Chapter 4 Analyzing Work and Designing Jobs-Trang

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Chapter 04 - Analyzing Work and Designing Jobs
26. (p. 96) The process of analyzing the tasks necessary for the production of a product or
service is termed:
A. ergonomics.
B. work flow design.
C. job analysis.
D. industrial engineering.
E. job design.
Through the process of work flow design, managers analyze the tasks needed to produce a
product or service. With this information, they assign these tasks to specific jobs and
positions.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Topic: Work Flow in Organizations
27. (p. 96) In the context of work flow design, a position is:
A. the set of duties performed by a person.
B. a set of related duties.
C. an aggregate of similar jobs.
D. a vocation founded upon specialized educational training.
E. the collection of tasks that constitute a process.
A position is the set of duties performed by one person.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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28. (p. 96) The College of Business and Technology at Black Hills State University has one
dean, two administrative assistants, and 20 faculty members. How many positions are there
within the college?
A. Three
B. Twenty
C. Twenty-two
D. Twenty-three
E. One
A position is the set of duties performed by one person.
AACSB: Reflective Thinking

Bloom's: Apply
Difficulty: Hard
29. (p. 96) What is the first step in work flow analysis?
A. Identify the input used to generate the work unit's product.
B. Examine the work process used to generate the product.
C. Determine the human resource needs of the work unit.
D. Analyze the relationship between the input and the output.
E. Identify the output of the work unit.
For each type of work, such as producing a product line or providing a support service, the
work analysis first identifies the output of the process.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Work Flow Analysis
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30. (p. 96) _____ are the products of any work unit, whether a department, team, or individual.
A. Outputs
B. Inputs
C. Tasks
D. Jobs
E. Processes
Outputs are the products of any work unit, whether a department, team, or individual. An
output can be as readily identifiable as a completed purchase order, an employment test, or a
service, such as transportation, cleaning, or answering questions about employee benefits.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
31. (p. 96) Once the outputs are identified in a work flow analysis, the next step involves:
A. identifying the materials needed to generate the output.
B. determining the human resource requirements for production.
C. examining the work processes used to generate those outputs.
D. taking an inventory of the special equipment, facilities, and systems needed for production.
E. estimating the data and information needed by the work unit.
For the outputs identified, work flow analysis then examines the work processes used to
generate those outputs. Work processes are the activities that members of a work unit engage
in to produce a given output.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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32. (p. 97) The final stage in work flow analysis is to identify the:
A. outputs of a particular work unit.
B. relationship between output and input within the work unit.
C. work processes used to generate the outputs of the work unit.
D. inputs used in the development of the work unit's product.
E. tasks involved in production.
The final stage in work flow analysis is to identify the inputs used in the development of the
work unit's product. These inputs can be broken down into the raw inputs (materials and
knowledge), equipment, and human skills needed to perform the tasks.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
33. (p. 97) In the context of a work flow, materials, knowledge, equipment, and human skills
needed to perform the tasks, all constitute __.
A. outputs
B. jobs
C. work processes
D. activities
E. inputs
The final stage in work flow analysis is to identify the inputs used in the development of the
work unit's product. These inputs can be broken down into the raw inputs (materials and
knowledge), equipment, and human skills needed to perform the tasks.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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34. (p. 98) When an organization structure is strongly based on function:

