Ergonomics B. Work flow design C. Utilization analysis D. Industrial engineering E. Break-even analysis Through the process of work flow design, managers analyze the tasks needed to produce a product or service. With this information, they assign these tasks to specific jobs and positions. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 3-15 27. In the context of work flow design, which of the following best describes a position? A. The set of duties performed by a person B. A set of related duties fulfilled by many employees C. An aggregate of similar jobs D. The set of skills and abilities that is required of a person in a job E. The collection of tasks that constitute the complete organizational process A position is the set of duties performed by one person. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 3-16 28. Dave wants to set up a manufacturing unit. He has obtained all the required licenses and legal approvals. In order to start production in the unit, which of the following is Dave most likely to do first? A. Examine the processes that will be involved in manufacturing B. Determine the number of people required for production C. Identify the type of products that will need to be manufactured D. Take an inventory of the special equipment, facilities, and systems needed for production E. Estimate the data and information needed by the work unit Before designing a work flow, the organization's planners need to analyze what work needs to be done. For each type of work, such as producing a product line or providing a support service (accounting, legal support, and so on), the analysis first identifies the output of the process. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-17 29. Which of the following statements is true of work flow analysis? A. Information cannot be considered to be an input because it is not tangible. B. All outputs must be strictly measured in terms of quantity. C. Outputs may be tangible or intangible products of different work processes. D. Quality standards are not a key criterion in the process of work flow analysis. E. Inputs and outputs are only the two stages required to represent a complete work flow cycle. Outputs are the products of any work unit, say, a department or team. Outputs may be tangible, as in the case of a restaurant meal or finished part. They may be intangible, such as building security or an answered question about employee benefits. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 2 Medium Topic: Work Flow in Organizations 3-18 30. Samcys Services Inc. specializes in providing round-the-clock building security services to multinational companies. Which of the following terms most likely represents the service offered by Samcys? A. Outputs B. Inputs C. Tasks D. Jobs E. Processes Outputs are the products of any work unit, such as a department, team, or individual. An output can be as readily identifiable as a completed purchase order, an employment test, or a service, such as transportation, cleaning, or answering questions about employee benefits. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-19 31. Joe's Restaurant, a pizza chain, is known for its quick service. It takes the employees four minutes to prepare the dough and add the sauce and toppings. Cooking and packaging takes another four minutes before the pizza is ready. In this scenario, the employees of Joe's Restaurant are engaged in _____. A. work processes B. task identities C. group dynamics D. job analyses E. ergonomic activities Work processes are the activities that a work unit's members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee at each stage of the process. In this scenario, the employees of Joe's Restaurant are engaged in work processes. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-20 32. Kidzi Inc. is a toy manufacturing company. As the new production manager, Andrew notices that the production unit has been underperforming. In an attempt to streamline the existing work flow, Andrew works on a new set of ideas that will help improve the efficiency of the production unit. He first identifies discrepancies in the quality and quantity of the toys produced by Kidzi. Which of the following steps should Andrew consider next in order to get a clearer view of how to increase the effectiveness of the production unit? A. Andrew should identify the raw materials required to generate the end product. B. Andrew should determine the number of employees he will need for production. C. Andrew should carefully examine the work processes used to generate the end product. D. Andrew should have an inventory of equipment, facilities, and systems required for production. E. Andrew should estimate the data and information required by the production unit. For the outputs identified, work flow analysis examines the work processes used to generate those outputs. Work processes are the activities that members of a work unit engage in to produce a given output. In this scenario, Andrew should carefully examine the work processes used to generate the end product. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-21 33. Bitstar Global Inc. is a soft drink manufacturing company. Kelly, the production manager, designs a new work flow for the production unit. She is confident that the new work flow design will help increase the unit's productivity and efficiency. If Kelly is at the last stage of analyzing the work flow, she is _____. A. identifying the tangible outputs of the production unit B. identifying the operating processes that need to be employed in the production of the soft drinks C. identifying the work processes applied to generate the outputs of the production unit D. identifying the inputs utilized in the creation of the soft drinks E. identifying the market forces of demand and supply for the outputs The final stage in work flow analysis identifies the inputs required to carry out the work processes. Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities). In this scenario, Kelly is identifying the inputs utilized in the creation of the soft drinks. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-22 34. Koland Corp. is an interior design firm based in California. The firm has a team of interior designers working closely with manufacturers to create home décor products. In the context of a work flow analysis, the interior designers, manufacturers, and home décor products required to provide interior design services collectively constitute the _____. A. outputs B. jobs C. work processes D. operating procedures E. inputs Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities). In this scenario, the interior designers, manufacturers, and home décor products required to provide interior design services collectively constitute inputs. