Chapter 2 Managing Work Flows and Conducting Job Analysis

OBJECTIVE QUESTIONS 1. To compete and use its material and human resources effectively, an organization needs a proper fit between its business strategy and the appropriate: a) business plan. b) HRIS system. c) management team. d) quality-of-work life program. e) organizational structure. Answer: e E--Recall Page: 48

2. The choice of a prospector strategy for a business would be most appropriate when: a) the company is operateings in an uncertain business environment. b) the business environment is relatively stable. c) its products are at the maturity stage in their life cycle. d) it has a functional structure. e) its management practices top-down decision making. Answer: a M--Integration Page: 49

3. Cheap Shoes manufactures a line of inexpensive shoes. It chooses to use a defender strategy, which means the most effective structure for them would be: a) decentralized decision making. b) maximizing autonomy among divisions. c) setting up a functional structure based on a division of labor. d) utilizing self-managing work teams. e) establishing a flat structure. Answer: c E--Application Page: 49

4. A company with a prospector strategy would most likely: a) have a bureaucratic organizational structure. b) have decentralized control, giving employees more responsibility. c) use a vertical information system. d) implement decisions from the top down. e) use hierarchy to resolve conflict. Answer: b E--Recall Page: 49


Part II The Contexts of Human Resource Management

5. A firm can choose any one of a number of organizational structures. A company with a defender strategy would be best served by a: a) flat organizational design. b) boundaryless organizational design. c) bounded organizational design. d) bureaucratic organizational design. e) generic organizational design. Answer: d E--Recall Page: 49

6. Alyssa is reading a job description for an interesting retail position. The job description is very specific, telling her exactly what department of the store she would be responsible for and what her duties would be. The ad features good opportunities for advancement within the retail area-—-she could become the managing retail director for her department. However,, but she would not be able to move into finance or production. This is an example of which organizational strategy? a) Top-down management. b) Work specialization. c) A prospector strategy. d) Centralization. e) Pyramid-building. Answer: b E--Application Page: 49

7. Bureaucratic organizational structures are marked by: a) narrow job descriptions and sharp vertical and horizontal boundaries. b) division of labor around products, services, or customers. c) high employee involvement in decision making. d) decentralized management. e) a strong emphasis on teams and relationships with customers. Answer: a M--Recall Page: 50

8. Maryland Times News is a publishing company that has a functional division of labor, work specialization, and a pyramid of authority. MTN has a: a) bureaucratic organizational structure. b) flat organizational structure. c) boundaryless organizational structure. d) team-based organizational structure. e) work flow organizational structure. Answer: a M--Application Page: 50


e) Hierarchical career paths may exist within one function. d) a boundaryless structure. Courtland evolved from a(n)_______ organization to a(n)_______ organization. Prior to this. c) a generic structure. Answer: d E--Recall Page: 50 10. c) A strong. Which of the following would be the best environment in which to implement a flat organizational structure? a) A joint venture. c) Emphasis on teams whose members may cross organizational boundaries. Answer: c E--Recall Page: 50 12.Chapter 2 – Managing Work Flows and Conducting Job Analysis 9. e) a two-factor structure. b) Top-down management approach. a) prospector / defender b) boundaryless / bureaucratic c) bureaucratic / boundaryless d) bureaucratic / flat e) defender / boundaryless Answer: d M--Recall Page: 50 11. b) a flat structure. Courtland Corporation recently reduced its number of management levels and decentralized its entire managerial approach. pyramid-shaped management environment. One organizational structure that lends itself to the formation of joint ventures and strategic alliances is a: a) a bureaucratic structure. Answer: e M--Recall Page: 51 39 . centralized management environment. Which of the following is characteristic of a boundaryless organization? a) Many levels of management. e) A rapidly changing environment. d) A stable. d) Rigid work specialization. b) An environment based on a functional division of labor. the corporation maintained a pyramid-shaped management structure and was based on a functional division of labor.