A. employees tend to require more experience and cognitive ability.
B. jobs tend to involve teamwork or broad responsibility.
C. the focus tends to be on products or customer groups.
D. workers tend to have low authority and work alone at highly specialized jobs.
E. decision-making tends to be highly decentralized.
An organization may group jobs according to functions (for example, welding, painting,
packaging), or it may set up divisions to focus on products or customer groups. If an
organization structure is strongly based on function, workers tend to have low authority and to
work alone at highly specialized jobs.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 04-02 Describe how work flow is related to an organization's structure.
Topic: Work Flow Design and an Organization's Structure
35. (p. 98) When the goal is to empower employees, companies need to set up structures and
jobs that enable:
A. a high degree of centralization.
B. employee jobs to be narrowly defined.
C. workers to work alone at highly specialized jobs.
D. grouping of jobs according to function.
E. broad responsibility.
When the goal is to empower employees, companies need to set up structures and jobs that
enable broad responsibility, such as jobs that involve employees in serving a particular group
of customers or producing a particular product, rather than performing a narrowly defined
function.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 04-02 Describe how work flow is related to an organization's structure.
Topic: Work Flow Design and an Organization's Structure
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36. (p. 98) The process of getting detailed information about jobs is known as:
A. job analysis.
B. job enlargement.
C. job review.
D. job evaluation.
E. job design.
Job analysis is the process of getting detailed information about jobs. Analyzing jobs and
understanding what is required to carry out a job provide essential knowledge for staffing,
training, performance appraisal, and many other HR activities.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 04-03 Define the elements of a job analysis; and discuss their significance for human resource management.
Topic: Job Analysis
37. (p. 99) Which of the following refers to a list of the tasks, duties, and responsibilities that a
job entails?
A. Job specification
B. Job description
C. Job analysis
D. Job design
E. Job review
A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails.
TDRs are observable actions.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Job Descriptions
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38. (p. 99) Job descriptions generally contain all of the following components EXCEPT:
A. the job title.
B. a list of essential duties.
C. a brief description of the TDRs.
D. details of pay and benefits attached to the job.
E. details of the tasks involved.
A job description typically includes the job title, a brief description of the TDRs, and a list of
the essential duties with detailed specifications of the tasks involved in carrying out each duty.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
39. (p. 99-100) Which of the following is an appropriate course of action while formulating job
descriptions?
A. Vary the format of job descriptions within an organization to suit individual jobs.
B. Do not share job descriptions with lower-level employees.
C. Avoid the use of the phrase "and other duties as requested".
D. Prepare a job description whenever a new job is created in the organization.
E. Include a detailed list of the knowledge and abilities required for the job.
Whenever the organization creates a new job, it needs to prepare a job description. Job
descriptions should then be reviewed periodically (say, once a year) and updated if necessary.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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40. (p. 100) A _____ is a list of the knowledge, skills, abilities, and other characteristics
(KSAOs) that an individual must have to perform a particular job.
A. job review
B. job description
C. job evaluation
D. job title
E. job specification
A job specification looks at the qualities or requirements the person performing the job must
possess. It is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that
an individual must have to perform the job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Job Specifications
41. (p. 100) _____ refer(s) to an individual's level of proficiency at performing a particular task
—that is, the capability to perform it well.
A. Knowledge
B. Personality traits
C. Skill
D. Responsibility
E. Ability
A skill is an individual's level of proficiency at performing a particular task—that is, the

capability to perform it well.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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42. (p. 100) _____ refers to factual or procedural information that is necessary for successfully
performing a task.
A. Knowledge
B. Ability
C. Skill
D. Proficiency
E. Data
Knowledge refers to factual or procedural information that is necessary for successfully

