Question 1

Product, territory, and customer departments are comprised of jobs that are quite similar (homogenous).

Accepted Answer

Jobs in product, territory, and customer departments are quite different (heterogeneous).

Question 2

The trade-offs between the gains in human terms from improved quality of work life and the gains in economic terms from revitalization aren't fully known.

Accepted Answer

The statement is true, as the trade-offs between these two factors are complex and not fully understood.

Question 3

Performing a job can sometimes result in health problems for the worker.

Accepted Answer

Certain job tasks or exposure to hazardous materials can lead to health problems for workers. This can include physical injuries, repetitive motion injuries, hearing loss, respiratory problems, and exposure to toxic substances.

Question 4

Jobs can provide intrinsic or extrinsic outcomes, but not both.

Accepted Answer

Jobs can provide both intrinsic and extrinsic outcomes. Intrinsic outcomes are related to personal fulfillment, such as a sense of accomplishment or enjoyment. Extrinsic outcomes are related to external rewards, such as salary or benefits. Many jobs provide a mix of both intrinsic and extrinsic outcomes.

Question 5

The pioneering Walker and Guest study was concerned with the social and physiological problems associated with mass production jobs in automobile assembly plants.

Accepted Answer

The answer of The pioneering Walker and Guest study was...

Question 6

Performance will turn down as individuals reach the limits imposed by their abilities and time.

Accepted Answer

This statement is true. As individuals approach the limits of their abilities and available time, they will naturally experience a decline in performance.

Question 7

Managers expecting higher performance to result from increased task variety will be disappointed if the jobholders do not have strong growth needs.

Accepted Answer

This statement is true. If jobholders do not have strong growth needs, they may not be motivated by increased task variety and thus may not show higher performance.

Question 8

An employee with the same job title, who is at the same organizational level as another employee, may possess more or less job depth.

Accepted Answer

Job depth refers to the variety and complexity of skills and tasks involved in a particular job. Even employees with the same job title and level may have different levels of job depth based on their skills and responsibilities.

Question 9

Persons who are not involved in their work or the organization that employs them cannot be expected to realize the same satisfaction as those who are.

Accepted Answer

When individuals are actively involved in their work and the organization they are employed in, they are more likely to feel a sense of fulfillment and satisfaction in their job. On the other hand, individuals who are not engaged in their work or organization may feel disengaged and unfulfilled, which can lead to job dissatisfaction.

Question 10

As used in the text, the term job design refers to a one-time, static process.

Accepted Answer

Job design is not a one-time, static process. It is a continuous process that involves the analysis, design, and modification of work arrangements and tasks to enhance employee performance and productivity. It also takes into consideration the changing needs and demands of the organization and its employees.

Question 11

According to the "General Model of Job Design" perceived job content leads to job performance.

Accepted Answer

The General Model of Job Design suggests that perceived job content, which includes the degree of skill variety, task identity, task significance, autonomy, and feedback, has a direct influence on job performance. Therefore, improving perceived job content can lead to higher job performance.

Question 12

Employees with relatively weak higher-order needs are more concerned with performing a variety of tasks than are employees with relatively strong growth needs.

Accepted Answer

This statement is true. Employees with weaker higher-order needs (such as self-actualization) are often more focused on completing different tasks and gaining recognition for their work, as opposed to those with stronger growth needs who may be more motivated by opportunities for personal development and fulfillment.

Question 13

If an individual perceives a job as boring, job performance will suffer.

Accepted Answer

This is because the individual will lack motivation and engagement, leading to a decrease in effort and productivity.

Question 14

Job depth reflects the number of operations that a job occupant performs to complete a task.

Accepted Answer

The number of operations that a job occupant performs to complete a task is job range.

Question 15

Job satisfaction depends on the levels of intrinsic and extrinsic outcomes and how the job-holder views those outcomes.

Accepted Answer

Job satisfaction is influenced by both intrinsic (such as autonomy, task variety, and meaningfulness) and extrinsic outcomes (such as pay, benefits, and job security), but ultimately depends on how the individual perceives and values these outcomes in their job. Therefore, job satisfaction varies among individuals even in the same job with the same intrinsic and extrinsic outcomes.

Question 16

Job depth reflects the amount of control that an individual has to alter or influence the job and the surrounding environment.

Accepted Answer

This statement is true. Job depth refers to the amount of autonomy and control an individual has in their job, which can impact their job satisfaction and performance.

Question 17

Managers cannot understand the causes of job performance without considering the social setting in which the job is performed.

Accepted Answer

Job performance is not solely determined by individual factors such as skills and abilities, but also influenced by the social environment in which the job is performed, including the organizational culture, leadership style, and interpersonal relationships within the workplace. Therefore, managers need to consider the social setting when analyzing and improving job performance.

Question 18

Job designs describe the objective characteristics of jobs.

Accepted Answer

Job designs refer to the objective characteristics of jobs, such as tasks, responsibilities, and requirements. They do not take into account subjective factors like employee preferences, motivation, or satisfaction.

Question 19

The term "job design" specifically refers to any instance in which management specifies the duties and responsibilities of a job.

Accepted Answer

The answer of The term "job design" specifically refers to...

Question 20

Without the opportunity to communicate, people will be unable to establish cohesive work groups.

Accepted Answer

Communication is necessary for individuals to coordinate and collaborate effectively. Without communication, people may not be able to understand their roles, responsibilities and expectations.

Quiz 6: Job Design and Performance