Question 1

Human rights legislation requires that the specific performance requirements of a job be based on which of the following?
A) common practices in industry
B) past practices
C) valid job-related criteria
D) the National Occupational Classification

Accepted Answer

Human rights legislation requires that the specific requirements of a job be based on valid job-related criteria, which are directly linked to the essential duties and responsibilities of the job. This ensures that job requirements are based on genuine occupational qualifications and not on discriminatory factors such as age, gender, or ethnicity. Common practices in industry or past practices may not necessarily be valid job-related criteria and could potentially lead to differential treatment or discriminatory practices. The National Occupational Classification may offer guidelines, but it is not the only factor that should be considered in determining job requirements.

Question 2

Vertical job enrichment can be best accomplished through which of the following?
A) assigning less work to each employee
B) providing performance results to employees
C) forming teams that have greater authority for self-management
D) increasing salaries and benefits for employees

Accepted Answer

Vertical job enrichment involves increasing employee responsibility, autonomy, and decision-making authority. Forming teams with greater authority for self-management is a way to achieve this type of job enrichment. Assigning less work to employees (choice A) does not necessarily increase their responsibility, and providing performance results to employees (choice B) is not a form of vertical job enrichment. Increasing salaries and benefits (choice D) may motivate employees but does not necessarily provide them with more decision-making authority.

Question 3

According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees?
A) meaningfulness of the work, task significance, and autonomy
B) meaningfulness of work, responsibility for completion of a whole identifiable piece of work, and knowledge of work results
C) meaningfulness of work, responsibility for outcomes, and knowledge of work results
D) meaningfulness of work, responsibility for outcomes, and fair compensation

Accepted Answer

The three psychological states that result in motivated, satisfied, and productive employees according to the job characteristics model are meaningfulness of work, responsibility for outcomes, and knowledge of work results. Therefore, option C is the correct choice. Option A is partially correct, as autonomy is also a factor, but task significance is not listed as one of the key psychological states. Option B only mentions responsibility for completion of a whole identifiable piece of work, which is not broad enough to cover all aspects of responsibility for outcomes. Option D mentions fair compensation, which is important but not one of the three key psychological states listed in the job characteristics model.

Question 4

Which of the following organizational situations is most likely to result in employees who feel empowered?
A) The employees are allowed to set their own work schedules so they can have better work-life balance.
B) The employees are allowed to spend a few minutes every day coming up with creative ideas for the suggestion box.
C) The employees have access to sensitive information so they can make more informed decisions about their work.
D) The employees have a large training budget and they are allowed to spend their training dollars on courses they choose and as they see fit.

Accepted Answer

Access to sensitive information allows employees to make informed decisions, which is a key aspect of feeling empowered in their roles.

Question 5

Employee empowerment is a technique of involving employees in their work through which of the following processes?
A) development
B) administration
C) combination
D) inclusion

Accepted Answer

The answer of Employee empowerment is a technique of involving...

Question 6

Which of the following is an example of an employee involvement group?
A) a group of employees who meets after work hours to discuss their interest in hiking and other outdoor activities
B) a group of employees who come together once a year to brainstorm new workflow ideas
C) a group of employees who meet weekly to brainstorm a sequel to a popular product line
D) a group of employees who are allowed to take specialized training courses in statistical analysis and cause-and-effect diagrams

Accepted Answer

An employee involvement group typically consists of employees who meet regularly to discuss and brainstorm ideas related to improving work processes or products, as seen in option C.

Question 7

Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham's job characteristics model?
A) skill variety, task identity, task significance, autonomy, and feedback
B) feedback, task identity, job identity, skill variety, and autonomy
C) autonomy, feedback, job security, task identity, and skill variety
D) skill variety, task identity, job security, autonomy, and feedback

Accepted Answer

Hackman and Oldham's job characteristics model identifies five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback.