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-23 35. LRPN Consulting is a business consulting firm based in Nevada. The departments in the organization are based on the functions carried out by employees, such as customer service, marketing, tech support, and business consulting. Which of the following is most likely true of the organizational structure of LRPN Consulting? A. The organizational functions are aligned with the different departments in LRPN. B. The jobs mostly involve teamwork or broad responsibilities. C. The focus is primarily on products or customer groups within LRPN. D. The workers work alone at highly specialized jobs. E. The workers have more authority and are involved in decision making. An organization may group jobs according to functions (for example, welding, painting, packaging), or it may set up divisions to focus on products or customer groups. If an organization structure is strongly based on function, workers tend to have low authority and work alone at highly specialized jobs. In this scenario, workers at LRPN Consulting work alone at highly specialized jobs. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-02 Describe how work flow is related to an organization's structure. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-24 36. A manager of a functional department would require skills in aligning employees' efforts with the organization's higher-level goals. This is a valid statement because: A. employees in a functional department need to work in a team. B. broad responsibilities are assigned to employees working in a functional department. C. employees in functional departments tend to identify more with their own departments rather than with other departments. D. employees expect their managers to empower them by allowing them to work in self- managing teams. E. employees in such departments tend to work in cross-functional teams. Managing a division responsible for a product or customer group tends to require more experience and cognitive (thinking) ability than managing a department that handles a particular function. In contrast, managing a functional department requires skill in managing conflicts and aligning employees' efforts with higher-level goals, because these employees tend to identify heavily with their department or profession. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-02 Describe how work flow is related to an organization's structure. Level of Difficulty: 3 Hard Topic: Work Flow in Organizations 3-25 37. Jenny is a line manager at Maxvin Corp. She is assigned the task of understanding and gathering detailed information about the requirements of carrying out a certain job. Information gathered by Jenny will be used to provide essential knowledge for staffing, training, performance appraisal, and other HR activities. Which of the following most likely corresponds to the task undertaken by Jenny? A. Job analysis B. Job definition C. Job training D. Job swapping E. Job rotation Job analysis is the process of getting detailed information about jobs. Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, performance appraisal, and many other HR activities. In this scenario, Jenny is conducting a job analysis. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-26 38. Adam is the HR manager at Infratech. To boost the productivity and efficiency of his team, Adam decides to create a new position within the team. He gathers necessary information from team members who are already performing the same or similar kind of duties. Based on the information gathered, Adam identifies the mental and physical tasks and any methods and resources required to carry out the job. This indicates that Adam is attempting to _____. A. conduct a job evaluation B. prepare a job description C. conduct a utilization analysis D. conduct conjoint analysis E. implement job standardization A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions. In this scenario, Adam is attempting to prepare a job description. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-27 39. Marjorie has joined the HR department of Thomas Johnson Inc. as an intern. The organization plans on giving all newly hired site engineers copies of their job descriptions to help them understand what the organization expects of them. Marjorie has been given the task of conducting job analyses and creating job descriptions for the site engineers. Which of the following should Marjorie consider while creating the job descriptions? A. Job descriptions do not include the job title. B. Job descriptions focus on the qualities or requirements a person performing a job must possess. C. Job descriptions contain only a brief statement that represents the set of responsibilities. D. Job descriptions contain detailed specifications of the tasks involved in carrying out each duty. E. Job descriptions are lists of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job. A job description typically includes the job title, a brief description of the tasks, duties, and responsibilities (TDRs), and a list of the essential duties with detailed specifications of the tasks involved in carrying out each duty. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-28 40. Leeding Engines Inc. specializes in manufacturing internal combustion engines for flexible fuel vehicles. Mark, the HR manager, is conducting a job analysis for the organization. He creates a list of tasks, duties, and responsibilities to help him determine how well employees are meeting each job requirement. Mark intends to identify the essential duties of the jobs. If Mark were to formulate job descriptions, which of the following would be his appropriate course of action? A. Mark should make changes in the standard format of the job descriptions within his organization to suit individual jobs. B. Mark should take care to avoid including the titles of the jobs while formulating new job descriptions. C. Mark should refrain from making changes in the job descriptions based on individual performance appraisals. D. Mark should consider preparing new job descriptions whenever a new job is created in the organization. E. Mark should make sure that the job descriptions are not altered once they are created. Whenever an organization creates a new job, it needs a new job description. Job descriptions should then be reviewed periodically (say, once a year) and updated if necessary. In this scenario, Mark should consider preparing new job descriptions whenever a new job is created at Leeding Engines Inc. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-29 41. N-Pax Technology Corp., a microchip manufacturing company, is hiring for the position of marketing manager for its new division. Nathan, the HR manager, considers the factual information necessary for performing the job successfully, the candidate's level of proficiency at performing tasks, his or her enduring capabilities, and other personality traits, such as persistence or motivation to achieve. Which of the following most likely relates to the task being carried out by Nathan while hiring for this position? A. Job rotation B. Job definition C. Job evaluation D. Job scope E. Job specification A job specification looks at the qualities or requirements the person performing the job must possess. It is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job. In this scenario, Nathan is working on a job specification. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-30 42. The difference between job specifications and job descriptions is that job specifications primarily describe the: A. list of the tasks and responsibilities that the job entails. B. observable actions that comprise the various job demands. C. steps involved in getting detailed information about a job. D. details of payment associated with the tasks involved. E. qualities a person performing the job must possess. Job description focuses on the activities involved in carrying out a job, whereas a job specification looks at the qualities or requirements the person performing the job must possess. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 2 Medium Topic: Job Analysis 3-31 43. Catherine is an HR executive looking for a new job. She comes across an advertisement in a newspaper seeking applications for the position of an HR manager. The advertisement exclusively highlights requirements such as strong communications skills, excellent teamwork abilities, and leadership skills. These requirements constitute a _____. A. job evaluation B. job analysis C. job description D. job specification E. job orientation Job specification is the list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-32 44. INRT Software Solutions is a firm that builds information systems for banks and other financial institutions. In its presentations to prospective clients, the firm claims to have skilled employees. What does INRT Software Solutions mean by this? A. Its employees have previous experience in performing similar jobs. B. It has factual or procedural information that is necessary for successfully performing a task. C. Its employees have a significant level of proficiency required to perform a particular task. D. Its employees are highly motivated. E. Its employees have software certifications. A skill is an individual's level of proficiency at performing a particular task—that is, the capability to perform it well. In this scenario, the employees of INRT Software Solutions have a significant level of proficiency required to perform a particular task. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-33 45. 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 Knowledge refers to factual or procedural information that is necessary for successfully performing a task. In this scenario, Linda and Bennett are seeking knowledge. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-34 46. 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. A manager attempting to fill a position needs information about the characteristics required and about the characteristics of each applicant. Interviews and selection decisions should therefore focus on KSAOs. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 3 Hard Topic: Job Analysis 3-35 47. 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. A drawback of relying solely on incumbents' information is that they may have an incentive to exaggerate what they do in order to appear more valuable to the organization. Information from incumbents should therefore be supplemented with information from observers, such as supervisors, who look for a match between what incumbents are doing and what they are supposed to do. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-36 48. 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. Using the Position Analysis Questionnaire (PAQ) provides an organization with information that helps in comparing jobs, even when they are dissimilar. The PAQ also has the advantage that it considers the whole work process, from inputs through outputs. In this scenario, Josh's argument is valid. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-37 49. 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 For analyzing skill levels, the best source may be external job analysts who have more experience rating a wide range of jobs than incumbents. In this scenario, external job analysts can recruit employees for the important technical positions at Orange Banking Group. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-38 50. 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 (O*NET) D. Standard Occupational Classification (SOC) E. Selected Characteristics of Occupations (SCO) In the 1930s, the U.S. Department of Labor created the Dictionary of Occupational Titles (DOT) 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. The DOT described over 12,000 jobs, as well as some of the requirements of successful job holders. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-39 51. 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. The Occupational Information Network (O*NET) uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1,000 broadly defined occupations. Users can visit (O*NET) Online to review jobs' tasks, work styles and context, and requirements including skills, training, and experience. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-40 52. 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 One of the broadest and best-researched instruments for analyzing jobs is the Position Analysis Questionnaire (PAQ). This is a standardized job analysis questionnaire containing 194 items that represent work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, ALTS Infosystems is using the position analysis questionnaire. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-41 53. 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. A person who fills out the Position Analysis Questionnaire (PAQ) must have college-level reading skills, and the PAQ is meant to be completed only by job analysts trained in this method. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-42 54. 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. The descriptions in the Position Analysis Questionnaire (PAQ) reports are rather abstract, so the reports may not be useful for writing job descriptions or redesigning jobs. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-43 55. 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 To gather information about worker requirements, the Fleishman Job Analysis System asks subject-matter experts (typically job incumbents) to evaluate a job in terms of the abilities required to perform the job. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-44 56. 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 To gather information about worker requirements, the Fleishman Job Analysis System asks subject-matter experts—typically job incumbents—to evaluate a job in terms of the abilities required to perform the job. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-45 57. 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. The Position Analysis Questionnaire (PAQ) reports are rather abstract, so they may not be useful for writing job descriptions or redesigning jobs. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-46 58. 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 Often an organization seeks to redesign work to make it more efficient or to improve quality. The redesign requires detailed information about the existing job(s). In addition, preparing the redesign is similar to analyzing a job that does not yet exist. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-47 59. 