The Analysis of Work – Ch4 | Test Bank – 10e

1.

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. 
 
True    False

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. 
 
True    False

3.

The use of software in the workplace can make employees less effective at their jobs under certain conditions. 
 
True    False

4.

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

5.

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

6.

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

7.

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

8.

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

9.

Divisional structures are most appropriate in stable and predictable environments. 
 
True    False

10.

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

11.

Job analysis is the process of getting detailed information about jobs. 
 
True    False

12.

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. 
 
True    False

13.

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

14.

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

15.

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

16.

One component of the Position Analysis Questionnaire (PAQ) examines how employees interact with colleagues. 
 
True    False

17.

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). 
 
True    False

18.

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

19.

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

20.

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

21.

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

22.

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

23.

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

24.

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

25.

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

26.

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

27.

The tasks performed as a part of job analysis 
 

28.

Work-flow design is the process of 
 

29.

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? 
 

30.

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

31.

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

32.

Which of the following led to problems for McDonald’s when it began offering the McWrap product? 
 

33.

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

34.

Which of the following is true of teams? 
 

35.

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

36.

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

37.

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

38.

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

39.

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

40.

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

41.

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

42.

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

43.

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. 
 

44.

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

45.

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

46.

Divisional structures tend to be more flexible and innovative because of 
 

47.

Divisional structures are more appropriate than functional structures when 
 

48.

Functional structures are more appropriate than divisional structures when 
 

49.

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

50.

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

51.

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

52.

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

53.

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

54.

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

55.

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

56.

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

57.

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

58.

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

59.

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

60.

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

61.

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

62.

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? 
 

63.

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

64.

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

65.

The _____ section in a Position Analysis Questionnaire (PAQ) focuses on planning and information-processing activities. 
 

66.

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

67.

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

68.

Which of the following is true about O*NET? 
 

69.

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

70.

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

71.

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? 
 

72.

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

73.

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

74.

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

75.

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

76.

How does the mechanistic approach differ from the motivation approach? 
 

77.

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

78.

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. 
 

79.

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

80.

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

81.

Job design interventions emphasizing the motivational approach focus on 
 

82.

Adding more decision-making authority to a job to increase its motivational potential is known as _____. 
 

83.

The goal of the biological approach to job design is to 
 

84.

Which of the following is concerned with examining the interface between individuals' physiological characteristics and the physical work environment? 
 

85.

A manager has decided to improve the physical work environment in his office to ensure that incumbents have fewer physical ailments. Which job design approach would be most helpful to him? 
 

86.

Which of the following approaches to job design has roots in human-factors literature? 
 

87.

The perceptual-motor approach to job design focuses on 
 

88.

Which of the following is true of the perceptual-motor approach to job design? 
 

89.

What term refers to the reduced attentive state that one might experience when simultaneously interacting with multiple media? 
 

90.

Huan, a manager, decides to design jobs based on the principles of the motivational approach. If he does not balance them with some traits of the mechanistic approach, he will see minimal impact on _____. 
 

91.

Discuss the three activities performed as part of a work-flow analysis. 
 

92.

What are the advantages and disadvantages of a functional structure? Compare them with those of a divisional structure. 
 

93.

How do the different HR functions use the information gathered from job analysis? 
 

94.

Describe job analysis and distinguish between job description and job specification. 
 

95.

List and describe the six sections of a Position Analysis Questionnaire (PAQ). 
 

96.

Describe job design and job redesign. Explain the elements required for effectively designing jobs. 
 

97.

How does the perceptual-motor approach differ from the biological approach, and what does it have in common with the mechanistic approach? 
 

98.

Describe how the "Job Characteristics Model" describes jobs. 
 

99.

Discuss the standardized frameworks used to assess the nature of teams. 
 

100.

Briefly explain the trade-offs among different approaches to job design.