task identity. e) work simplification study. e) it has adopted the two-factor theory of management. d) analyze the various dimensions of a job. b) fundamentally rethinking and redesigning its work processes to dramatically reduce costs. She has asked you to conduct a: a) job analysis. e) understand the tasks involved in a specific job. work expectations. meaningfulness. etc. Answer: b C--Integration Page: 52 14. c) reviewing the skill variety.. c) it is moving into a stable and predictable market. or customers. b) simplify jobs by breaking them into individual component tasks. d) systematically gathering and organizing information concerning jobs. services. Answer: b C--Integration Page: 53 40 .Part II The Contexts of Human Resource Management 13. d) it seeks to reorganize around its products. b) management wants to enter foreign markets that have entry barriers to foreign competitors. duties. e) implementing an HRIS system. and output of a work process and evaluate its effectiveness. improve quality. and responsibilities. Answer: c M--Integration Page: 52 16. etc. Your boss asks you to look at the input. c) process reengineering study. tasks. A company might adopt a boundaryless organizational structure because: a) it seeks to structure its organization around functions. b) task significance study. d) work flow analysis. processing. Managers use work flow analysis in order to: a) recombine a specialized task into one more complex and satisfying job. of specific jobs. Answer: d M--Application Page: 52 15. A company is involved in business process reengineering when it is: a) examining how work creates or adds value to the ongoing business processes. c) understand the overall environment in which a job operates. responsibility.

S. The type of work team having the most impact on U. Answer: e M--Recall Page: 53 18. is examining how the work performed there is adding value to the functioning of the business functioning.tates than in Europe.Chapter 2 – Managing Work Flows and Conducting Job Analysis 17. Answer: d C--Application Page: 53 19. Business process reengineering is: a) occurring more in Europe than in the United . companies is the: a) project team. d) contingency team. d) To identify jobs that can be eliminated or combined.States. Greenbelt Corporation. during the course of its business process reengineering. d) determining whether a company should change organizational structure. c) self-managed team. b) that has not yet become well -known in Europe. e) To determine whether a switch to a boundaryless organization would be profitable. What is the probably the purpose for this? a) To increase total quality management. Answer: a M--Recall Page: 53 20. b) quality circle.States. Answer: c E--Recall Page: 54 41 . d) that is being used by less thant 10% of businesses in the United . Reengineering is a fundamental rethinking of a business: a) that has not become a popular way to become competitive in the United . e) a way to create more layers of management in small businesses.States. e) task team. b) To create clearer job descriptions. c) that involves extensive work simplification and work flexibility efforts. c) To analyze the business’' efficiency in performing work flow analysis. b) occurring more in the United . c) 75% successful in meeting objectives.S. e) but its critics point out that over half of the efforts fail to meet their objectives.

Which of the following is NOT an example of a typical SMT member responsibility? a) Scheduling work. while a team depends on an outside supervisor for direction. d) crosses functional or organizational boundaries to examine complex issues. the teams may: a) assume responsibility for strategic planning. and tends to be long term in duration. b) assume many managerial duties. c) A work group self-directs. c) take responsibility for formulating company policies. d) A work group is significantly larger than a team. d) set salary and benefits for teams. b) Performing performance evaluations. while a team selfdirects. e) Ordering work materials for the team. Answer: e C--Integration Page: 54 23. A work group differs from a team in what way? a) In a team. b) depends on a supervisor for direction. some members have more power than others. A self-managed team: a) is a small group of people with complementary skills who come together for a specific project.Part II The Contexts of Human Resource Management 21. Answer: d M--Recall Page: 54 24. everyone is equal. In a work group. b) A work group depends on an outside supervisor for direction. c) Disciplining team members. c) comes together for a few hours a week to solve problems they’'ve found in work processes. cross-trains on skills and equipment. When a company uses self-managed work teams. e) tends to focus on quality and productivity issues and handles issues related to work management. e) A team tends to have better rapport between members than a work group. d) Terminating a team member’s employment. e) eliminate the need for an HRM department by assuming its responsibilities at the team level. Answer: b C--Integration Page: 54 42 . Answer: b M--Recall Page: 54 22.

b) job analysis. e) performance appraisals. Answer: a E--Recall Page: 55 27. Answer: e E--Recall Page: 54 26. c) flat. e) b and d Answer: c M--Integration Page: 55 28. d) a special project team. d) job enrichment and job rotations. c) a problem-solving team. The Lynn Mercer company has what kind of organizational structure?: a) boundaryless. d) pyramid-shaped management. self-managed teams require training in three areas. e) motivation. b) problem solving. including: a) work flow analyses. c) work flow analysis. b) bureaucratic. b) a self-managed team. To work well.Chapter 2 – Managing Work Flows and Conducting Job Analysis 25. Management assembles a team to study the issue. Implementing self-managed work teams changes many HRM practices. c) organizational designs. Your organization is trying to decide if it should implement TQM. e) a QWL team. including: a) technical skills. Answer: c M--Application Page: 55 43 . The best type of team to use would be: a) a work group. The team will disband once the study is completdone. d) HRIS.

