Deck 5: Changing Worlds and the Design of Work

Question 1

Verbal praise, recognition, status symbols, promotion and pay are all examples of intrinsic work rewards.

Answer 1

False

Question 2

Job design is the deliberate, purposeful planning of the total organization structure from the top level to the lowest level in the hierarchy.

Answer 2

False

Question 3

In job enrichment, giving a person a complete natural unit of work introduces a sense of responsibility into the motivational basis of the job.

Answer 3

True

Question 4

It is safe to say that not everyone's job should be enriched.

Question 5

A job diagnostic survey is based on interviews with employees.

Question 6

One of the best predictions of goal-setting theory is that difficult goals are more likely to lead to higher performance than less difficult ones.

Question 7

Goal-setting theory argues that goals are more likely to motivate people to higher performance only when they are accepted.

Question 8

Many banks and other major organizations have outsourced call centre operations to India, the Philippines and China as a result of the brain drain.

Question 9

One of the advantages of MBO is that it frees a supervisor from spending a lot of time communicating with subordinates.

Question 10

The essence of MBO is independent goal setting by managers and workers.

Question 11

A compressed work week allows people to work five days a week with six hours of work per day.

Question 12

A zero hours contract is an arrangement where the worker is not guaranteed any work at all.

Question 13

Technology can sometimes constrain the ability to enrich jobs.

Question 14

The social information processing approach argues that individual needs, task perceptions and reactions are not a result of socially constructed realities.

Question 15

Multiskilling helps employees acquire an array of motivators needed to perform the multiple tasks required in a work setting.

Question 16

Key Performance Indicators are standards against which the individual's and organization's performance can be measured.

Question 17

Intrinsic work rewards:

A) result directly from task accomplishment
B) result directly from pay
C) are controlled externally by supervisors
D) are controlled by co-workers

Question 18

Job enrichment is inspired by which of the following theories?

A) Maslow's theory of hierarchy of needs
B) McClelland's achievement motivation theory
C) Herzberg's two-factor theory
D) Scientific management

Question 19

Job simplication is characterised by:

A) de-skilling work
B) an increase in meaningfulness of work
C) an increase in satisfaction
D) reducing monotony and boredom

Question 20

Simplified job designs:

A) are highly specialised, with repetitive performance of a narrow set of tasks
B) periodically shift workers among jobs involving different tasks
C) involve building motivating factors into job content
D) emphasise vertical loading of job tasks

Question 21

Job simplification:

A) increases task specialisation
B) increases task variety
C) shifts workers among jobs involving different tasks
D) builds in motivators

Question 22

Increasing the variety of tasks performed by a worker is called:

A) job simplification
B) job rotation
C) scientific management
D) job specialisation

Question 23

What is the periodic shifting of workers from one job to another?

A) job enlargement
B) job rotation
C) job enrichment
D) job simplification

Question 24

The practice of building motivating factors into job content is known as:

A) job enlargement
B) job rotation
C) horizontal loading
D) vertical loading

Question 25

One of the core job characteristics in the Job Characteristics Model of job enrichment is:

A) task significance
B) affiliation
C) task specialisation
D) power

Question 26

Who developed a diagnostic approach to job enrichment based on five core job characteristics?

A) Hackman and Oldham
B) Herzberg
C) Skinner and Thorndike
D) Mintzberg

Question 27

Who specified a goal-setting theory for improving work performance?

A) Evelyn Tweedy
B) Edward Lawler
C) Edwin Locke
D) David McClelland

Question 28

In goal-setting theory:

A) difficult goals lead to lower performance than easy ones
B) specific goals lead to lower performance than general ones
C) difficult goals lead to higher performance than easy ones
D) goal acceptance is irrelevant

Question 29

Goal-setting theory:

A) is related to MBO
B) has nothing to do with MBO
C) is related to Organizational Behaviour Modification (OB Mod)
D) is related to achievement motivation theory

Question 30

Joint decision making by superior and subordinate in MBO is called:

A) commitment
B) expectancy
C) means-end chains
D) goal setting

Question 31

The essence of Management by Objectives (MBO) is:

A) joint goal setting between two subordinates
B) joint goal setting between a manager and a subordinate
C) the application of Herzberg's motivation theory
D) the application of Maslow's motivation theory

Question 32

When the compressed work week is first implemented:

A) negative effects seem to occur
B) results are hard to interpret one way or the other
C) positive effects seem to occur
D) there is high worker turnover

Question 33

What is the process of developing, negotiating and formalising the task objectives that an employee is responsible for accomplishing?

