Deck 7: Organizing for Effectiveness and Efficiency

Question 1

Organizing refers to the process of determining the tasks to be done, who will do them, and how those tasks will be managed and coordinated.

Answer 1

True

Question 2

Job design refers to the set of tasks and activities that are grouped together to constitute a particular position.

Answer 2

True

Question 3

Although job descriptions are commonly used to describe how jobs are designed, some relevant job characteristics may not be evident from a job description.

Answer 3

True

Question 4

Skill variety refers to the degree to which a job challenges the jobholder to use his or her skills and abilities.

Question 5

When a variety of skills is necessary to complete a task and those skills are perceived to be of value to the organization, employees typically find their work to be more meaningful.

Question 6

Task identity refers to the degree to which a job challenges the jobholder to use his or her skills and abilities.

Question 7

Skill variety, task identity, and task significance are the three core job dimensions that affect the degree to which employees find their work meaningful.

Question 8

Task significance reflects the degree to which jobholders have freedom, independence, and decision-making authority in their jobs.

Question 9

Task significance can affect the degree to which employees find their work meaningful.

Question 10

Normally when there is low autonomy, employees are less likely to feel accountable for the outcome of their work.

Question 11

Task significance affects the degree to which jobholders have freedom, independence, and decision-making authority.

Question 12

Motivation, quality of work performance, job satisfaction, absenteeism, and turnover are all functions of the core job dimensions to some degree.

Question 13

The increasing diversity of the workforce has made the assessment of job design simpler.

Question 14

Individuals from diverse cultural backgrounds may view certain job characteristics differently. People from some parts of the world may perceive a job with low autonomy negatively, while people from other parts of the world may few a job with low autonomy favorably.

Question 15

Specialized tasks are considered more efficient because work activities are broken down into routine, repetitive actions.

Question 16

Advantages of specialization are low skill variety, low task identity, and low task significance.

Question 17

A disadvantage of specialization is that the job-holders might find little challenge in their work and, as a consequence, may lose interest in their jobs.

Question 18

By vertically loading the job, closing the gap between planning, doing, and controlling, job enrichment gives the job-holder greater discretion in setting schedules and planning work activities, determining appropriate methods for completing the task, and monitoring the quality of the output from the work process.

Question 19

Human relations theorists have shifted emphasis from concerns of the depth of job designs to issues regarding the division of labor and specialization.

Question 20

Job scope refers to the number of different activities a specific job requires and the frequency with which each activity is performed.

Question 21

Jobs with a broad scope typically rate more favorably in terms of skill variety, task identity, and task significance than do jobs with a narrow scope.

Question 22

Jobs with broad scope are often less meaningful for jobholders than jobs with narrow scope.

Question 23

Job enlargement broadens the scope of a specific job.

Question 24

The intent of job enlargement is to increase the horizontal tasks and responsibilities associated with a given work position in order to reduce the monotony of the job and provide greater challenges for the employee.

Question 25

Job depth refers to the degree of control that individuals have over the jobs they perform.

Question 26

Job depth is low when the planning, doing, and controlling aspects of the job are the responsibility of the jobholder.

Question 27

Job enlargement, enrichment, and rotation efforts often have a positive effect on overcoming the disadvantages that might be associated with highly specialized jobs.

Question 28

Organizations that use job rotation typically have less flexibility in developing work schedules, making work assignments, and filling vacancies with the company quickly.

Question 29

The self-managed team approach to job design shifts the focus from the work group to the individual.

Question 30

The distinguishing feature of the self-managed team approach to job design is that the group is largely independent.

Question 31

The chain of command delineates the line of authority and responsibility that flows throughout an organization.

Question 32

The chain of command refers to the lines of formal authority within a company.

Question 33

The unity of command principle basically advocates that each employee should have no more than one boss to whom they are accountable.

Question 34

Line positions are directly involved in delivering the product or service of the organization.