Answer: c E--Recall Page: 57 44 . employee jobs satisfaction can be explained in terms of: a) salary. d) special-purpose teams. e) job security. c) job characteristics theory. and advancement opportunities. Answer: d M--Application Page: 57 32. the sense of achievement. b) benefits. b) A problem-solving team. What type of team would work best in a situation where you expect only a part-time commitment from each member. Shamekwa’s thinking is most compatible with the: a) work adjustment theory. Answer: d E--Recall Page: 55 30. d) A self-managing all-purpose team. b) problem -solving teams. A quality-of-work-life program is an example of using: a) self-managed work teams. e) Any of the above Answer: a M--Application Page: 56 31. According to Frederick Herzberg'’s two-factor theory. but where rapid communication will be important? a) A virtual team. responsibilities. where each member will work in a different city or state. c) A special-purpose team. d) relationships.Part II The Contexts of Human Resource Management 29. e) task teams. c) quality circles. e) job design theory. Shamekwa believes that employees are motivated by their work. d) two-factor theory. c) the work itself. b) goal-setting theory.

b) Relationships within the company. b) recognition for good work. According to the Two-Factor Theory. b) affect employee job satisfaction.Chapter 2 – Managing Work Flows and Conducting Job Analysis 33. Answer: d M--Recall Page: 57 34. c) A positive working atmosphere. d) Receiving recognition. c) lead to employee advancement. c) job security and salary. e) Employee benefits. which of the following would be best for motivating and satisfying employees?: a) recognition and responsibility. b) a greater number of hygiene factors than motivators. e) permit an employee to set his/her own goals on the job. The factors that affect employee dissatisfaction in Herzberg's theory include: a) the work itself. Which of the following is a motivator. Answer: d E--Recall Page: 57 36. Answer: a C--—Integration Page: 57 45 . e) job security and recognition. e) the opportunity for advancement. In Herzberg'’s theory of motivation. Answer: b C--Integration Page: 57 35. d) company policies. according to Herzberg? a) Salary. d) employee benefits and achievement. d) define the job the employee has to do. hygiene factors are those factors that: a) are critical to the motivation of the employee. c) the amount of responsibility on the job.

d) the three critical states are met differently for each of them. The work adjustment theory of motivation suggests that employee satisfaction and motivation are functions of: a) company policies and the relationships formed with co-workers. b) clear. Goal-setting theory of motivation suggests that employee satisfaction and motivation are functions of: a) company policies and the relationships formed with co-workers. 46 . Answer: e M--Integration Page: 57 39. b) employees will be motivated when they have clear goals. c) the opportunity for advancement. c) difficult but attainable goals are more motivating than easy goals. e) the workers’ needs and abilities are different and so they fit differently in the work environment. d) the fit between the individual’s needs and abilities and the job characteristics. b) clear. Answer: b C--Integration Page: 58 41. while another finds it to be dissatisfying and boring if: a) there are too few motivators. e) designing jobs to have skill variety and task significance make them more meaningful. Answer: d M--—Integration Page: 57 38. Work adjustment theory has a number of important implications for the management of people. c) the opportunity for advancement. e) the core job characteristics. e) the core characteristics of the job. Your organization has recently implemented a goal. d) employees who receive regular feedback on their progress are more motivated than employees who do not. direct goals over which the employee has control. b) the goals are not specific and challenging. b) discourageing employee input in the creation of the goals. d) the fit between the individual’'s needs and abilities and the job characteristics. direct goals over which the employee has control.Part II The Contexts of Human Resource Management 37. Work adjustment theory proposes that one worker may find a job satisfying and motivating. c) there are not enough hygiene factors. Answer: a M--Integration Page: 58 40.setting theory. Which of the following do you suggest to best motivate and encourage employees to meet these goals?: a) setting broad and ambiguous goals. such as: a) not all employees may want to be involved in decision making.

e) All of the above Answer: b E--Recall Page: 59 47 . Answer: a M--—Recall Page: 59 44. c) Answer: d M—--Application Page: 58 42. b) control of job outcomes. Which of the following is a core job characteristic that activates the three psychological states. according the job characteristics theory? a) Interdependence.Chapter 2 – Managing Work Flows and Conducting Job Analysis that goals be relatively easy to attain to boost the employees’ confidence. c) task significance. d) that goals be specific and challenging. b) two-factor theory. c) Responsibility. The three psychological states central to the job characteristics theory include: a) meaningfulness of the job. d) Task difficulty. d) goal-setting theory. e) that employees receive limited feedback regarding their progress toward the goals so as to not to cause unnecessary anxiety. d) working conditions. e) task identity. The jJob characteristics of the job are central to employee satisfaction and motivation according to the: a) job characteristics theory. e) none of the above. b) Skill variety. c) work adjustment theory. Answer: a M--Recall Page: 58 43.