Question 8

What is the goal of ergonomics?
A) to fit the job to the work environment
B) to fit the job to the equipment
C) to fit the job to the person
D) to fit the job to the work schedule

Accepted Answer

The goal of ergonomics is to fit the job to the person, taking into consideration their abilities and limitations. This includes designing workspaces, tools, and equipment that are comfortable and efficient for the worker to use, in order to reduce the risk of injury and increase productivity. While considerations may be made for the work environment and equipment, the primary focus is on the worker.

Question 9

An owner of a mall-based retail shop chain has asked front-line sales associates to attend a twice-yearly all-day meeting where they share ideas about possible new products, innovations, and ideas about improving work flow. Which of the following is the owner most likely attempting to implement?
A) job involvement
B) job enrichment
C) brainstorming
D) a culture audit

Accepted Answer

The answer of An owner of a mall-based retail shop...

Question 10

Which of the following terms refers to any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job?
A) job enlargement
B) a job characteristic
C) job enrichment
D) job rotation

Accepted Answer

Job enrichment refers to any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job. Job enlargement refers to increasing the number of tasks an employee performs within a given job. A job characteristic is an aspect of a job that can be manipulated to make it more motivating. Job rotation involves moving employees between different jobs within an organization.

Question 11

What is the main reason for organizing employee involvement groups?
A) to identify safety concerns
B) to recognize and correct discrimination issues
C) to have employees use their knowledge to identify and solve organizational problems
D) to reduce employee complaints, thereby fostering organizational success

Accepted Answer

Organizing employee involvement groups allows employees to use their knowledge to identify and solve organizational problems, which can lead to improved performance and productivity. While identifying safety concerns and recognizing and correcting discrimination issues may also be benefits of employee involvement groups, the primary reason for organizing them is to involve employees in the decision-making process and utilize their expertise. Reducing employee complaints may also be a positive outcome of employee involvement, but it is not the main reason for organizing these groups.

Question 12

In which of the following situations would a job design be recommended?
A) New technology has drastically changed the way that work is done in a manufacturing plant shop floor and employees are finding there is a lot more spare time.
B) Due to a recent change in upper management and benefit policies, several hundred highly skilled employees have recently left the organization and moved to a competitor.
C) The culture of the organization is deemed by an external consultant to be "stagnant" and in need of a change.
D) Members of the organization are trying to form a union.

Accepted Answer

A job design would be recommended in situation A where the new technology has drastically changed the way work is done and employees are finding they have a lot more spare time. Job design can help redistribute work tasks, create new roles, and develop new skills to address changes in technology and workload.

Situation B may require a different solution such as talent attraction and retention strategies rather than job design.

Situation C may require a change management initiative rather than a job design.

Situation D may require labor relations strategies rather than job design.

Question 13

According to the work of Herzberg, managers can enrich the jobs of employees through which of the following?
A) adding more responsibility to jobs
B) increasing benefits
C) improving the quality of employee supervision
D) removing safety hazards

Accepted Answer

Herzberg's theory suggests that job enrichment involves adding more responsibility and meaningful tasks to jobs, which can increase motivation and job satisfaction.

Question 14

Kirk is learning a new job by watching his co-workers and asking questions. He notices that some of his co-workers stress the importance of certain tasks, while others don't do these tasks at all. This has left Kirk somewhat stressed by what he should and should not be doing in his new role. What does Kirk need?
A) a job description
B) a job analysis
C) information from the NOC
D) job specifications

Accepted Answer

Kirk needs a job description, which outlines the responsibilities and expectations of the job. This will help him understand what tasks he should prioritize and what is expected of him in his new role.

Question 15

Which of the following factors does Herzberg describe as key to enriching jobs?
A) pay, promotion, pension, purpose, and perks
B) achievement, recognition, growth, responsibility, and performance of the whole job
C) safety needs, social needs, self-esteem needs, and self-actualization
D) skill variety, task identity, task significance, autonomy, and feedback

Accepted Answer

Herzberg's Two-Factor Theory emphasizes job enrichment through motivators such as achievement, recognition, growth, responsibility, and the performance of the whole job, which are intrinsic factors that lead to job satisfaction.