Question 35

Staff departments are not part of the product or service delivery system chain of command, but rather provide support to line departments.

Question 36

Span of control refers to the number of supervisors an employee may have.

Question 37

Delegation refers to the process of transferring the authority for a specific task to another member of the organization and empowering that individual to accomplish the task effectively.

Question 38

The process of determining the tasks to be done, who will do them, and how those tasks will be managed and coordinated is referred to as

A) planning.
B) controlling.
C) organizing.
D) directing.
E) coordinating.

Question 39

Linda Tucker's primary managerial duty at Wisconsin Tool Works is to determine the tasks to be done, who will do them, and how those tasks will be managed and coordinated. Linda's primary duty is

A) directing.
B) organizing.
C) leading.
D) controlling.
E) planning.

Question 40

The process of rearranging organizational members and allocating organizational resources in such a way that strategic and operational goals can be achieved is referred to as

A) planning.
B) directing.
C) organizing.
D) coordinating.
E) controlling.

Question 41

Venus Technologies is a new venture located near San Jose, California. The first day the firm officially began, James Cullen, the CEO, focused on determining the tasks to be done, who would do them, and how those tasks would be managed and coordinated. Mr. Cullen focused on

A) planning.
B) directing.
C) controlling.
D) leading.
E) organizing.

Question 42

The first stage of the organizing process involves

A) grouping organizational members.
B) developing an integrated system.
C) determining the locus of decision-making.
D) outlining the tasks and activities to be completed and assigning. them to individuals and groups within the organization.
E) determining an organization's culture.

Question 43

__________ refers to grouping together the set of tasks and activities that define a particular job.

A) Job portfolio
B) Job structure
C) Job composition
D) Task portfolio
E) Job design

Question 44

Recently, Eastern Iowa Software Group opened an R&D facility in Iowa City. Before opening the facility, the top managers of the firm spent considerable time determining the set of tasks and activities that will be grouped together to define a particular job in the facility. This function is referred to as

A) job design.
B) job analysis.
C) job structure.
D) task portfolio.
E) work role assessment.

Question 45

Sam Wright is currently grouping together sets of tasks and activities to be assigned to specific individuals within his organization. This activity is referred to as

A) job portfolio.
B) job design.
C) job composition.
D) task portfolio.
E) job structure.

Question 46

A __________ details the responsibilities and tasks associated with a given position.

A) task description
B) job checklist
C) job description
D) task profile
E) job profile

Question 47

When Brooktrout Technologies advertises a job opening, the company makes available to anyone interested in the job an outline of the responsibilities and tasks associated with the advertised position. This outline is called a

A) job description.
B) job design statement.
C) job circular.
D) job prospectus.
E) job brochure.

Question 48

A written __________ is intended to provide a jobholder an understanding of the responsibilities associated with a particular job.

A) job notice
B) job brochure
C) job circular
D) job prospectus
E) job description

Question 49

Which of the following is not a core job dimensions that can be used to characterize any job?

A) wage level
B) skill variety
C) task identity
D) autonomy
E) feedback

Question 50

As a manager on the assembly line at a large auto manufacturer in Michigan, David Webb recognized the relationship between certain job dimensions of the assembly workers and their performance levels. If David wished to affect the degree to which his employees find their work meaningful, he should attempt to alter which core job dimensions?

A) autonomy, complexity, and/or visibility
B) feedback, autonomy, and/or visibility
C) visibility, independence, and/or feedback
D) complexity, visibility, and/or feedback
E) skill variety, task identity, and/or task significance

Question 51

Skill variety, task identity, and task significance can affect the degree to which employees

A) feel responsible for the outcomes of their jobs.
B) understand the results of their work activities.
C) find their work meaningful.
D) feel empowered.
E) feel committed to their industry.

Question 52

College professors have a high degree of autonomy in their jobs. According to our textbook, autonomy can affect the degree to which employees

A) feel responsible for the outcomes of their jobs.
B) understand the results of their work activities.
C) find their work meaningful.
D) feel enlightened.
E) feel committed to their industry.