Efficiency is critical to your production costs. a) job enrichment b) job rotation c) work simplification d) flexible work designs e) self-managed teams Answer: c C--—Application Page: 60 48. The majority of production line tasks are simple and repetitive in nature.Part II The Contexts of Human Resource Management 45. The use of ______ would be your best choice in job redesign. b) Fit with the environment. d) Employee motivation. For employees who work on an assembly line or in other areas that require simplified and highly specialized work. b) job design. Perez is examining job design within his firm. e) c and d Answer: e E--Recall Page: 60 48 .Your production lines are making a standardized product. e) Fit with business strategy. Answer: e C--Application Page: 59-60 47. Which of the following is a critical influence that he needs to explore? a) Work simplification. c) Skill variety. which of the following job design strategies would best reduce boredom and fatigue? a) Job enrichment. Answer: b E--Recall Page: 59 46. c) Job rotation. d) Job enlargement. c) task significance. The process by which work is organized into the separate tasks required to perform a specific job is called: a) job analysis. e) task identity. b) Job simplification. d) working conditions.

b) The business has a flat structure where teams are expected to produce part of a product and then pass it along to another team.Chapter 2 – Managing Work Flows and Conducting Job Analysis 49. and teams are expected to produce a finished product. and to take complete responsibility for the entire production process. c) The business has a flat and boundaryless structure. but additional responsibility for the outcomes. A team-based job design would work the best for a business under what circumstances?: a) The business has a bureaucratic organization structure. a) Work simplification b) Team-based job designs c) Job rotation d) Flexible work designs e) Job enrichment Answer: b C--Integration Page: 61 51. e) Matching employees to the job by examining their needs and skills and the specific job characteristics. c) DividingPlacing employees iunto self-managing teams. giving employees more narrowly defined tasks to perform. ______ would be your best choice as you implement a job redesign program. b) Expanding the horizontal and vertical dimensions of the job by giving the employee responsibility for the whole production. to perform several different tasks. Which of the following is an example of job enrichment? a) Reducing specialized tasks by combining them. e) The business is considering a move toward goal-setting theory. Answer: b C--Integration Page: 60-61 50. You want employees to be selfmanaging. Your relatively flat organization is moving toward a boundaryless structure. d) The business maintains a strong defender strategy. d) Giving each employee a little responsibility for the task and duties of a particular job. able to perform several different tasks and to have complete responsibility for the entire production process. Answer: c M--—Recall Page: 61 49 . Layers of management have been reduced to a minimum.

including: a) Where does the work come from? b) What managers are needed to supervise the tasks? c) From where do the workers come to perform the job? d) What performance appraisal system should be used to evaluate the job? e) All of the above questions. Answer: b E--Recall Page: 61 53. Which of the following is a term used to describe one or several duties that identify and describe the major purpose or reason for the job’s existence? a) A responsibility. The basic element of work that is a logical and necessary step to perform of a job is a: a) a duty. a) work flow analysis b) flexible work designs c) business process reengineering d) job analysis e) work study programs Answer: d M--Application Page: 61 55. Zack systematically collects information about the tasks. Answer: a E--Recall Page: 61 54. Zack is using _______ to improve his recruiting efforts. Job analysis helps managers answer a number of questions. e) A skill. Answer: a M--Integration Page: 61 50 . d) A task.Part II The Contexts of Human Resource Management 52. b) Work. e) a work flow. d) a job description. c) a responsibility. b) a task. c) A position. duties. and responsibilities of each position that reports to him in order to make hiring decisions about those jobs.

His process begins with interviews of the incumbents and their managers. Marquis is examining the knowledge. and finally creates a matrix by which he rates the task. Answer: c M--Application Page: 63 51 . b) Determining what type of team to use in a given situation. what equipment they must use. c) Task inventory analysis. b) Methods analysis. etc. Cecilia is conducting: a) work flow analysis. where the work comes from. c) preparatory observation for self-managed work teams. e) job analysis. Answer: a C--Integration Page: 63 59. e) Selecting and recruiting employees. c) methods analysis. c) Designing a benefit plan. d) the critical incident technique. d) Budgeting. e) Functional job analysis. Marquis is using which job analysis technique? a) Position analysis. and abilities used in performing certain tasks. Answer: e M--Application Page: 61 57. He then constructs and administers a survey. Answer: e E--Recall Page: 63 58. b) a guidelines-oriented job analysis. Their best job analysis tool would be: a) a task inventory analysis.Chapter 2 – Managing Work Flows and Conducting Job Analysis 56. HR wants to develop task-oriented job descriptions and performance appraisal forms for a series of jobs. d) Critical incident technique. skills. Job analysis is helpful to HR professionals in performing which of the following tasks? a) Establishing an HRIS. She’s watching to see who they interact with. Cecilia is observing workers on an assembly line performing their tasks. d) job redesign. b) flexible job design research. e) aa n MPDQ.