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 The process of job evaluation involves assessing the relative dollar value of each job to the organization in order to set up fair pay structures. To put dollar values on jobs, it is necessary to get information about different jobs and compare them. In this scenario, Aaron is engaging in job evaluation. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-48 60. 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 Although errors in job analysis can have many sources, most inaccuracy is likely to result from job descriptions being outdated. For this reason, job analysis must not only define jobs when they are created but also detect changes in jobs as time passes. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-05 Summarize recent trends in job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-49 61. 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. Although errors in job analysis can have many sources, most inaccuracy is likely to result from job descriptions being outdated. For this reason, job analysis must not only define jobs when they are created but also detect changes in jobs as time passes. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-05 Summarize recent trends in job analysis. Level of Difficulty: 3 Hard Topic: Job Analysis 3-50 62. 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. A competency is an area of personal capability that enables employees to perform their work successfully. For example, success in a job or career path might require leadership strength, skill in coaching others, and the ability to bring out the best in each member of a diverse team of employees. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-05 Summarize recent trends in job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 3-51 63. 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. Competency models help HR professionals ensure that all aspects of talent management are aligned with the organization's strategy. They focus more on how people work, whereas job analysis focuses more on work tasks and outcomes. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-05 Summarize recent trends in job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-52 64. 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 Job design is the process of defining how work will be performed and what tasks will be required in a given job. In this scenario, Alex is preparing a job design. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 3 Hard Topic: Job Design 3-53 65. 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. Applying industrial engineering to a job reduces the complexity of the work, making it so simple that almost anyone can be trained quickly and easily to perform the job. Such jobs tend to be highly specialized and repetitive. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 3 Hard Topic: Job Design 3-54 66. 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 Industrial engineering looks for the simplest way to structure work in order to maximize efficiency. Such jobs tend to be highly specialized and repetitive. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 2 Medium Topic: Job Design 3-55 67. 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. Industrial engineering provides measurable and practical benefits. However, a focus on efficiency alone can create jobs that are so simple and repetitive that workers get bored. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 3 Hard Topic: Job Design 3-56 68. 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 Industrial engineering looks for the simplest way to structure work in order to maximize efficiency. However, a focus on efficiency alone can create jobs that are so simple and repetitive that workers get bored. In this case, since Javier implemented a design based on the principles of industrial engineering, he should expect increased efficiency. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 3 Hard Topic: Job Design 3-57 69. 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 A model that shows how to make jobs more motivating is the Job Characteristics Model, developed by Richard Hackman and Greg Oldham. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-58 70. 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 The Job Characteristics Model describes jobs in terms of five characteristics. In this model, task identity refers to the degree to which a job requires completing a "whole" piece of work from beginning to end (for example, building an entire component or resolving a customer's complaint). AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-59 71. 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 The Job Characteristics Model describes jobs in terms of five characteristics. In this model, the characteristic of autonomy relates to the degree to which the job allows an individual to make decisions about the way the work will be carried out. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-60 72. 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. Telecommuting can support a strategy of corporate social responsibility because these employees do not produce the greenhouse gas emissions that result from commuting by car. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-61 73. 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. Instead of merely enriching individual jobs, some organizations empower employees by designing work to be done by self-managing work teams. These teams have authority for an entire work process or segment. Team members typically have authority to schedule work, hire team members, resolve problems related to the team's performance, and perform other duties traditionally handled by management. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-62 74. 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 The Job Characteristics Model describes jobs in terms of five characteristics. In this model, the characteristic of feedback reflects the extent to which a person receives clear information about performance effectiveness from the work itself. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-63 75. 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 According to the Job Characteristics Model, task significance relates to the impact the job has on the lives of other people. The more of each of the five characteristics a job has, the more motivating the job will be. AACSB: Reflective Thinking Accessibility: Keyboard Navigation Blooms: Analyze Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-64 76. 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 In a job design, job enlargement refers to broadening the types of tasks performed. The objective of job enlargement is to make jobs less repetitive and more interesting. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 2 Medium Topic: Job Design 3-65 77. 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 Job extension involves enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks. In this case, management decided to combine the job duties of assistants, typists, and file clerks into a single job that requires all three kinds of work because the support staff considered their jobs to be monotonous. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-66 78. 