The definition of ________ is the formal relati onships among jobs in an organization. A) chain - of - command B) organizational structure C) job hierarchy D) organization chart E) organizational design Show B) organizational structure
An organization chart is often used to depict t he structure of an organization. The chart is also used to: A) clarify the chain of command and show who is ac countable to whom. B) specify duties and responsibilities. C) indicate the types of departments established i n the firm. D) present a "snapshot" of the firm at a particula r point in time. E) There are no exceptions listed above. A) clarify the chain of command and show who is ac countable to whom. Which of the following statements about organiz ational structures is true? A) There are four types of organizational structur e. B) Flat structures are increasingly the norm. C) Boundaryless organizations are good for top - down management style. D) Emphasis on teams whose members cross organizat ional boundaries is a characteristic of flat structures. E) Bureaucratic designs are becoming more common B) Flat structures are increasingly the norm. Maria is the VP of Operations for a retail company . She has 10 store managers and 200 associa tes who report to the store managers and who in turn report to Ma ria. Management has a decentralized approach towards individual stores. T his company has a: A) flat organization. B) bureaucratic organization. C) hierarchical organization. D) boundaryless organization. E) decentralized organization The Director of HR for Study I nc. restructuring the organization. Currently , the org. has a top- down mgmt approach with many levels of mgmt . Jobs are highly specified with a narrow focus. It wants to move into a more decentralized mgmt approach with a high focus on teams and customer service. They are: A) moving from flat, to bureaucratic B) moving from boundaryless, to flat C) moving from bureaucratic, to flat D) mocing from bureaucratic, to boundaryless The process of systematically organizing work i nto tasks is involved in: A) job analysis. B) organizational design. C) job design. D) writing job descriptions. E) job evaluation. The collection of tasks and responsibilities pe rformed by
one person is known as: In an office with one supervisor, one assistant , two clerks, and two data - entry operators, there are: A) four jobs and six positions. Work simplification is an approach to job desig n. Which is true of work simplification? A) It may be very appropriate in settings employin g highly educated persons. B) It is based on the premise that work can be bro ken down into clearly defined tasks. C) It can sometimes lead to a reduced demand for p remium pay. D) It can be used to motivate highly educated empl oyees. B) It is based on the premise that work can be broken down into clearly defined tasks. The field of study concerned with analyzing wo rk methods and establishing time standards is known as: D) industrial engineering. Making jobs more rewarding or satisfying by ad ding more meaningful tasks is primarily associated with: A) job enlargement. B) job enrichment. C) job rotation. D) industrial democracy. E) co - determination. Job enlargement involves: Amal works for a production line. His task is to sew a button to the button hole of winter jackets. Since last month he was als o given the task of creating the button hole in addition to attaching t he button to the hole of the j acket. This is known as: A) skill variety. B) job rotation. C) job enlargement. D) vertical loading. E) job enrichment. Lee has been with a financial institution for over a year now as a call centre specialist. During his time he has had the opportun ity to work in two other departments. The organization adopts a similar tech nique with other employees in the call centre. This is known as: A) job enlargement. B) job enrichment. C) vertical loading. D) skill variety. E) job rotation. Which of the following is true of work simplif ication? A) It often leads to lower job satisfaction. B) Among educated workers it often leads to lower job satisfaction and a demand for premium pay. C) Among educated workers it often leads to lower job satisfaction. D) It increases autonomy. E) It enhances skill variety. B) Among educated workers it often leads to lower job satisfaction and a demand for premium pay. Which of the following is true of industrial e ngineering? A) It is a field of study concerned with analyzing work methods. B) It is a field of study focused on worker autono my. C) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making th em more efficient. D) It is a field of study focused on satisfying ps ychological needs. C) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making th em more efficient. Which of the following statements is true? A) Job redesign efforts can correct almost all job dissatisfaction problems. B) Job enrichment programs are more successful in some jobs and settings than others. C) Most