A) job enrichment
B) job design
C) goal setting
D) goal availability

Question 34

The compressed work week is more effective if accompanied by:

A) job simplification
B) increased job specialisation
C) job enrichment
D) change in job design

Question 35

Flextime:

A) increases individual autonomy in the work schedule
B) is rapidly replacing more traditional schedules
C) has positive effects at first and then negative ones
D) is especially popular among makers of motor vehicles

Question 36

Job sharing:

A) is being used by a majority of employers
B) is especially common among supervisors
C) may require a high degree of co-ordination
D) has extremely positive effects on productivity

Question 37

Two alternative work arrangements are:

A) part-time work, job enrichment
B) job sharing, job rotation
C) job rotation, compressed work week
D) compressed work week, flexitime

Question 38

Which of the following disadvantages is MOST likely to be encountered with flextime?

A) lower job satisfaction
B) higher worker performance
C) potential problems with scheduling
D) reduced turnover

Question 39

When one full-time job is assigned to two persons who divide the work, it is called:

A) job rotation
B) job enrichment
C) job sharing
D) the compressed work week

Question 40

An annualized scheme:

A) is a situation in which an employee is classified as temporary
B) is a scheme whereby workers weekly hours are calculated on an annual basis
C) is a situation in which an employee works only at Christmas

Question 41

Hi-Spec manufactures sports gear. Currently each of the steps in assembling the sweat-shirts is performed by a separate worker using an automated assembly line. The firm is considering redesigning the sweatshirts assembly job. Job design at Hi-Spec:

A) currently emphasises job rotation
B) currently emphasises job enlargement
C) currently emphasises job simplification
D) currently demands creativity from workers

Question 42

Hi-Spec manufactures sports gear. One worker concentrates on making hoods for sweatshirts, another makes up the arms, and a third worker makes up the bodies. Job design at Hi-Spec:

A) provides a high level of intrinsic rewards for most workers
B) makes it easy to train workers
C) encourages human resource maintenance
D) is highly challenging

Question 43

Hi Spec's current design allows workers to change tasks with each other. This illustrates job:

A) enlargement
B) simplification
C) rotation
D) enrichment

Question 44

Hi-Spec has now changed the job design so that each worker is given all the parts necessary to complete a garment. Each worker is also held accountable for the planning, assembly and quality for each garment. This illustrates job:

A) enrichment
B) specialisation
C) simplification
D) enlargement

Question 45

Te Huia has now been shown three of the five steps he needs to learn in order to complete a sweatshirt. This is an example of:

A) job feedback
B) skill variety
C) task significance
D) autonomy

Question 46

Te Huia's work is exemplary and he has demonstrated creativity. As a result he is now in charge of the design team. This is an example of:

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

Question 47

The team at Hi-Spec are highly motivated. Each week their production quotas are posted on the company's notice board. This demonstrates:

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

Question 48

Te Huia works with his team, and together they set performance goals. He provides support and between them they evaluate the results and decide on improvements and further training that may be required. This demonstrates:

A) the feedback process
B) the Management by Objectives process
C) key performance indicators
D) flexible work arrangements

Question 49

Hi-Spec's owners wish to implement new work arrangements as an experiment. Each employee will be offered the chance to work ten hours a day for four days a week. This method of working is known as:

A) flexitime
B) compressed work-week
C) zero hours
D) teleworking

Question 50

Hi-Spec's sales are related to the seasons, thus there are times when there isnt enough or there is too much work for employees. A way to avoid this situation might be to reduce the daily working hours in slack periods and increase them in busy periods. This is known as:

A) compressed work week
B) job-sharing
C) annualized hours
D) flexitime

Question 51

Explain the difference between intrinsic and extrinsic rewards.

Question 52

Define job design and give three examples of job design approaches.

Question 53

Explain the key features of the job characteristics model.

Question 54

Define and describe three alternative work arrangements in the contemporary workforce.

Question 55

Explain the concept of teleworking and give two advantages of such a working arrangement.

Question 56

Why would (1) flexible working hours and (2) the compressed work week be attractive as alternative work schedules for some people? What difficulties might these schedules create for the managers of persons using them?

Question 57

Discuss Management by Objectives and explain its advantages and disadvantages.

Question 58

Discuss some of the important changes in the contemporary workforce and some of the alternative work arrangements that might be introduced in response to them.

Question 59

Visual Diagram Questions
(These diagrams can be used to test understanding of concepts rather than mere recollection. The provision of the diagrams removes the pressure to remember but does draw on the ability to explain a visual image. Instructors should take care if using a mix of other questions with visual diagram questions to ensure that the diagram does not provide answers to other questions in a test or exam.)
-Using the diagram below:
a) Define job simplification, job enlargement and rotation, and job enrichment.
b) Explain how these could affect job satisfaction.
c) Give three examples of intrinsic rewards.

Question 60

Visual Diagram Questions
(These diagrams can be used to test understanding of concepts rather than mere recollection. The provision of the diagrams removes the pressure to remember but does draw on the ability to explain a visual image. Instructors should take care if using a mix of other questions with visual diagram questions to ensure that the diagram does not provide answers to other questions in a test or exam.)
-What does the following diagram illustrate? Explain, giving examples to illustrate your answer.