Part II The Contexts of Human Resource Management 60. e) functional job analysis. E--Recall Page: 64 The best job analysis tool to develop of behavioral job descriptions to develop would be: a) position analysis. b) A guidelines-oriented job analysis. d) task inventory analysis. c) critical incident technique. Which of the following types of job analysis focus on managerial positions? a) A position analysis questionnaire (PAQ). they would use: a) position analysis. e) A functional job analysis. If managers needed a systematic way to analyze tasks in a given situation. A KSA matrix should rate which of the following: a) what KSAs an employee demonstrates in a given task. d) task inventory analysis. b) how importantly a variety of KSAs relate to specific tasks. Answer: b M--Integration Page: 64 62. c) how an incumbent employee reacts in given situations. Answer: c C--Integration Page: 65 52 . b) methods analysis. e) functional job analysis. d) how well the organizational structure of the company fits with an incumbent employee. and wanted to use a tailored rather than a standardized questionnaire. c) critical incident technique. e) what methods and machines job incumbents use to perform their jobs. d) A hay plan. c) A critical incident technique. b) methods analysis. Answer: d 63. Answer: d E--Recall Page: 63-64 61.

d) interview the job incumbents. b) generate the dimensions to be examined. e) draft a preliminary job description. d) Relationships with other persons. c) Job context. E--Recall Page: 66 A job analysis questionnaire that uses a five-point scale that is analyzed by a computer and that determines which job elements are involved in performing a specific job is called a: a) a task inventory analysis. Answer: a 66. e) examine the methods used to perform the work. d) a positional analysis questionnaire. d) generate a list of critical incidents. e) All of the above Answer: e E--Recall Page: 66-67 53 . c) gather job-related information. c) create and administer a questionnaire survey. The first step in conducting a critical incident job analysis is to: a) interview the incumbents. b) a methods analysis.Chapter 2 – Managing Work Flows and Conducting Job Analysis 64. e) a management position description questionnaire. Answer: d E--Recall Page: 66 67. The first step to create general guidelines for conducting any job analysis is to: a) determine the uses of the job analysis. b) Work output. Answer: b M--Recall Page: 65 65. Which of the following is a are sections on the position analysis questionnaire? a) Mental processes. c) a functional job analysis. b) select the jobs to be analyzed.

c) The equipment and tools that a job incumbent uses. b) there is generally one best technique to use in any given situation. It emphasizes efficiency and control.Part II The Contexts of Human Resource Management 68. HR managers must remember that: a) the critical incident technique is the most legally defensible. e) task identification summary. d) The motivators a job incumbent experiences. and things. duties. and responsibilities associated with the work flows. d) performance appraisal. the better. b) The methods the job incumbent uses to perform the job. not the job characteristic. d) job analysis is a dynamic process that focuses on the future use of the job. c) job description. Answer: d M--Recall Page: 67 69. c) the more subjective and specialized the analysis. a) work flow job description b) specific job description c) general job description d) task-related job description e) none of the above Answer: b E--Recall Page: 68 54 . A summary statement of the essential job duties and responsibilities of a job is called a: a) work flow analysis. Answer: e C--—Integration Page: 67 70. Answer: c E--Recall Page: 68 71. e) What the job incumbent does to people. data. A _______ is a detailed summary of a job’s tasks. b) job analysis. When considering the legal consequences of a job analysis. Which of the following aspects is NOT examined in a functional job analysis? a) The materials or services produced by the job incumbent. e) job analysis should focus on the worker.