Question 16

Which of the following terms refers to the degree to which a job has substantial freedom, independence, and discretion for an individual in determining work schedules and procedures?
A) autonomy
B) skill variety
C) task identity
D) feedback

Accepted Answer

Autonomy refers to the degree of freedom and independence an employee has in executing their job responsibilities, including determining work schedules and procedures. Skill variety refers to the extent to which a job requires a variety of skills and abilities, task identity refers to the degree to which a job involves completing a whole and identifiable piece of work, and feedback refers to the information employees receive on how well they are performing their job.

Question 17

Which of the following is an important limitation of relying on job descriptions?
A) They tend to narrow the scope of activities of the jobholder.
B) They may be misunderstood by the jobholder.
C) They may include illegal specifications.
D) They are associated with poor employee morale.

Accepted Answer

Job descriptions can limit the flexibility and adaptability of employees by strictly defining their roles and responsibilities, potentially hindering their ability to take on tasks outside of their described duties.

Question 18

What is the core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people?
A) skill variety
B) task identity
C) task significance
D) autonomy

Accepted Answer

Task significance is the core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people. This dimension is important because it can affect employees' motivation and engagement in their work. When employees feel that their work has a meaningful impact on others, they are more likely to feel engaged and satisfied with their jobs.

Question 19

Which of the following best captures the main difference between job analysis and job design?
A) Job analysis looks at jobs how they currently are; job design is about reorganizing work.
B) Job analysis is required to ensure that HR functions are based on sound and valid data; job design is focused on compensation and the financial worth of the work.
C) Job analysis is a process; job design is a function.
D) Job analysis is the study of jobs as currently performed; job design is concerned with changing job structures to improve efficiency.

Accepted Answer

Job analysis is the process of studying a job as it is currently performed, whereas job design focuses on making changes to the job structure to improve efficiency or meet organizational goals. Job analysis provides the necessary information for job design, but the two concepts have distinct purposes. Choice A is partially correct but does not capture the full difference between the two concepts. Choice B is incorrect as job design goes beyond just compensation and involves making changes to the job itself. Choice C is also incorrect as job analysis can be seen as a function rather than just a process.

Question 20

What two characteristics do group/team techniques have in common?
A) enhancing collaboration and increasing synergy
B) enhancing collaboration and improving morale
C) improving morale and increasing synergy
D) enhancing communication and increasing synergy

Accepted Answer

Both group/team techniques aim to enhance collaboration and increase synergy among members by creating a more cohesive and effective group dynamic.

Quiz 4: Job Analysis, Employee Involvement, and Flexible Work Schedules

Human rights legislation requires that the specific performance requirements of a job be based on which of the following?

Vertical job enrichment can be best accomplished through which of the following?

According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees?

Which of the following organizational situations is most likely to result in employees who feel empowered?

Employee empowerment is a technique of involving employees in their work through which of the following processes?

Which of the following is an example of an employee involvement group?

Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham's job characteristics model?

What is the goal of ergonomics?

An owner of a mall-based retail shop chain has asked front-line sales associates to attend a twice-yearly all-day meeting where they share ideas about possible new products, innovations, and ideas about improving work flow. Which of the following is the owner most likely attempting to implement?

Which of the following terms refers to any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job?

What is the main reason for organizing employee involvement groups?

In which of the following situations would a job design be recommended?

According to the work of Herzberg, managers can enrich the jobs of employees through which of the following?

Which of the following factors does Herzberg describe as key to enriching jobs?

Which of the following terms refers to the degree to which a job has substantial freedom, independence, and discretion for an individual in determining work schedules and procedures?

Which of the following is an important limitation of relying on job descriptions?

What is the core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people?

Which of the following best captures the main difference between job analysis and job design?

What two characteristics do group/team techniques have in common?