performing a task.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
43. (p. 101) In contrast to tasks, duties, and responsibilities, KSAOs are:
A. about the work performed in the job.
B. used in job descriptions.
C. not the focus of job interviews.
D. not directly observable.
E. not indicative of the characteristics of people.
In contrast to tasks, duties, and responsibilities, KSAOs are characteristics of people and are
not directly observable. They are observable only when individuals are carrying out the TDRs
of the job—and afterward, if they can show the product of their labor.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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44. (p. 103) In the context of obtaining job information for job analysis, research suggests that
_____ may be more accurate in reporting information about the actual time spent performing
job tasks and safety-related risk factors.
A. supervisors
B. incumbents
C. external job analysts
D. HR managers
E. inspectors
Research suggests that supervisors may provide the most accurate estimates of the importance
of job duties, while incumbents may be more accurate in reporting information about the
actual time spent performing job tasks and safety-related risk factors.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 04-04 Tell how to obtain information for a job analysis.
Topic: Sources of Job Information
45. (p. 103) Which of the following is a drawback of relying solely on incumbents for job
information?
A. They lack knowledge of the details of the job.
B. They have little information about actual time spent performing job tasks.
C. They may have an incentive to exaggerate what they do.
D. They are less accurate in reporting safety-related risk factors.
E. They are primarily suited for analyzing skill levels required for a job.
A drawback of relying solely on incumbents' information is that they may have an incentive to
exaggerate what they do in order to appear more valuable to the organization. Information
from incumbents should therefore be supplemented with information from observers, such as
supervisors, who look for a match between what incumbents are doing and what they are
supposed to do.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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46. (p. 103) For analyzing skill levels, the best source for job information may be ____, who
have more experience rating a wide range of jobs.
A. top management
B. incumbents
C. supervisors
D. line managers
E. external job analysts
For analyzing skill levels, the best source may be external job analysts who have more
experience rating a wide range of jobs.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
47. (p. 103) Which of the following sources of job analysis information generally provides the
most accurate information regarding the importance of various job duties?
A. Supervisors
B. Incumbents
C. Customers
D. Subordinates
E. External analysts
Research suggests that supervisors may provide the most accurate estimates of the importance
of job duties, while incumbents may be more accurate in reporting information about the
actual time spent performing job tasks and safety-related risk factors.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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48. (p. 103) In the 1930s, the U.S. Department of Labor created the _____ as a vehicle for
helping the new public employment system link the demand for skills and the supply of skills
in the U.S. workforce.
A. Directory of Occupational Templates (DOT)
B. Dictionary of Occupational Titles (DOT)
C. Occupational Information Network (O * NET)
D. Occupations On the Net (O * NET)
E. Directory of Occupations and Trades (DOT)
In the 1930s, the U.S. Department of Labor created the Dictionary of Occupational Titles
(DOT) as a vehicle for helping the new public employment system link the demand for skills
and the supply of skills in the U.S. workforce. The DOT described over 12,000 jobs, as well
as some of the requirements of successful job holders.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
49. (p. 103) O*NET:

A. provides listings of fixed job titles and narrow task descriptions.
B. uses a common language that generalizes across jobs to describe the abilities, work styles,
work activities, and work context required for various occupations.
C. provides descriptive information for over 12,000 jobs, as well as some of the skills and
educational requirements of successful job holders.
D. is a popular Internet-based software program widely used by HR professionals to prepare
and update jobs descriptions and specifications.
E. was created by the U.S. Department of Labor in the 1930s as a vehicle for helping the new
public employment system link the demand and the supply of skills in the U.S. workforce.
The O * NET uses a common language that generalizes across jobs to describe the abilities,
work styles, work activities, and work context required for 1,000 broadly defined occupations.
Users can visit O * NET OnLine to review jobs' tasks, work styles and context, and
requirements including skills, training, and experience.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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50. (p. 103) The _____ Questionnaire is a standardized job analysis questionnaire containing 194
questions about work behaviors, work conditions, and job characteristics that apply to a wide
variety of jobs.
A. Task Information
B. Fleishman Job Analysis
C. Occupational Information
D. Occupational Analysis
E. Position Analysis
One of the broadest and best-researched instruments for analyzing jobs is the Position
Analysis Questionnaire (PAQ). This is a standardized job analysis questionnaire containing
194 items that represent work behaviors, work conditions, and job characteristics that apply to
a wide variety of jobs. The questionnaire organizes these items into six sections concerning
different aspects of the job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
51. (p. 104) Which of the following is true of the Position Analysis Questionnaire (PAQ)?
A. It considers only the inputs of a work process, ignoring the outputs.
B. PAQ reports are especially useful for writing job descriptions or redesigning jobs.
C. PAQ ratings of job incumbents tend to be more reliable than ratings by supervisors.
D. The descriptions in the PAQ reports are very clear and specific.
E. The PAQ is meant to be completed only by job analysts trained in this method.
The person who fills out the PAQ must have college-level reading skills, and the PAQ is
meant to be completed only by job analysts trained in this method.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Position Analysis Questionnaire
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52. (p. 104) Which job analysis method entails evaluating a job in terms of abilities required to
perform the job?
A. Job Elements Method
B. Task Analysis Inventory
C. Fleishman Job Analysis Method
D. Position Analysis Questionnaire
E. Job Proficiency Analysis Method
To gather information about worker requirements, the Fleishman Job Analysis System asks
subject-matter experts (typically job incumbents) to evaluate a job in terms of the abilities
required to perform the job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Fleishman Job Analysis System
53. (p. 104) To gather information about worker requirements, the Fleishman Job Analysis
System typically asks _____ to evaluate a job in terms of the abilities required to perform the
job.
A. job incumbents
B. supervisors
C. HR specialists
D. external analysts
To gather information about worker requirements, the Fleishman Job Analysis System asks
subject-matter experts—typically job incumbents—to evaluate a job in terms of the abilities
required to perform the job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Fleishman Job Analysis System
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54. (p. 104) Which one of the following activities is so important to HR managers that it has
been called the building block of everything that personnel does?
A. Work redesign
B. Performance appraisal
C. Human resource planning
D. Job analysis
E. Selection
Job analysis is so important to HR managers that it has been called the building block of
everything that personnel does. The fact is that almost every human resource management
program requires some type of information that is gleaned from job analysis.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Importance of Job Analysis
55. (p. 104) Which of the following HR activities is similar to analyzing a job that does not yet
exist?
A. Human resource planning
B. Career development
C. Job evaluation
D. Work redesign
E. Selection
Often an organization seeks to redesign work to make it more efficient or to improve quality.
The redesign requires detailed information about the existing job(s). In addition, preparing the
redesign is similar to analyzing a job that does not yet exist.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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56. (p. 105) To put dollar values on jobs, it is necessary to get information about different jobs
and compare them. This is indicative of the role:
A. job evaluation plays in selection.
B. job analysis plays in job evaluation.
C. performance appraisal plays in career planning.
D. training plays in career planning.
E. work redesign plays in career planning.
The process of job evaluation involves assessing the relative dollar value of each job to the
organization in order to set up fair pay structures. To put dollar values on jobs, it is necessary
to get information about different jobs and compare them.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
57. (p. 107) Although errors in job analysis can have many sources, most inaccuracy is likely to
result from:
A. inappropriate choice of analysis methods.
B. poor communication.
C. job descriptions being outdated.
D. perceptual errors, prejudices, and biases.
E. managerial pressure.
Although errors in job analysis can have many sources, most inaccuracy is likely to result
from job descriptions being outdated. For this reason, job analysis must not only define jobs
when they are created, but also detect changes in jobs as time passes.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 04-05 Summarize recent trends in job analysis.
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58. (p. 107) The process of defining how work will be performed and what tasks will be required
in a given job is termed:
A. job analysis.
B. job evaluation.
C. job design.
D. job planning.
E. job review.
Job design is the process of defining how work will be performed and what tasks will be
required in a given job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently.
Topic: Job Design
59. (p. 108) Which of the following approaches to job design emphasizes the efficiency aspect of
the job?
A. Motivational approach
B. Industrial engineering
C. Ergonomic approach
D. Perceptual approach
E. Financial approach
Industrial engineering looks for the simplest way to structure work in order to maximize
efficiency. Such jobs tend to be highly specialized and repetitive.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Designing Efficient Jobs
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60. (p. 108) Which one of the following approaches to job design involves performing time-and-
motion studies to identify the "one best way" to perform a job?
A. Motivational
B. Industrial engineering
C. Ergonomic
D. Perceptual
E. Financial
In practice, the scientific method traditionally seeks the "one best way" to perform a job by
performing time-and-motion studies to identify the most efficient movements for workers to
make.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
61. (p. 108) As a manager, you decide to design a job based on the principles of industrial
engineering. Based on existing research, which of the following outcomes should you NOT
expect?
A. Increased efficiency
B. Decreased complexity
C. Increased meaningfulness
D. Decreased skill requirements
E. Increased specialization
Industrial engineering looks for the simplest way to structure work in order to maximize
efficiency. However, a focus on efficiency alone can create jobs that are so simple and
repetitive that workers get bored. Workers performing these jobs may feel their work is
meaningless.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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62. (p. 109) Within the Job Characteristics Model, the job characteristic that reflects the degree
to which the job allows an individual to make decisions about the way the work is carried out
is termed:
A. task identity.
B. task significance.
C. skill variety.
D. autonomy.
E. scope.
The Job Characteristics Model describes jobs in terms of five characteristics. In this model,
the characteristic of autonomy relates to the degree to which the job allows an individual to
make decisions about the way the work will be carried out.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 04-07 Identify approaches to designing a job to make it motivating.
Topic: Designing Jobs That Motivate
63. (p. 109) In terms of the Job Characteristics Model, the degree to which a job requires
completing a "whole" piece of work from beginning to end is indicative of the job
characteristic of:
A. autonomy.
B. skill variety.
C. task significance.
D. task identity.
E. feedback.
the characteristic of task identity relates to the degree to which a job requires completing a
"whole" piece of work from beginning to end (for example, building an entire component or
resolving a customer's complaint).
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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64. (p. 109) In terms of the Job Characteristics Model, the job characteristic of feedback refers to
the extent to which:
A. performance is related to rewards like pay and incentives.
B. an employee receives information about his performance from his supervisor.
C. performance appraisals are perceived as transparent and fair by employees.
D. and the number of times employees receive performance assessments in a year.
E. a person receives clear information about performance effectiveness from the work itself.
the characteristic of feedback reflects the extent to which a person receives clear information
about performance effectiveness from the work itself.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
65. (p. 109) Which one of the following interventions would NOT be consistent with the
motivational approach to job design?
A. Self-managed work teams
B. Task specialization
C. Job enrichment
D. Flexible work schedules
E. Telework
According to the Job Characteristics Model, the greater the number of the five characteristics
of skill variety, task identity, task significance, autonomy, and feedback a job has, the more
motivating the job will be. Applications of the job characteristics approach to job design
include job enlargement, job enrichment, self-managing work teams, flexible work schedules,
and telework.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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66. (p. 109) In which of the following scenarios will workers be less motivated to perform the
job?
A. When the job requires a variety of skills to be performed.
B. When the job requires completing the whole piece of work from beginning to end.
C. When the job has little impact on the lives of other people.
D. When the job allows individuals to make decisions about the job.
E. When a person receives clear information about performance effectiveness from the work
itself.
According to the Job Characteristics Model, the greater the number of the five characteristics
of skill variety, task identity, task significance, autonomy, and feedback a job has, the more
motivating the job will be. Task significance relates to the impact the job has on the lives of
other people.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
67. (p. 109) The objective of job enlargement is to:

A. make the job less repetitive and more interesting.
B. increase efficiency by identifying one best way to perform a job.
C. decrease the complexity of the job.
D. increase job specialization.
E. decrease the impact the job has on the lives of other people.
In a job design, job enlargement refers to broadening the types of tasks performed. The
objective of job enlargement is to make jobs less repetitive and more interesting.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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68. (p. 110) In order to motivate your employees, you have decided to combine the jobs of
receptionist, typist, and file clerk into jobs containing all three kinds of work Which of the
following techniques of job design does this move constitute?
A. Job rotation
B. Job review
C. Job enrichment
D. Job swapping
E. Job extension
Job extension involves enlarging jobs by combining several relatively simple jobs to form a
job with a wider range of tasks.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
69. (p. 110) Which of the following arrangements would qualify as job rotation?
A. A receptionist is required to perform the jobs of file clerk and typist.
B. Team members work on the assembly line one day and pack products into cases the next.
C. Team members make decisions regarding how to resolve problems with customers.
D. A manager participating in a meeting while on vacation with his family.
E. Authorizing employees to stop production when quality standards are not being met.
Job rotation does not actually redesign the jobs themselves, but moves employees among
several different jobs. This approach to job enlargement is common among production teams.
During the course of a week, a team member may carry out each of the jobs handled by the
team.