employees today want additional responsibi lities. D) Unions are generally very supportive of job enr ichment. B) Job enrichment programs are more successful in some jobs and settings than others. Seeking to integrate and accommodate the physi cal needs of workers into the design of jobs is known as: Ergonomics aims to adapt the entire job system to match human characteristics. Doing so results in eliminating/mi nimizing: A) product defects, worker injuries, and negative psychological effects. B) worker injuries. C) product defects. D) negative psychological effects. E) product defects, worker injuries, and task vari ability A) product defects, worker injuries, and negative psychological effects. The procedure for determining the tasks, dutie s, and responsibilities of a job and the human attributes required to perform it is known as: Job analysis provides data on job requirements that can be used to develop: A) an organization chart. B) a skills inventory. C) HR policies and procedures. D) a job description. E) a staffing table. A list of a job's duties, responsibilities, re porting relationships, and working conditions is known as: A list of the knowledge, skills and abilities needed to perform a particular job is known as: Collecting job analysis data in a larger organ ization usually involves: A) the work of the HR specialist alone. B) HR generalists who are not consultants. C) a joint effort by a HR specialist, the incumben t, and the supervisor. D) the work of the supervisor alone. E) a labour union. C) a joint effort by a HR specialist, the incumbent, and the supervisor. The final step in job analysis involves the fo llowing: A) performance management. B) developing a compensation policy. C) developing a job description and a job specific ation. D) reviewing the information collected with job in cumbents. E) collecting data on job activities. C) developing a job description and a job specification By comparing the knowledge, skills and abiliti es that employees bring to the job with those that are identified through job anal ysis, managers can determine the gap that exists. This is particularly useful for: A) establishing recruitment criteria. B) union negotiations. C) determining a job's pay range. D) designing the job. E) training and development E) training and development The first step in the job analysis process is: A) identifying the use to which the information wi ll be put. B) reviewing relevant background information about positions and jobs. C) selecting the representative jobs and positions to be analyzed. D) developing a job description and job specificat ion. E) designing a job analysis questionnaire. A) identifying the use to which the information will be put. The HR department of a company is c onducting a job analysis. HR representatives are collecting dat a on job activities, required employee behaviours, work conditions and h uman traits and abilities needed to perform the jobs. Which step of job analysis process ? A) step 1 B) step 5 C) step 4 D) step 2 E) step 3 The blueprint that shows how the flow of input s to outputs for the job under study is known as: A) an organization chart. B) a pay grade. C) a process chart. D) a job specification. E) a job description. During a job analysis process it is important to consider the following: A) collecting data on identified jobs using job an alysis techniques. B) pick representative positions & jobs to be analyzed. C) reviewing the organization chart, process chart s and existing job descriptions. D) reviewing information with job holders and imme diate supervisors. E) all of the above Job analysis information
should be verified by: Collecting job analysis information generally involves: A) peer groups. B) the jobholder's immediate supervisor. C) an external consultant. D) a member from senior management. E) a union representative B) the jobholder's immediate supervisor. The most widely used method for determining th e duties and responsibilities of a job is: An HR department engaged in a job analysis exe rcise
is conducting interviews with employees who hold the same job. Wh ich type of interview is the HR department using? Which of the following should be addressed in a job analysis questionnaire? A) job rotation B) the general purpose of the job C) individual competencies D) skill variety E)
job enrichment B) the general purpose of the job The job analyst and supervisor should work tog ether to: A) analyze the data collected from job analysis te chniques. B) answer the questionnaire. C) prepare the job analysis questionnaire. D) identify the top - performing employee, since he or she should be involved. E) identify the employees who know the most about the job and are likely to be objective. E) identify the employees who know the most about the job and are likely to be objective. A typical job analysis questionnaire has sever al: A) open - ended questions. B) questions about the incumbent's educational bac kground. C) close - ended questions. D) non - job - related questions. E) questions regarding biographical data. A) open - ended questions. 38) Which of the following jobs could be analyzed effectively using direct observation? A) lawyer B) human resources manager C) accounting clerk D) design engineer E) Any of the above jobs could be analyzed using d irect observation.
