Deck 4: The Analysis and Design of Work

Question 1

A disadvantage of the PAQ is that it requires employees to have the reading level of a college graduate.

Answer 1

True
Explanation: In spite of its widespread use, the PAQ is not without problems. One problem is that to fill out the test, an employee needs the reading level of a college graduate; this disqualifies some job incumbents from the PAQ.

Question 2

Work-flow design is the process of analyzing the tasks necessary for the production of a product or service, and it is performed after allocating and assigning these tasks to a particular job category or person.

Answer 2

False
Explanation: Work-flow design is the process of analyzing the tasks necessary for the production of a product or service, prior to allocating and assigning these tasks to a particular job category or person.

Question 3

Job evaluation is the process of getting information about how well each employee is performing in order to reward those who are effective and improve the performance of those who are ineffective.

Answer 3

False
Explanation: Job evaluation is the process of assessing the relative dollar value of each job to the organization to set up internally equitable pay structures. Performance appraisal deals with getting information about how well each employee is performing in order to reward those who are effective and improve the performance of those who are ineffective.

Question 4

Knowledge is an individual's level of proficiency at performing a particular task.

Question 5

For teams to be effective, it is essential that the level of task interdependence is greater than the level of outcome interdependence.

Question 6

If an organization decides to compete on costs, and hires low-cost labor, it needs to have a decentralized structure to enable autonomy in decision making by the workers.

Question 7

Job analysis refers to the process of getting detailed information about jobs.

Question 8

Position Analysis Questionnaire (PAQ)covers only the work context leaving out the inputs, outputs, and processes involved in the job.

Question 9

The perceptual-motor approach to job design has its roots in classical industrial engineering.

Question 10

A job description is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job.

Question 11

The final stage in work-flow analysis is to identify the inputs used in the development of a work unit's product.

Question 12

Although there are numerous sources for error in the job analysis process, most inaccuracy is likely to result from job descriptions simply being outdated.

Question 13

Teams have to be given the autonomy to make their own decisions in order to maximize the flexible use of their skill and time.

Question 14

Unlike the Dictionary of Occupational Titles (DOT), the Occupational Information Network (O*NET)relied on fixed job titles and narrow task descriptions.

Question 15

Due to technological changes in the nature of work and global competition, the Dictionary of Occupational Titles (DOT)has been replaced by the Occupational Information Network (O*NET).

Question 16

Productivity measurement and evaluation system (ProMES)focuses attention on both identifying work-unit outputs and specifying the levels of required performance for different levels of effectiveness.

Question 17

Centralization refers to the degree to which work units are grouped based on functional similarity or similarity of workflow.

Question 18

Due to their work-flow focus and proximity to a homogeneous consumer base, divisional structures tend to be less flexible and innovative.

Question 19

Divisional structures are most appropriate in stable and predictable environments.

Question 20

Functional structures help support organizations that compete on differentiation or innovation, because flexible responsiveness is central to making this strategy work.

Question 21

The productivity measurement and evaluation system (ProMES)focuses on identifying _____ and specifying performance level required for different levels of effectiveness.

A)work-unit finances
B)work-unit processes
C)work-unit inputs
D)work-unit relationships
E)work-unit outputs

Question 22

James, a manager at Brown & Brown (B&B)Inc., a publisher of academic books, is tasked with identifying the various pieces of work required to edit, typeset, and publish a fictional book prior to allocating and assigning them to his subordinates. Which of the following processes is James expected to perform?

A)Job evaluation
B)Work-flow evaluation
C)Job performance
D)Work-flow design
E)Performance evaluation

Question 23

Work-flow design is the process of:

A)allocating resources required for completing a task.
B)assigning the task to a particular job category or person.
C)analyzing the tasks necessary for the production of a product.
D)evaluating the resource input and the actual output of a task.
E)comparing the results of a task with its objectives.

Question 24

The motivational approach views attitudinal variables and behavioral variables as the most important outcomes of job design.

Question 25

All efficiency-producing changes result in dissatisfying work, and all changes that promote satisfaction create inevitable inefficiencies.

Question 26

Which of the following is true of teams?