b) bureaucratic organizations that emphasize rule-bounded behavior. c) Job duties and responsibilities. location. a) job summary b) job duties and responsibilities c) job requirements d) qualifications e) job specifications Answer: c C--—Integration Page: 70 55 . Which of the following is NOT an element of a job description? a) Job summary. Answer: a M--—Recall Page: 68 74. General job descriptions are associated with: a) flat organizations that emphasize innovation. She specifies that the job involves the knowledge of basic principles and techniques of computer programming. etc. b) Job compensation. Juanita is writing the ____ portion of the job description. d) Job specifications.Chapter 2 – Managing Work Flows and Conducting Job Analysis 72. c) boundaryless organizations that emphasize international markets. Answer: b E--Recall Page: 68 73. and author are all part of the _____ of a job description. d) bounded organizational designs that emphasize flexibility and loose work planning. Job title. a) the job summary b) identification information c) the job duties and responsibilities d) the job requirements e) the minimum qualifications Answer: b E--Recall Page: 68 75. the ability to plan and conduct major programming assignments. e) Identification information. Juanita is writing a job description. e) horizontal organizational designs that emphasize work flow strategies.

c) The three to 3-5five most important responsibilities of a potential employee. The _____ of a job analysis lists worker characteristics (KSAs) needed to perform the job successfully. You have just written the: a) the job inventory. Answer: b M—--Integration Page: 71 56 . d) A summary of job duties and its place in the organization structure. You are drafting a job description and have written a short statement that explains the duties and responsibilities of the job. The ______ is the most important part of the job description because it influences all other parts of the job description. c) the job specifications. Answer: d M--—application Page: 70 77. e) the minimum qualifications. b) the job requirements.Part II The Contexts of Human Resource Management 76. ands where the job fits in the organizational structure. a) The job summary b) The identification information section c) The job duties and requirements section d) The job requirements section e) The specifications section Answer: e E--Recall Page: 71 79. b) The basic standards a job applicant must have to be considered for the job. e) Skills that would be beneficial for a potential employee to possess. a) job duties and responsibilities section b) job summary c) job specifications and minimum qualifications section d) identification information e) none of the above Answer: a E--Recall Page: 71 78. d) the job summary. What should be included in the minimum qualifications section of a job description? a) A question to determine whether a potential employee is disposed towards any psychological disability.

You are job-sharing with a co-worker. Dave. e) consigned workers. Answer: b E--Recall Page: 72 82. which splits assignments between the two of you. e) to outsource her work. What percentage of the total labor force in the U. She needs people who are regularly available. The “virtual corporation” is becoming an organizational model for businesses that perform outsourcing and subcontracting. b) part-time permanent employees. They would be regular employees. c) specialized workers. b) You both work for a temporary agency. Answer: d E--—Recall Page: 71 81. Workers who are hired to deal with short-term increases in a business’ workload or to work that is not part of the business’ core set of capabilities are known as: a) core workers. Answer: b E--Application Page: 72 83. d) 37%. hours. d) contingent workers. Which of the following is true about this working arrangement? a) You and Dave divide the job’s responsibilities. b) 28%. A virtual company displays which of the following characteristics? 57 . e) You and Dave divide the job’s responsibilities but each receives your own benefits. Answer: a C--—Application Page: 72 84. Harolyn needs to hire some contingentcy workers.tates did contingent workers comprise in 1997? a) 20%. c) subcontractors. and benefits between the two of you. c) 35%.nited S.Chapter 2 – Managing Work Flows and Conducting Job Analysis 80. d) You and Dave are taking part in a type of job rotation. but who will work less than 40 hours per week. d) contract workers. Harolyn needs: a) temporary employees. b) short-term workers. c) You and Dave are given a whole and meaningful piece of work and are responsible for managing yourselves. e) 41%.

c) It consists strictly of contract workers. store. e) human resource management system. Mary Ellen is using a computer to collect. c) telecommuting. d) Contract workers are always highly motivated. record. b) human resource data processing system. e) It encourages strong ties and partnership alliances between companies and vendors. d) It consists of over 50% subcontracted workers. Answer: b M--Recall Page: 72 85. S. c) They often must work by rigid schedules and guidelines. d) human resource monitoring system.Part II The Contexts of Human Resource Management a) It consists of no permanent employees but constantly changes alliances as the need arises. Which of the following is true of contract workers? a) They work through subcontractors. A flexible work schedule technique that permits managers and employees to shift an employee’s reporting and ending time around a core set of work hours in order to accommodate both company and employee needs is called: a) using temporary workers. c) human resource training system. e) Contract workers develop work relationships directly with employers. b) Professionals are not part of the contract worker population. b) a condensed workweek. d) flexible work hours. she is most likely using a: a) human resource information system. Answer: e M--Integration Page: 73 86. e) none of the above. Answer: a E--Application Page: 75 58 . b) It consists of permanent employees and a constantly shifting workforce. and analyze her company’s human resource. Answer: d E--Recall Page: 74 87.