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 Job rotation does not actually redesign the jobs themselves but moves employees among several different jobs. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-67 79. 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 The idea of job enrichment, or empowering workers by adding more decision-making authority to their jobs, comes from the work of Frederick Herzberg. According to Herzberg's two-factor theory, individuals are motivated more by the intrinsic aspects of work (for example, the meaningfulness of a job) than by extrinsic rewards such as pay. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-68 80. 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. Job enrichment is the idea of empowering workers by adding more decision-making authority to their jobs. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 2 Medium Topic: Job Design 3-69 81. 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 According to Herzberg's two-factor theory, individuals are motivated more by the intrinsic aspects of work (for example, the meaningfulness of a job) than by extrinsic rewards such as pay. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-70 82. 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. Ways to enrich a manufacturing job might include giving employees authority to stop production when quality standards are not being met and having each employee perform several tasks to complete a particular stage of the process rather than dividing up the tasks among the employees. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-71 83. 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 Job enrichment involves empowering workers by adding more decision-making authority to jobs. For a salesperson in a store, job enrichment might involve the authority to resolve customer problems, including the authority to decide whether to issue refunds or replace merchandise. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-72 84. 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. In a self-managing team, members' responsibilities are great. Their jobs usually are defined broadly and include sharing of work assignments. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 2 Medium Topic: Job Design 3-73 85. DigiAd Inc., an advertising firm, requires its employees to be at work between the hours of 11:00 a.m. and 2:00 p.m. This work rule allows employees to work additional hours before or after the time period in order to work the full day. Identify the job design method implemented in this scenario. A. Zero-hour contract B. Flextime C. Compressed workweek D. Telework E. Retroactive overtime Flextime is a scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by an organization. The flextime policy may require that employees be at work between certain hours, say, 10:00 a.m. and 3:00 p.m. Employees work additional hours before or after this period in order to work the full day. In this case, DigiAd Inc. has flextime because it requires employees to be at work between the hours of 11:00 a.m. to 2:00 p.m. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-74 86. Which of the following best describes job sharing? A. It is a work option in which two part-time employees carry out the tasks associated with a single job. B. It is a work option that allows full-time employees to choose start and end times within the guidelines specified by an organization. C. It is a work option that empowers individual workers by adding more opportunities for specialization in their current job duties. D. It is a work option that enlarges jobs by combining several relatively simple jobs to form a job with a wider range of tasks. E. It is a work option that enlarges jobs in an organization by moving employees among several different jobs. Job sharing is a work option in which two part-time employees carry out the tasks associated with a single job. Such arrangements can enable an organization to attract or retain valued employees who want more time to attend school or to care for family members. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-75 87. Susan works 10 hours a day for 4 days a week, while her colleagues work 8 hours a day for 5 days a week. Susan is utilizing a flexible work schedule option known as _____. A. the zero-hour contract B. the compressed workweek C. the flexible workweek D. retroactive overtime E. telework A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. Houda is using the option of a compressed workweek as she works 10 hours a day for 4 days a week, while her colleagues work 8 hours a day for 5 days a week. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-76 88. Which of the following would qualify as a compressed workweek? A. Employees are required to be at work from 10:00 a.m. to 3:00 p.m. and can choose additional hours before or after this period. B. Two part-time employees work in different shifts and share the tasks of a specific job. C. Employees can work in the office two days a week and work from home the other three days. D. Employees can choose to work away from a centrally located work area. E. Employees are permitted to work 10 hours a day, so that they can work fewer days per week. A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 2 Medium Topic: Job Design 3-77 89. Revlay Corp., which is based in California, has clients across the globe. In order to maintain a 24-hour presence, the firm allows its employees to work in shifts. One of the ways to enable this arrangement is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days. Which of the following flexible work arrangements is being implemented by Revlay? A. Zero-hour contract B. Telework C. Retroactive overtime D. Flextime E. Compressed workweek A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 3 Hard Topic: Job Design 3-78 90. Which of the following is true of telework arrangements? A. They are the most difficult to implement for people in managerial or professional jobs. B. They are the easiest to set up for manufacturing workers. C. They support the strategy of corporate social responsibility by reducing an employee's need to commute using a vehicle. D. They are limited to employees who are disabled or need to be available for children or elderly relatives. E. They are only provided for employees who hold key strategic positions in a company. Telecommuting supports the strategy of corporate social responsibility because telecommuting employees do not produce the greenhouse gas emissions that result from commuting by car. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 2 Medium Topic: Job Design 3-79 91. Penta Toy Corp. (PTC) is a firm that manufactures toys. Very often, employees of the firm are on leave citing physical stress. An expert hired by PTC investigates the situation and recommends investing in an ergonomics study of the work environment. In this scenario, the expert is recommending: A. a study of the interface between individuals' physiology and the characteristics of the physical work environment. B. a study of jobs to find the simplest way to structure work in order to maximize efficiency. C. a study of the tasks, duties, and responsibilities of employees in a new job. D. a study of the knowledge, skills, and abilities to perform a job. E. a study of the relationship between intrinsic rewards and employee motivation in the context of human resource management. The study of the interface between individuals' physiology and the characteristics of the physical work environment is called ergonomics. The goal of ergonomics is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 3 Hard Topic: Job Design 3-80 92. Sairs Info Solutions is a firm that develops software applications for other companies. After the company moves into a new office space, most of the employees complain about the lack of comfortable seating arrangements. Following up on the complaint, the HR department advises management to invest in studying the ergonomics of the new office space. Which of the following would serve as an incentive for the company to invest in the study of ergonomics? A. Ergonomics empowers employees by giving them decision-making authority. B. Ergonomics reduces the physical strain on employees performing a job. C. Ergonomics reduces the number of reporting relationships in a job. D. Ergonomics enlarges jobs by moving employees among different jobs. E. Ergonomics increases a job's mental demands. The goal of ergonomics is to minimize physical strain on a worker by structuring the physical work environment around the way the human body works. Ergonomics therefore focuses on outcomes such as reducing physical fatigue, aches and pains, and health complaints. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 3 Hard Topic: Job Design 3-81 93. The manager of a local grocery store places a short conveyor belt that allows customers to place items on it prior to checking out. This saves the cashier from the physical strain of bending forward and reaching into the carts to retrieve the items. This change is an example of the _____ approach to job design. A. telecommuting B. job enrichment C. ergonomic D. flextime E. job sharing The study of the interface between individuals' physiology and the characteristics of the physical work environment is called ergonomics. The goal of ergonomics is to minimize physical strain on a worker by structuring the physical work environment around the way the human body works. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 3 Hard Topic: Job Design 3-82 94. Which of the following is a strategy used by the Occupational Safety and Health Administration (OSHA) to increase ergonomic job design? A. Issuing regulations rather than guidelines for industries B. Penalizing companies that allow employee participation in ergonomic redesign C. Enforcing violations of its requirement that employers have a general duty to protect workers from hazards, including ergonomic hazards D. Levying fines on employers who issue computers with keyboards instead of touchscreen tablets E. Working with organizations to design workspaces in such a manner that they meet the standards of ergonomics The Occupational Safety and Health Administration (OSHA) has a "four-pronged" strategy for encouraging ergonomic job design. The first prong is to issue guidelines (rather than regulations) for specific industries. Second, OSHA enforces violations of its requirement that employers have a general duty to protect workers from hazards, including ergonomic hazards. Third, OSHA works with industry groups to advise employers in those industries. And finally, OSHA established a National Advisory Committee on Ergonomics to define needs for further research. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 2 Medium Topic: Job Design 3-83 95. Anthony, an HR manager at Synergy Inc., wishes to design jobs that meet mental capabilities and limitations. This task most likely involves ______. A. allowing employees to opt for a compact workweek schedule B. controlling autonomy and stressing error-free work C. increasing the amount of reporting requirements and documentation D. training employees to multitask and self-manage teams E. reducing the information-processing requirements of a job Besides hiring people with certain mental skills, organizations can design jobs so that they can be accurately and safely performed given the way the brain processes information. Generally, this means reducing the information-processing requirements of a job. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job. Level of Difficulty: 3 Hard Topic: Job Design 3-84 96. An investigation at Quadramine Textiles Inc. reveals that when employees feel little or no control over their situation, they tend to become fatigued and dissatisfied. Bobby, the HR manager, suggests simplifying jobs in order to deal with this problem. In this scenario, it can be most beneficial to simplify jobs where: A. employees face the least amount of challenges. B. the costs of errors are severe. C. the scope for errors is minimal. D. employees do not engage in multitasking. E. the information-processing requirements of the jobs are minimal. It can be most beneficial to simplify jobs where employees will most appreciate having the mental demands reduced (as in a job that is extremely challenging) or where the costs of errors are severe (as in the job of a surgeon). AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job. Level of Difficulty: 3 Hard Topic: Job Design 3-85 97. The employees at NeiFra Infosystems Inc., a website design company, have been struggling to provide quality services to clients. An investigation reveals that employees feel dissatisfied and fatigued due to the challenging nature of their jobs. Ellen, the HR manager, suggests simplifying jobs in order to reduce errors and increase accuracy. From the following options, identify a way to simplify the mental demands of employees' jobs. A. Imposing rigorous quality control standards B. Training employees to multitask between different job responsibilities C. Using software that helps with tracking progress D. Providing comfortably designed office chairs E. Increasing the information processing requirements of the job There are several ways to simplify a job's mental demands. For project management, teamwork, and work done by employees in different locations, organizations may provide software that helps with tracking progress. AACSB: Knowledge Application Accessibility: Keyboard Navigation Blooms: Apply Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job. Level of Difficulty: 3 Hard Topic: Job Design Essay Questions 3-86 98. Discuss the steps in a work flow analysis. For each type of work, such as producing a product line or providing a support service (accounting, legal support, and so on), workflow analysis identifies the output of the process, the activities involved, and the three categories of inputs (materials and information, equipment, and human resources). Outputs are the products of any work unit, such as a department, team, or individual. Outputs may be tangible, as in the case of a restaurant meal or finished part. They may be intangible, such as building security or an answered question about employee benefits. In identifying the outputs of particular work units, work flow analysis considers both quantity and quality. Work flow analysis next considers the work processes used to generate the outputs identified. Work processes are the activities that a work unit's members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee at each stage of the process. Finally, work flow analysis identifies the inputs required to carry out the work processes. Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities). AACSB: Analytical Thinking Blooms: Remember Learning Objective: 04-01 Summarize the elements of work flow analysis. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 3-87 99. Describe the relationship between work flow design and an organization's structure. Work flow takes place in the context of an organization's structure. It requires the cooperation of individuals and groups. Ideally, the organization's structure brings together the people who must collaborate to create the desired outputs efficiently. The structure may do this in a way that is highly centralized or decentralized. The organization may group jobs according to functions, or it may set up divisions to focus on products or customer groups. If the structure is strongly based on function, workers tend to have low authority and work alone at highly specialized jobs. Jobs that involve teamwork or broad responsibility tend to require a structure based on divisions other than functions. When the goal is to empower employees, companies therefore need to set up structures and jobs that enable broad responsibility, such as jobs that involve employees in serving a particular group of customers or producing a particular product, rather than performing a narrowly defined function. The organization's structure also affects managers' jobs. Managing a division responsible for a product or customer group tends to require more experience and cognitive ability than managing a department that handles a particular function. AACSB: Analytical Thinking Blooms: Remember Learning Objective: 04-02 Describe how work flow is related to an organization's structure. Level of Difficulty: 1 Easy Topic: Work Flow in Organizations 3-88 100. Contrast and compare knowledge, skills, abilities, and other characteristics (KSOAs) and tasks, duties, and responsibilities (TDRs) as they relate to different processes of job analysis. A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions. When a manager attempts to evaluate job performance, it is most important to have detailed information about the work performed in the job, that is, the TDRs. This information makes it possible to determine how well an individual is meeting each job requirement. A job description is primarily constituted of the TDRs of the job. A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a job. Knowledge refers to the factual or procedural information that is necessary for successfully performing a task. A skill is an individual's level of proficiency at performing a particular task—that is, the capability to perform it well. Ability refers to a more general enduring capability that an individual possesses. Other characteristics might be personality traits such as someone's persistence or motivation to achieve. In developing job specifications, it is important to consider all of the elements of KSAOs. Accurate information about KSAOs is especially important for making decisions about who will fill a job. Interviews and selection decisions should therefore focus on KSAOs. In contrast to TDRs, KSAOs are characteristics of people and are not directly observable. They are observable only when individuals are carrying out the TDRs of the job, and afterward, if they can show the product of their labor. AACSB: Analytical Thinking Blooms: Understand Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management. Level of Difficulty: 2 Medium Topic: Job Analysis 3-89 101. Briefly describe the Position Analysis Questionnaire (PAQ). What are the advantages and disadvantages of using the PAQ as source of job information? One of the broadest and best-researched instruments for analyzing jobs is the Position Analysis Questionnaire (PAQ). This is a standardized job analysis questionnaire containing 194 items that represent work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. The questionnaire organizes these items into six sections concerning different aspects of a job: information input, mental processes, work output, relationships with other persons, job context, and other characteristics. The person analyzing a job determines whether each item on the questionnaire applies to the job being analyzed. The analyst rates each item on six scales: extent of use, amount of time, importance to the job, possibility of occurrence, applicability, and special code (special rating scales used with a particular item). The PAQ headquarters uses a computer to score the questionnaire and generate a report that describes the scores on the job dimensions. Using the PAQ provides an organization with information that helps in comparing jobs, even when they are dissimilar. The PAQ also has the advantage that it considers the whole work process, from inputs through outputs. However, the person who fills out the questionnaire must have college-level reading skills, and the PAQ is meant to be completed only by job analysts trained in this method. In fact, the ratings of job incumbents tend to be less reliable than ratings by supervisors and trained analysts. Also, the descriptions in the PAQ reports are rather abstract, so the reports may not be useful for writing job descriptions or redesigning jobs. AACSB: Analytical Thinking Blooms: Understand Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 2 Medium Topic: Job Analysis 3-90 3-91 102. Job analysis is so important to HR managers that it has been called the building block of everything that personnel do. Describe the instances that demonstrate the advantages of using job analysis in various HR activities. Almost every human resource management program requires some type of information that is gleaned from job analysis. For example: 1. Work redesign—Often an organization seeks to redesign work to make it more efficient or to improve quality. The redesign requires detailed information about the existing job. In addition, preparing the redesign is similar to analyzing a job that does not yet exist. 2. Human resource planning—As planners analyze human resource needs and how to meet those needs, they must have accurate information about the levels of skills required in various jobs, so that they can tell what kinds of human resources will be needed. 3. Selection—To identify the most qualified applicants for various positions, decision makers need to know what tasks the individuals must perform, as well as the necessary knowledge, skills, and abilities. 4. Training—Almost every employee hired by an organization will require training. Any training program requires knowledge of the tasks performed in a job, so that the training is related to the necessary knowledge and skills. 5. Performance appraisal—An accurate performance appraisal requires information about how well each employee is performing in order to reward employees who perform well and to improve their performance if it is below standard. Job analysis helps in identifying the behaviors and the results associated with effective performance. 