A)Teams provide organizations with a limited set of skills to utilize.
B)Team members can share work when any member becomes overloaded.
C)Rewards are focused on individual pay raises rather than team bonuses.
D)By limiting a team's autonomy, organizations can improve its efficiency.
E)The collective nature of the team removes the need for individual accountability.

Question 27

Which of the following is required for teams to be effective?

A)The level of task interdependence should be higher than the level of outcome interdependence.
B)The level of sharing rewards for task accomplishment should be higher than the level of cooperation.
C)Individual pay raises need to play a major role in terms of defining rewards.
D)Individual accountability of behavior should be a critical indicator of performance.
E)Teams should not be given autonomy or allowed to be flexible in how they use their time and skills.

Question 28

Which of the following is the primary role of an efficiency expert?

A)Looking for additional resources to increase productivity
B)Implementing a system that can store excess inventories
C)Introducing new equipment that will increase output
D)Removing every bit of waste in production operations
E)Employing more people to complete a task quicker

Question 29

Which of the following questions should be addressed right after the inputs required for production have been established?

A)What materials, data, and information are needed?
B)What special equipment, facilities, and systems are needed?
C)What knowledge, skills, and abilities are needed by those performing the tasks?
D)What tasks are required in the production of the output?
E)What product, information, or service is provided?

Question 30

Which of the following is true of how job design and job analysis have functioned in the past?

A)Job design focused on making existing jobs more motivating.
B)Job analysis is oriented toward changing the job.
C)Job design is oriented toward information gathering.
D)Job design focused on evaluating existing jobs.
E)Job analysis focused on revamping existing jobs.

Question 31

Jim, an efficiency expert, proposes the "just-in-time" inventory method to Roger, the CEO of Neptune Inc. If Roger is to accept the proposal, which of the following changes is he most likely to implement in Neptune Inc.?

A)He is likely to avoid made-for-order method of manufacturing.
B)He is likely to create a larger storage space for inventories.
C)He is likely to introduce processes that support lean production.
D)He is likely to manufacture mass products well ahead of demand.
E)He is likely to stock a backup of supplies for emergency.

Question 32

How does lean production differ from "batch work" methods?

A)It stresses the need for using the maximum number of people for production.
B)It has fewer employees who are well-trained.
C)It has more opportunity to cut costs by laying off employees.
D)It emphasizes the use of maximum materials.
E)It employs a large number of low-skilled workers.

Question 33

Ergonomics is concerned with examining the interface between individuals' psychological characteristics and the physical work environment.

Question 34

The tasks performed as a part of job analysis:

A)are mutually exclusive of those of job design.
B)focus primarily on creating new jobs.
C)focus primarily on revamping existing jobs.
D)have a passive, information-gathering orientation.
E)have a proactive orientation toward changing the job.

Question 35

Scientific management first sought to identify the "one best way" to perform the job.

Question 36

Which of the following is likely to happen when a private equity group hires an efficiency expert?

A)Overburdening people by removing machines
B)Modifying production processes to support excess inventories
C)Increasing the number of employees involved in a particular task
D)Limiting procedures that streamline operations
E)Decreasing movements that create no value

Question 37

The perceptual-motor approach generally increases the job's cognitive demands.

Question 38

The final stage in work-flow analysis is to identify the work _____ in the development of the work unit's product.

A)results
B)relationships
C)processes
D)inputs
E)ethics

Question 39

Which of the following best explains outcome interdependence in relation to teams?

A)The level to which an individual team member has to contribute to achieve the team's output
B)The amount of resources shared among team members to help them accomplish the team's task
C)The extent to which an individual team member leans on the other team members to achieve his output
D)The level of input required from the team as a whole to complete its set tasks
E)The level to which the reward for task accomplishment is shared among the team members

Question 40

Which stage in a work-unit activity analysis focuses on the product produced or service provided?

A)Raw inputs
B)Equipment
C)Output
D)Activity
E)Human resource input

Question 41

Functional structures are more appropriate than divisional structures when:

A)the environment is unstable.
B)it is difficult to anticipate the demand.
C)coordination requirements between jobs are inconsistent.
D)the organization competes on costs.
E)the environment is unpredictable.