Question 53

According to the textbook, one way to influence employees to feel more responsible for the outcomes of their jobs is to increase the amount of __________ that they have in their jobs.

A) task variety
B) autonomy
C) feedback
D) task significance
E) task identity

Question 54

Hal Martin, the new CEO at H&T Theaters, believes that employees are more satisfied and committed if they understand the results of their work activities. To accomplish this, Mr. Martin has instructed all of his supervisors to enhance the __________ associated with his company's jobs.

A) skill variety
B) feedback
C) task identify
D) task significance
E) empowerment

Question 55

Two employees at the same company have completely different perceptions of the meaningfulness of their work. One has a job that requires a relatively diverse set of talents and abilities, while the other has a job that is much narrower in scope. These two jobs differ in their amount of

A) job variety.
B) feedback.
C) task identity.
D) autonomy.
E) skill variety.

Question 56

Kay Miller's job challenges her to use various skills and abilities on a daily basis. Kay's job has a high degree of

A) autonomy.
B) feedback.
C) task significance.
D) skill variety.
E) task identity.

Question 57

Suppose you were on a tour of a Ford plant in Detroit, and you asked an assembly line worker, "What happens to the part you assemble? If the worker answered, "The part goes into the transmission of a Ford Taurus, which is a vital part of the working of the Taurus, one of Ford's finest family automobiles, you could infer that the worker has a fairly high degree of

A) task identity.
B) skill variety.
C) autonomy.
D) job specificity.
E) feedback.

Question 58

Suppose you manage a factory that makes wood chairs. For the past several years, your employees have worked in departments that make separate parts of the chairs. In an effort to provide your employees a "tangible outcome to which they can attribute their efforts, you have decided to change your approach and each employee will be responsible for making a complete chair. This action is likely to increase the __________ of your workers' jobs.

A) autonomy
B) skill variety
C) task identity
D) job specificity
E) feedback

Question 59

Joe Fiegel's strong environmental convictions resulted in his becoming an active member of GreenPeace. Joe spends a great deal of his time at sea trying to prevent hunters from killing whales in the Pacific Ocean. He believes that through his efforts, a number of endangered species may survive. Joe quit his job as a nurse and joined GreenPeace probably due to the __________ of his new job.

A) autonomy
B) skill variety
C) task identity
D) task significance
E) feedback

Question 60

Amy Stout is a mechanic at Rally Auto Parts. Amy is very satisfied with her job and is a good performer because she feels that her job contributes to the overall success of the company. Amy's job has a high degree of

A) skill variety.
B) feedback.
C) autonomy.
D) task identity.
E) task significance.

Question 61

The degree to which job holders have freedom, independence, and decision-making authority is referred to as

A) task significance.
B) autonomy.
C) feedback.
D) skill variety.
E) task identity.

Question 62

When employees have a high degree of __________ in their jobs, their success is dependent upon their own capabilities and their desire to complete the task.

A) autonomy
B) task identity
C) task significance
D) skill variety
E) feedback

Question 63

Successful salespeople whose entire compensation is based on commission from sales they generate are most likely motivated by the __________ of their jobs. Their success is dependent upon their own capabilities and their desire to close the sale.

A) task significance
B) job description
C) 360 degree feedback
D) skill variety
E) autonomy

Question 64

__________ refers to information about the status and performance of a given effort or system.

A) Feedback
B) Quality control
C) Autonomy
D) Control
E) Task identity

Question 65

Tina Siebert is satisfied with her job largely because she is provided with lots of information about the effectiveness of her daily efforts. Tina's job has a high degree of

A) skill variety.
B) task identity.
C) task significance.
D) feedback.
E) autonomy.

Question 66

When __________ is frequent and constructive, employees develop a better understanding of the relationship between their efforts and the outcomes of their work.