Bloom's: Understand
Difficulty: Hard
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70. (p. 110) Which job design technique is credited to Frederick Herzberg?
A. Job extension
B. Job rotation
C. Job enrichment
D. Job enlargement
E. Job sharing
The idea of job enrichment, or empowering workers by adding more decision-making

authority to their jobs, comes from the work of Frederick Herzberg. According to Herzberg's
two-factor theory, individuals are motivated more by the intrinsic aspects of work (for
example, the meaningfulness of a job) than by extrinsic rewards such as pay. He also
identified five factors he associated with motivating jobs.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
71. (p. 110) According to Herzberg's two-factor theory, individuals are motivated more by:
A. the intrinsic aspects of work.
B. performance-based incentives.
C. share in company stock.
D. salary and benefits.
E. periodic bonuses.
According to Herzberg's two-factor theory, individuals are motivated more by the intrinsic
aspects of work (for example, the meaningfulness of a job) than by extrinsic rewards such as
pay.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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72. (p. 110) If, as a manager, you were to give the sales staff in your store the authority to resolve
customer problems, including the authority to decide whether to issue refunds or replace the
merchandise, you would be using the job design technique of:
A. job-sharing.
B. job extension.
C. job rotation.
D. job enrichment.
E. job specialization.
Job enrichment involves empowering workers by adding more decision-making authority to

jobs.

Bloom's: Understand
Difficulty: Hard
73. (p. 110) Which of the following is a step an organization can take to enrich manufacturing
jobs for its employees?
A. Divide tasks among employees.
B. Carry out time-and-motion studies to identify one best way to perform a job.
C. Make the tasks repetitive and simple to avoid errors.
D. Give employees more authority to manage the production process.
E. Encourage job specialization.
The idea of job enrichment, or empowering workers by adding more decision-making

authority to their jobs.

Bloom's: Understand
Difficulty: Hard
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74. (p. 111) Which of the following is true of self-managing work teams?
A. Team members' jobs are narrowly defined.
B. Team members usually share work assignments.
C. The team members' responsibilities are diminished.
D. The supervisor is usually responsible for hiring team members and resolving problems.
E. Each team member's role is highly specialized.
In a self-managing team, members' responsibilities are great. Their jobs usually are defined
broadly and include sharing of work assignments.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
75. (p. 111) Wyoming, Inc., requires its employees to be at work between the hours of 10:00 a.m.
to 3:00 p.m., but allows employees to decide whether they will work their additional three
hours before or after this time period. Identify the job design method in use at Wyoming.
A. Job sharing
B. Flextime
C. Compressed workweek
D. Telework
E. Job rotation
Flextime is a scheduling policy in which full-time employees may choose starting and ending
times within guidelines specified by the organization.

Bloom's: Understand
Difficulty: Hard
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76. (p. 112) What is job sharing?

A. A work option in which two part-time employees carry out the tasks associated with a
single job.
B. Allowing full-time employees to choose start and end times within guidelines specified by
the organization.
C. Empowering workers by adding more decision-making authority to their jobs.
D. Enlarging jobs by combining several relatively simple jobs to form a job with a wider
range of tasks.
E. Enlarging jobs by moving employees among several different jobs.
Job sharing is a work option in which two part-time employees carry out the tasks associated
with a single job. Such arrangements can enable an organization to attract or retain valued
employees who want more time to attend school or to care for family members.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
77. (p. 112) Helen works 10 hours a day for 4 days a week, while her colleagues put in 8 hours a
day for 5 days a week. Helen is utilizing the work arrangement termed:
A. dejobbing.
B. compressed workweek.
C. flexible workweek.
D. job sharing.
E. telework.
A compressed workweek is a schedule in which full-time workers complete their weekly

hours in fewer than five days.

Bloom's: Understand
Difficulty: Hard
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78. (p. 112) Which of the following would qualify as a compressed workweek?
A. Employees are required to be at work from 10:00 a.m. to 3:00 p.m. and can choose
additional hours before/after this period.
B. Two part-time employees work in different shifts and share the tasks of a specific job.
C. Employees can come to office two days a week and work from home the other three days.
D. Employees can choose to work away from a centrally located work area.
E. Employees are permitted to work 10 hours a day, Monday through Thursday.
A compressed workweek is a schedule in which full-time workers complete their weekly