Question 42

Divisional structures tend to be more flexible and innovative because of:

A)their work-flow focus.
B)the preference employees have for centralized decision-making.
C)their proximity to a heterogeneous customer base.
D)the high level of centralization in the structure.
E)the tendency to ignore opportunities.

Question 43

Self-cannibalization is most likely to happen in _____ structures.

A)functional
B)divisional
C)centralized
D)bureaucratic
E)mechanistic

Question 44

When compared to divisional structures, managers in functional and centralized structures:

A)need to be more experienced.
B)are more sensitive to individual differences between workers.
C)tend to think of fairness in terms of rules and procedures.
D)need to be high in cognitive ability.
E)equate outcomes with fairness.

Question 45

_____ entails matching an individual's skills and aspirations with opportunities that are or may become available in the organization.

A)Human resource planning
B)Work-flow analysis
C)Performance evaluation
D)Training
E)Career planning

Question 46

In which of the following circumstances will a divisional structure be more appropriate for an organization?

A)When the environment is stable
B)When resources can be well anticipated
C)When the organization competes on costs
D)When coordination requirements are consistent
E)When the organization competes on differentiation

Question 47

Which of the following includes a list of the tasks, duties, and responsibilities that a job entails?

A)Job specification
B)Job description
C)Job standardization
D)Job satisfaction
E)Job evaluation

Question 48

Divisional structures are more appropriate than functional structures when:

A)demand can be well anticipated.
B)the environment is stable and predictable.
C)flexible responsiveness is required.
D)the organization competes on costs.
E)the consumer base is heterogeneous.

Question 49

A job description list would include the _____ that the particular job entails.

A)knowledge
B)abilities
C)skills
D)motivation
E)duties

Question 50

_____ provides a longitudinal overview of the dynamic relationships by which inputs are converted into outputs.

A)Job analysis
B)Organization structure
C)Organizational dynamics
D)Work-relationship analysis
E)Work-flow design

Question 51

In which of the following circumstances will a functional structure be more appropriate for an organization?

A)When the environment is unstable
B)When demand for the resources can be well anticipated
C)When the organization competes on differentiation
D)When coordination requirements keep changing
E)When innovation is the primary focus of the organization

Question 52

Which of the following is a part of a job description and can be observed in employees' actions?

A)Knowledge
B)Skills
C)Abilities
D)Responsibilities
E)Persistence

Question 53

Which of the following is a drawback of a functional structure?

A)Inability to support cost competency
B)Cascading effect of errors
C)Redundancy across units
D)Low levels of centralization
E)Self-cannibalization

Question 54

Which of the following structures typically have employees that have a weak conceptualization of the organization's overall mission?

A)Mechanistic structure
B)Divisional structure
C)Modular structure
D)Network structure
E)Functional structure

Question 55

_____ is the process of assessing the relative dollar value of each job to the organization to set up internally equitable pay structures.

A)Performance appraisal
B)Recruitment
C)Job evaluation
D)Work redesign
E)Career planning

Question 56

Which of the following includes the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job?

A)Job specification
B)Job description
C)Job standardization
D)Job satisfaction
E)Job evaluation

Question 57

Identifying the most qualified applicants for employment is a part of _____.

A)career planning
B)human resource planning
C)training
D)selection
E)job evaluation

Question 58

_____ provides a cross-sectional overview of the static relationships between individuals and units that create the outputs.

A)Work-flow analysis
B)Organization structure
C)Work-flow evaluation
D)Organizational dynamics
E)Work-flow design

Question 59

When decision-making authority resides at the top of the organizational chart as opposed to being distributed throughout lower levels, an organization has a _____ decision making structure.

A)divisional
B)democratic
C)centralized
D)collective
E)distributed

Question 60

Units that are a part of the _____ structure act almost like separate, self-sufficient, semi-autonomous organizations.

A)mechanistic
B)divisional
C)functional
D)centralized
E)bureaucratic

Question 61

According to the "Job Characteristics Model," _____ is the extent to which a person receives clear information about performance effectiveness from the work itself.