A) feedback
B) quality control
C) autonomy
D) control
E) job depth

Question 67

__________ is a core job dimension which refers to the degree to which a job challenges a job holder to use many of his or her skills and abilities. This job dimension affects the degree to which employees __________.

A) Task identity, find their work meaningful.
B) Skill variety, find their work meaningful.
C) Task identity, take responsibility for the outcome of their work.
D) Autonomy, find their work meaningful.
E) 360 jobs, take responsibility for the outcome of their work.

Question 68

__________ is a core job dimension that refers to the extent to which a job holder has information about the effectiveness of his or her efforts.

A) Autonomy
B) Task significance
C) Responsibility
D) Feedback
E) Task identity

Question 69

__________ is a core job dimension that refers to the degree to which job holders have freedom, independence, and decision making authority. This job dimensions affects the degree to which an employee has__________.

A) Autonomy, knowledge of the results of work activities.
B) Task significance, meaningfulness of work.
C) Autonomy, responsibility for outcomes of work.
D) Feedback, knowledge of the results of work activities.
E) Task significance, responsibility for outcomes of work.

Question 70

Skill variety, task significance, and __________ are core job dimensions that contribute to meaningfulness of the work.

A) task identity
B) task superiority
C) autonomy
D) feedback
E) task breadth

Question 71

Classical management theorists emphasized the benefits of division of work and specialization. Therefore, we can characterize the driving forces of job design during the scientific management era as

A) skill variety and autonomy.
B) productivity and efficiency.
C) productivity and skill variety.
D) productivity and autonomy.
E) productivity and feedback.

Question 72

As work progressed on building the large booster rocket for the space shuttle program, employees were given tasks that were based upon each employee's particular characteristics that made them uniquely qualified to perform the tasks effectively and efficiently. These tasks are known as __________ tasks.

A) specialized
B) batch
C) group
D) nonexclusive
E) standard

Question 73

Which of the following is not an advantage of job specialization?

A) greater efficiency due to repetition
B) tasks easier to master
C) tasks require less training
D) less skill variety and task identity
E) workers may be selected based on specific qualifications

Question 74

Which of the following is not a disadvantage of job specialization?

A) low skill variety
B) low task identify
C) low task significance
D) low autonomy and feedback, resulting in low interest and motivation
E) higher productivity due to low absenteeism

Question 75

The __________ production scheme is founded on the concepts of highly routine and specialized tasks.

A) job shop
B) assembly line
C) custom made
D) custom tailored
E) custom designed

Question 76

Programs designed to broaden job scope are referred to as

A) job enlargement.
B) job enrichment.
C) job rotation.
D) employee-centered work redesign.
E) job identity.

Question 77

Xerox has a number of production facilities that produce copy machines, fax machines, scanners, and other office products. To reduce the monotony that assembly line employees often experience, and to provide workers greater challenges, Xerox has implemented a program designed to broaden the scope of specific jobs. Programs designed to broaden job scope are referred to as

A) job depth.
B) job fortification.
C) job enlargement.
D) job refinement.
E) job enrichment.

Question 78

After evaluating the productivity of a number of its production workers, Cambridge Technologies decided to increase the number of different activities that a specific job requires and the frequency with which each activity is performed. The issues that Cambridge is addressing pertain directly to

A) job refinement.
B) job shaping.
C) job depth.
D) job scope.
E) job enhancement.

Question 79

Jobs with a broad __________ typically rate more favorably in terms of skill variety, task identity, and task significance than do jobs with a narrower __________. Thus, these broad jobs are considered more meaningful than the narrower jobs.

A) job identity, job identity
B) job agreement, job agreement
C) job shape, job shape
D) job contour, job contour
E) job scope, job scope

Question 80

Programs designed to increase job depth are referred to as

A) job identity.
B) employee-centered work design.
C) job enlargement.
D) job enrichment.
E) job rotation.