hours in fewer than five days.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
79. (p. 112-113) The scheduling arrangement termed _____ has a couple of drawbacks. One is that
employees may become exhausted on the longer workdays. Another is that if the arrangement
involves working more than 40 hours during a week, the Fair Labor Standards Act requires
the payment of overtime wages to nonsupervisory employees.
A. job rotation
B. telework
C. job sharing
D. flextime
E. compressed workweek
A compressed workweek has a couple of drawbacks. One is that employees may become
exhausted on the longer workdays. Another is that if the arrangement involves working more
than 40 hours during a week, the Fair Labor Standards Act requires the payment of overtime
wages to nonsupervisory employees.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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80. (p. 113) The broad term for doing one's work away from a centrally located office is __.
A. job rotation
B. telework
C. job sharing
D. flextime
E. compressed workweek
The broad term for doing one's work away from a centrally located office is telework or
telecommuting.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
81. (p. 113) A telework arrangement is generally difficult to set up for:

A. call center representatives.
B. software programmers.
C. manufacturing workers.
D. professionals.
E. accountants.
Telework is easiest to implement for people in managerial, professional, or sales jobs,

especially those that involve working and communicating on a computer. A telework
arrangement is generally difficult to set up for manufacturing workers.
AACSB: Analytic
Bloom's: Understand
Difficulty: Easy
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82. (p. 113) What is ergonomics?

A. The study of the interface between individuals' physiology and the characteristics of the
physical work environment.
B. The study of jobs to find the simplest way to structure work in order to maximize
efficiency.
C. Maximizing the extent to which a person receives clear information about performance
effectiveness from the work itself.
D. Reducing the information-processing requirements of a job.
E. Examining the relationship between intrinsic rewards and employee motivation.
The study of the interface between individuals' physiology and the characteristics of the
physical work environment is called ergonomics. The goal of ergonomics is to minimize
physical strain on the worker by structuring the physical work environment around the way
the human body works.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 04-08 explain how organizations apply ergonomics to design safe jobs.
Topic: Designing Ergonomic Jobs
83. (p. 113) What is the goal of ergonomics?

A. Reducing the complexity of the job.
B. Reducing the physical strain on employees.
C. Reducing the memorization required by the job.
D. Increasing meaningfulness of the job.
E. Increasing job specialization.
The goal of ergonomics is to minimize physical strain on the worker by structuring the
physical work environment around the way the human body works. Ergonomics therefore
focuses on outcomes such as reducing physical fatigue, aches and pains, and health
complaints.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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84. (p. 113) As manager of a local grocery store, you decide to allow customers to place items on
a short conveyer belt to save the cashier the physical strain of bending forward and reaching
into carts to retrieve the items for billing. This change is congruent with the _____ approach
to job design.
A. empowerment
B. job enrichment
C. ergonomic
D. perceptual
E. job sharing
The study of the interface between individuals' physiology and the characteristics of the
physical work environment is called ergonomics. The goal of ergonomics is to minimize
physical strain on the worker by structuring the physical work environment around the way
the human body works.

Bloom's: Understand
Difficulty: Hard
85. (p. 114) Which of the following is a strategy of OSHA to increase ergonomic job design?
A. Issuing regulations for specific industries.
B. Providing guidelines to reduce memorization of information to reduce errors.
C. Enforcing laws to allow employees who are disabled to work away from a centrally located
work area.
D. Enforcing violation of its requirement that employers protect employees from work-related
hazards.
E. Directing companies to provide employee assistance programs to its employees.
The Occupational Safety and Health Administration has a "four-pronged" strategy for
encouraging ergonomic job design, including enforcing violations of its requirement that
employers have a general duty to protect workers from hazards, including ergonomic hazards.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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86. (p. 114) Designing jobs that meet mental capabilities and limitations generally involves:
A. allowing employees to opt for a compressed workweek schedule.
B. curbing autonomy and emphasizing error-free work.
C. increasing the amount of memorization that a job requires.
D. using technology that allows employees to multi-task.
E. reducing the information-processing requirements of a job.
Besides hiring people with certain mental skills, organizations can design jobs so that they can
be accurately and safely performed given the way the brain processes information. Generally,
this means reducing the information-processing requirements of a job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job.
Topic: Designing Jobs That Meet Mental Capabilities and Limitations
87. (p. 115) Which of the following can be a way to simplify a job's mental demands?
A. Enforcing stringent quality control standards.
B. Adjusting the height of a computer keyboard.
C. Using checklists, charts, and clear instructions.
D. Providing comfortably designed office chairs.
E. Allowing the option of a compressed workweek.
There are several ways to simplify a job's mental demands. One is to limit the amount of
information and memorization that the job requires. Organizations can also provide adequate
lighting, easy-to-understand gauges and displays, simple-to-operate equipment, and clear
instructions. Often, employees try to simplify some of the mental demands of their own jobs
by creating checklists, charts, or other aids.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
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88. (p. 114) It can be most beneficial to simplify jobs where:

A. the work is of a repetitive nature.
B. the costs of errors are severe.
C. the scope for errors is minimal.
D. the employees do not engage in multi-tasking.
E. the information-processing requirements of the job are minimal.
It can be most beneficial to simplify jobs where employees will most appreciate having the
mental demands reduced (as in a job that is extremely challenging) or where the costs of
errors are severe (as in the job of a surgeon).
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
89. (p. 116) The SBAR method:

A. standardizes the information delivered at handoff points.
B. minimizes the physical strain on the worker.
C. allows employees to work on flexible work schedules.
D. permits employees to access work information from remote locations.
E. empowers employees by adding more decision-making authority to their jobs.
SBAR (situation, background, assessment, and recommendation) is a method used in some

hospitals to address information transmission problems between shift workers. SBAR
standardizes the information delivered at handoff points. In a few seconds, the person handing
off the care of a patient gets control of the situation by engaging the listener's attention
(situation), relays enough information to establish the context of the problem (background),
gives an overall evaluation of the condition (assessment), and makes a specific suggestion
about the best action to take next (recommendation).
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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90. (p. 116) Highland Medical Center has had several mishaps over the past few months due to
miscommunication of critical patient information between nursing staff during shift changes.
To address this, the hospital management has introduced a method whereby the person
handing off the care of a patient gets control of the situation by engaging the listener's
attention, relays enough information to establish the context of the problem, gives an overall
evaluation of the condition, and makes a specific suggestion about the best action to take next.
Identify the method described in this scenario.
A. ETE
B. Delphi technique
C. Benchmarking
D. SQC
E. SBAR
SBAR (situation, background, assessment, and recommendation) is a method used in some

hospitals to address information transmission problems between shift workers. SBAR
standardizes the information delivered at handoff points. In a few seconds, the person handing
off the care of a patient gets control of the situation by engaging the listener's attention
(situation), relays enough information to establish the context of the problem (background),
gives an overall evaluation of the condition (assessment), and makes a specific suggestion
about the best action to take next (recommendation).

Bloom's: Understand
Difficulty: Hard
Essay Questions
4-65

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Chapter 04 - Analyzing Work and Designing Jobs

A position is the set of duties performed by one person.

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Chapter 04 - Analyzing Work and Designing Jobs

A position is the set of duties performed by one person.

AACSB: Reflective Thinking

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

34. (p. 98) When an organization structure is strongly based on function:

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

A skill is an individual's level of proficiency at performing a particular task—that is, the

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Chapter 04 - Analyzing Work and Designing Jobs

Knowledge refers to factual or procedural information that is necessary for successfully

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

49. (p. 103) O*NET:

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

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Chapter 04 - Analyzing Work and Designing Jobs

67. (p. 109) The objective of job enlargement is to:

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Chapter 04 - Analyzing Work and Designing Jobs

AACSB: Reflective Thinking

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Chapter 04 - Analyzing Work and Designing Jobs

The idea of job enrichment, or empowering workers by adding more decision-making

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Chapter 04 - Analyzing Work and Designing Jobs

Job enrichment involves empowering workers by adding more decision-making authority to

AACSB: Reflective Thinking

The idea of job enrichment, or empowering workers by adding more decision-making

AACSB: Reflective Thinking

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