improving working conditions. You buy the raw materials for your components from several suppliers who also supply competitors. Your company is young. and you have 2 layers of management between the CEO and the component maker on the line. such as: a) negotiating labor relations contracts. He wants to motivate them by increasing wages through a bonus program. and your market share is highly volatile based on the entrance and exit of competitors into the market. your CEO still wants to focus on motivating your employees. e) All of the above. Which of the following is a method by which the security and privacy of HRIS records may be protected? a) Give permission to use HRIS records only on a need-to-know basis. etc. c) Make different areas of the information database accessible by using different passwords. He wants to reduce costs in order to increase profit margins because he sees that margins will continue to shrink.Chapter 2 – Managing Work Flows and Conducting Job Analysis 88. You are a small manufacturer. Your CEO read a book on innovation and organizational change and now wants to look at what you should do about reorganizing. d) training of employees in simple repetitive tasks. E--Recall Page: 78 59 . performance appraisals. Answer: e CASE QUESTIONS Table Case 2. etc.1 Your company makes computer components and peripherals for assemblers like Dell and Gateway. e) organizational design. c) tracking and analyzing of information on employees—. While productivity and quality are largely a function of the machines used in the process. b) Develop policies and guidelines that govern utilization of the HRIS information and explain to employees how these policies work. Answer: c E--Recall Page: 77 89. d) Limit access to the HRIS by controlling access to the computer and its data files. changing staffing practices. An HRIS has a number of applications for HRM professionals. and providing job security. b) recruiting of contingentcy workers.

only satisfaction or dissatisfaction. b) an MBO-based strategy would be more effective. market. Refer to CaseTable 2. given your product.1. Answer: a Easy Page: 49 91. Based on your current market situation.1. c) it does not take the diversity of the workforce into consideration.1. a) two-factor b) goal-setting c) work adjustment d) job characteristics e) work simplification Answer: a Moderate Page: 57 93. Answer: d Challenging Page: 57 60 . b) Defender strategy. Your CEO’s suggestions for motivating the workforce have a significant flaw in them. Your CEO clearly believes in the _______ theory of motivation. e) he’s not an HRTM professional and therefore doesn’t know how to properly motivate employees.Part II The Contexts of Human Resource Management 90. what business strategy would be best for your company? a) Prospector strategy. Your best choice of an organizational design. would be: a) a bureaucratic structure.1. b) a boundaryless structure. d) self-managed teams. Refer to CaseTable 2. Refer to CaseTable 2. Answer: c Challenging Page: 50 92. etc. d) none of the things he wants to do impact motivation. which is: a) he’s not involving the employees in the decisions. e) Differentiated strategy. c) Tactical strategy. e) a generic structure. d) Generic strategy. Refer to CaseTable 2. c) a flat organizational structure..

Answer: e Moderate Page: 54 61 . Your pPresident is discussing the use of teams in the company. At the same time. Your president realizes that this may require a reorganization. e) self-managed work teams. The president wants to provide employees with more satisfying work. Answer: d Challenging Page: 52 96. and employees don’t know how what they do fits into the big picture. Answer: e Moderate Page: 72 CaseTable 2.2. Inc. Refer to Case Table 2. e) a bureaucratic organizational structure. e) temporary workers. b) that she implement special project teams. 95.2.2 Steel City. and a performance-based pay system. b) a generic organizational structure. d) a boundaryless organizational structure. Given the market demand for computer components. She also wants to reduce management overhead and labor costs. as that approach is not compatible with what you are doing.Chapter 2 – Managing Work Flows and Conducting Job Analysis 94. the best flexible work design to use would be: a) part-time workers b) flexible work hours. c) a differentiated product organizational structure.1. employees have been complaining about their work. Refer to CaseTable 2. d) a condensed work week. The best organizational design match for your new direction as a company would be a: a) a flat organizational structure. autonomy. Refer to CaseTable 2. c) quality circles as a type of problem-solving team. is considering going global in its product line and markets. She wants to move into new international markets with minimum time and effort. d) ISO 9000-based teams. Given the company direction and her goals. c) telecommuting. you should recommend: a) not trying teams. Jobs are repetitive. She wants to give them as much control as possible and remove layers of management.

b) job analysis. e) reforming the performance appraisal process. Refer to CaseTable 2. c) job rotation. Answer: b Moderate Page: 60 99.2.2. e) decreasing skill variety. Your pPresident’s ideas regarding employee dissatisfaction suggest that her thinking would be most compatible with a _____ theory of motivation. Refer to CaseTable 2. you need to do some job redesign. a) two-factor b) work adjustment c) job characteristics d) goal-setting e) Maslow-based Answer: c Challenging Page: 58-59 98. your best approach would be: a) work simplification. Along with the reorganization. your first step in the job redesign process would be: a) work flow analysis.2. Refer to CaseTable 2. With the type of reorganization you are doing. d) quality circles.Part II The Contexts of Human Resource Management 97. c) writing job descriptions. b) job enrichment. Given the specific employee complaints. d) work simplification. Answer: a Moderate Page: 52 62 .