6. Career planning—Matching an individual's skills and aspirations with career opportunities requires that those in charge of career planning know the skill requirements of the various jobs. This allows them to guide individuals into jobs in which they will succeed and be satisfied. 7. Job evaluation—The process of job evaluation involves assessing the relative dollar value of each job to the organization in order to set up fair pay structures. If employees do not believe pay structures are fair, they will become dissatisfied and may quit, or they will not see 3-92 much benefit in striving for promotions. To put dollar values on jobs, it is necessary to get information about different jobs and compare them. AACSB: Analytical Thinking Blooms: Remember Learning Objective: 04-04 Tell how to obtain information for a job analysis. Level of Difficulty: 1 Easy Topic: Job Analysis 103. What method can an organization employ to design jobs with a view of maximizing efficiency? Classical industrial engineering looks for the simplest way to structure work in order to maximize efficiency. Typically, applying industrial engineering to a job reduces the complexity of the work, making it so simple that almost anyone can be trained quickly and easily to perform the job. Such jobs tend to be highly specialized and repetitive. In practice, the scientific method traditionally seeks the "one best way" to perform a job by performing time- and-motion studies to identify the most efficient movements for workers to make. Once the engineers have identified the most efficient sequence of motions, the organization should select workers based on their ability to do the job, and then train them in the details of the "one best way" to perform that job. The company also should offer pay structured to motivate workers to do their best. AACSB: Analytical Thinking Blooms: Remember Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently. Level of Difficulty: 1 Easy Topic: Job Design 3-93 104. Describe self-managing work teams. Suggest steps to make such teams more effective. Some organizations empower employees by designing work to be done by self-managing work teams. These teams have authority for an entire work process or segment. Team members typically have authority to schedule work, hire team members, resolve problems related to the team's performance, and perform other duties traditionally handled by management. Teamwork can give a job such motivating characteristics as autonomy, skill variety, and task identity. Because team members' responsibilities are great, their jobs usually are defined broadly and include sharing of work assignments. Team members may, at one time or another, perform every duty of the team. The challenge for the organization is to provide enough training so that the team members can learn the necessary skills. Another approach, when teams are responsible for particular work processes or customers, is to assign the team responsibility for the process or customer, then let the team decide which members will carry out which tasks. Studies have found that the right job design was associated with effective teamwork. In particular, when teams are self-managed and team members are highly involved in decision making, teams are more productive, employees more satisfied, and managers more pleased with performance. Teams also tend to do better when each team member performs a variety of tasks and when team members view their effort as significant. AACSB: Analytical Thinking Blooms: Remember Learning Objective: 04-07 Identify approaches to designing a job to make it motivating. Level of Difficulty: 1 Easy Topic: Job Design 3-94 105. How does the Occupational Safety and Health Administration (OSHA) encourage organizations to adopt ergonomic job design? The Occupational Safety and Health Administration has a "four-pronged" strategy for encouraging ergonomic job design. The first prong is to issue guidelines for specific industries. As of 2012, these guidelines have been issued for the nursing home, grocery store, poultry- processing industries, and for shipyards. Second, OSHA enforces violations of its requirement that employers have a general duty to protect workers from hazards, including ergonomic hazards. Third, OSHA works with industry groups to advise employers in those industries. And finally, OSHA has established a National Advisory Committee on Ergonomics to define needs for further research. AACSB: Analytical Thinking Blooms: Understand Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs. Level of Difficulty: 2 Medium Topic: Job Design 3-95 106. Describe some ways in which organizations can simplify the mental demands of a job. There are several ways to simplify a job's mental demands. One is to limit the amount of information and memorization that the job requires. Organizations can also provide adequate lighting, easy-to-understand gauges and displays, simple-to-operate equipment, and clear instructions. For project management, teamwork, and work done by employees in different locations, organizations may provide social-media tools to simplify information sharing. Often, employees try to simplify some of the mental demands of their own jobs by creating checklists, charts, or other aids. Finally, every job requires some degree of thinking, remembering, and paying attention, so for every job, organizations need to evaluate whether their employees can handle the job's mental demands. Changes in technology sometimes reduce job demands and errors, but in some cases, technology has made the problem worse. Some employees try to juggle information from several sources at once. Organizations probably can't design interruption-free jobs, and few employees would want to isolate themselves entirely from the information and relationships available online. But employers can design jobs that empower workers to manage their time—for example, allowing them to schedule blocks of time when they concentrate on work and do not answer phone, e-mail, or text messages. Some employees set aside one or two periods during the day when they will open their e-mail programs, read messages, and respond to the messages immediately. AACSB: Analytical Thinking Blooms: Remember Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job. Level of Difficulty: 1 Easy Topic: Job Design 3-96 More download links: fundamentals of human resource management 6th edition test bank pdf fundamentals of human resource management 6th edition solutions manual free sample fundamentals of human resource management 6th edition ebook fundamentals of human resource management 6th edition solutions fundamentals of human resource management pdf fundamentals of human resource management 5th edition pdf free download fundamentals of human resource management 6th edition pdf free download fundamentals of human resource management 6th edition pdf download fundamentals of human resource management 6th edition free pdf fundamentals of human resource management noe pdf fundamentals of human resource management 10th edition pdf 3-97