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

Question 62

Which of the following sources is most appropriate for providing accurate information regarding the importance of job duties?

A)Supervisors
B)Incumbents
C)Customers
D)Subordinates
E)External job analysts

Question 63

Which of the following was replaced by the Occupational Information Network (O*NET)?

A)Position Analysis Questionnaire
B)General Aptitude Test Battery
C)Dictionary of Occupational Titles
D)Workforce Learning Link
E)Work Profiling System

Question 64

Which of the following approaches views job satisfaction as one of the most important outcomes of job design?

A)Administrative approach
B)Mechanistic approach
C)Biological approach
D)Perceptual-motor approach
E)Motivational approach

Question 65

Which of the following approaches to job design has its roots in organizational psychology and management literature?

A)Motivational approach
B)Mechanistic approach
C)Biological approach
D)Perceptual-motor approach
E)Cognitive task analysis approach

Question 66

Which of the following refers to the process of defining the way work will be performed and the tasks that will be required in a given job?

A)Job specification
B)Job evaluation
C)Job performance
D)Job design
E)Job satisfaction

Question 67

The factual or procedural information that is necessary for successfully performing a task is called _____.

A)aptitude
B)ability
C)skill
D)persistence
E)knowledge

Question 68

According to the "Job Characteristics Model,"_____ is the extent to which the job has an important impact on the lives of other people.

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

Question 69

According to the "Job Characteristics Model," _____ is the degree to which a job requires completing a "whole" piece of work from beginning to end.

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

Question 70

According to the "Job Characteristics Model," _____ is the degree to which a job allows an individual to make decisions about the way the work is carried out.

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

Question 71

Which of the following is true about O*NET?

A)It is a private job-listing index that employers can use free of cost.
B)It uses a common language that generalizes job specifications across various occupations.
C)It relies exclusively on fixed job titles.
D)It relies exclusively on narrow task descriptions.
E)It is only beneficial for employers, not job seekers.

Question 72

Who among the following is likely to be the best source for the most accurate information about the time spent on various tasks for job analysis?

A)Supervisors
B)Incumbents
C)Customers
D)Subordinates
E)Quality analysts

Question 73

Which of the following is true of an organization that follows the mechanistic approach?

A)The jobs are complex and meaningful.
B)The job design is such that only highly skilled workers can work on the tasks.
C)The job design makes the organization dependent on individual workers.
D)Individual workers are viewed as irreplaceable.
E)New employees can be quickly and inexpensively trained for the job.

Question 74

The most common source of error in the job analysis process results from job descriptions being _____.

A)outdated
B)narrow
C)untested
D)vague
E)elaborate

Question 75

When it comes to examining and understanding skill levels for a particular job, _____ may be the best source.

A)external job analysts
B)supervisors
C)job incumbents
D)in-house quality analysts
E)internal efficiency experts

Question 76

Which of the following approaches pursues efficiency primarily by making a job so simple that anyone can be trained quickly and easily to perform it?

A)The motivational approach
B)The mechanistic approach
C)The biological approach
D)The perceptual-motor approach
E)The ergonomic approach

Question 77

The _____ section in a position analysis questionnaire (PAQ)focuses on the physical activities, tools, and devices used by the worker to perform the job.

A)mental process
B)information input
C)work output
D)job context
E)data input

Question 78

Which of the following approaches to job design entails performing time-and-motion studies?

A)Motivational approach
B)Scientific management approach
C)Biological approach
D)Perceptual-motor approach
E)Cognitive task analysis approach

Question 79

How does the mechanistic approach differ from the motivation approach?

A)The mechanistic approach seeks to empower individual workers.
B)The motivational approach designs jobs that are repetitive and mundane.
C)Workers in organizations that follow mechanistic approach can be easily replaced.
D)Workers in organizations that follow the motivational approach have lesser autonomy.
E)The organizations that follow the mechanistic approach are highly dependent on individual workers.

Question 80

The _____ section in a position analysis questionnaire (PAQ)focuses on planning and information processing activities.

A)mental processes
B)information input
C)work output
D)job context
E)relationship analysis