Refer to CaseTable 2. It can double or be cutdrop in half from one year to the next. Finally. When the HR team comes to analyze jobs as part of the change process. Answer: a Challenging Page: 65 103. They believe that employees will be most strongly motivated if they experience meaningful work. Inc. The best type of workforce for RII would be: a) part-time workers. Resources International.3. c) work adjustment theory. 100. Refer to TCaseable 2.3. take responsibility for outcomes. Innovation is key in RII’s product development. Refer to CaseTtable 2. d) job descriptions. e) a methods analysis.3. requiring highly experienced employees. They need to know what the incumbents do in their jobs. and receive regular feedback. (RII) is going through a major organizational change. RII has initiated an HRIS system. The best job analysis technique for RII would be a: a) a critical incident technique. e) an HRIS system. b) goal-setting theory. They’ve decided to start at the very beginning and rethinking the whole organization. RII is looking at their current staffing practices and trying to decide what type of workforce they need for the future. c) job analysis. Refer to CaseTable 2. The motivation theory that best fits RII’s attitude about worker motivation is: a) Herzberg’s two-factor theory. But product demand is volatile. In order to manage all the HR information generated for and during the change.3.Chapter 2 – Managing Work Flows and Conducting Job Analysis CaseTable 2. Their business is highly technical. and they need behavioral descriptions from which to build their new performance appraisal system and training programs. Answer: a Challenging Page: 52 101. RII needs to start its change effort is with: a) work flow analysis. Answer: e Challenging Page: 58-59 102. b) a task inventory analysis. depending on the economy and competitors’ actions. they have to choose the best technique for their situation. d) team-based job design.3. 63 . e) job characteristics theory. d) a functional job analysis. c) a position analysis questionnaire. b) self-managed teams.

a) work adjustment theory b) two-factor theory c) job characteristics theory d) goal-setting theory e) work simplification Answer: d Easy Page: 58 64 . but the work force consists mainly of contingent employees (primarily vendors in several different states). Refer to CaseTable 2. but first wants to determine what skills. and has set general goals for them to meet. e) None of the above.Part II The Contexts of Human Resource Management b) c) d) e) telecommuters. Dorenda probably believes in the _________ theory of motivation. Her company has a handful of permanent employees.4. c) What organizational structures to use with new work units and company divisions. knowledge. contract workers. and abilities job candidates need to have in order to meet specific company needs. RII’s HRIS system will provide HR and the management team with which of the following information to help reinforce the changes they’ve made? a) The organization with which they should form boundaryless relationships. Challenging Page: 74 Answer: c 104. Refer to CaseTtable 2. b) The ability to track production and labor expenses. The group turns over about every 3 months. temporary employees.3. She wishes to increase her permanent employees’ motivation. 105. Answer: d Easy Page: 77 CaseTable 2.4 Dorenda has asked you for some HR advice. She also plans to hire some more permanent employees. d) The ability to search for and match employee skills to new opportunities that open up within the company. permanent full-time workers.

there needs to be decentralization.4. Answer: d Challenging Page: 61 65 . Answer: b Challenging Page: 58 107.4. e) Iidentification information.Chapter 2 – Managing Work Flows and Conducting Job Analysis 106. b) the Jjob responsibilities. and in order to motivate employees. a) task inventory analysis b) position analysis questionnaire c) critical incident technique d) methods analysis e) functional job analysis Answer: a Moderate Page: 63 108. e) there are too many motivators relative to the hygiene factors. c) the Jjob title. d) the goals are too challenging and the frequent feedback will make employees anxious about their performance. You suggest that Dorenda use a ____________ to perform the job analysis. c) the company is too centralized. b) employees haven’t had a say in what goals they will be working towards. Refer to CaseTtable 2. d) the Jjob specifications and minimum qualifications. and the goals are not specific. Tabitha should use the information gathered in the job analysis to compile which part of the job description? a) the job Job summary. Refer to CaseTtable 2.4. Refer to CaseTtable 2. You anticipate that Dorenda’s choices regarding employee motivation will not produce the results she wants because: a) there are too few hygiene factors relative to motivators.

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