Direct observation is often combined with whic h other job analysis method? A) interviewing B) questionnaires C) position analysis questionnaire D) participant diary/log E) functional job analysis The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of: D) a participant diary/log. Which job analysis technique is meaningless fo r jobs requiring mental effort? You are the Director of Human Resources at a s oftware development firm. With respect to the position of software developer t he disadvantage of using the questionnaire method of job analysis is: A) the fact that it is more costly than interviewi ng hundreds of workers. B) the amount of double - checking required. C) the time and expense involved in development an d testing. D) the fact that it is labour - intensive. C) the time and expense involved in development an d testing. Data collection job analysis that can be used structured, unstructured or both.Structured, questions are read to job holders and supervisors or fixed response choices are provided. Unstructured, questions are posed to job holders and supervisors and/or general response choices are provided. This is: A) diary/log method. B) observation method. C) group interview method. D) individual interview method D) individual interview method. You are the Director of HR at a s oftware development firm. With respect to the position of software developer the disadvantage of using the group interview job analysis method is: A) it is relatively inexpensive. B) it is a good method when the survey sample is w idely scattered. C) reliability/validity tends to be high. D) highly detailed information can be collected ov er the entire job cycle. E) it focuses more on reality than on perceptions. C) reliability/validity tends to be high. THIS DOESNT MAKE SENSE The job analysis technique that involves 194 i tems, each of which represents a basic element that may or may not play an importa nt role in the job, is known as: A) a position analysis questionnaire (PAQ). B) functional job analysis. C) a participant diary/log. D) the point factor method. E) a structured survey. A) a position analysis questionnaire (PAQ). A
qualitative approach to job analysis is more suitable when: A) the aim is to reduce the amount of data collect ion. B) the organization has limited time and financial resources. C) the organization is using external consultants for job analysis purposes. D) the aim is to assign a value to each job for co mparisons for pay purposes. D) the aim is to assign a value to each job for comparisons for pay purposes. The PAQ rates jobs on the following dimension: B) mental processes and job context. The job analysis method that rates
each job in terms of the incumbent's responsibilities pertaining to data, people, and th ings is known as: C) functional job analysis. An individual preparing a job description for the first time would find it helpful to
refer to the: A) Standard Occupational Classification. B) HRDC Job Classification Dictionary C) National Occupational Classification. D) Canadian Classification and Dictionary of Occupatio ns. E) Dictionary of Occupational Titles C) National Occupational Classification. A written statement of what the jobholder actu ally does, how he or she does it, and under what
conditions the job is performed, is known as: An HR assistants first project was to put forward a proposal to develop job descriptions for some of the key positions within t he org. What do you think Jim would have identified in the proposal as most common areas to be included in a job description? A) job holder's name B) duties and responsibilities C) company name D) summary of performance evaluations E) work culture B) duties and responsibilities The job identification section of a job descri ption includes which of the following? The section of the job description in which th e major functions or activities are briefly identified is the: The subsection of the job description that des cribes contact with others, inside and outside the organization, is titled: Something that should be avoided in writing a job description is: A) a separate listing of each major duty. B) a definition of the limits of the jobholder's a uthority. C) a general statement such as "performs other dut ies as assigned." D) a description of the working conditions. E) an indication of which tasks are most important C) a general statement such as "performs other dut ies as assigned." The part of the job description in which budge tary limitations are identified is titled: "No more than three posting errors per month o ccur on average." Which component of the job description would this stateme nt belong to? A) responsibilities and duties B) job identification C) job summary D) relationships E) performance standards Which of the following would not be included i n the subsection of the job description titled "working conditions"? Which is true related to l egal compliance? A) When assessing suitability for employment, empl oyers can assess factors other than the KSAs requ ired for the essential job duties. B) If a candidate cant perform 1 or more of the essential job duties due to a disability, it is legally permissible for an employer to refuse to hire them C) Indicating the % of time spent on each duty can help to differentiate between essential and nonessential ta sks and
responsibilities. C) Indicating the percentage of time spent on each duty can help to differentiate between essential and nonessential ta sks and responsibilities The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?" is the: A physical demands analysis identifies: A) mental/emotional demands involved in the job. B) type and frequency of motions used. C) senses used and amount of mental effort involve d in the job. D) the work environment. E) senses used, and the type, frequency and amount of physical effort involved in the job. E) senses used, and the type, frequency and amount of physical effort involved in the job. When writing job specifications it is importan t to list all bona fide occupational requirements based on job duties and r esponsibilities, because: A) organizations are required to comply with human rights legislation. B) job specifications are limited to specific jobs C) organizations are required to comply with feder al employment legislation. D) organizations are required to provide reasonabl e accommodation. E) none of the above. A) organizations are required to comply with human rights legislation. Identifying human requirements for a job can b e accomplished through: A) supervisor's interviews. B) a judgmental approach. C) questionnaires. D) an interview approach. E) none of the above. B) a judgmental approach. A survey instrument designed to assist manager s in identifying potential personality - related traits that may be important in a job is ca lled a: The traditional meaning of a "job" as a set of well- defined responsibilities is changing. This is because: A) of reduced hierarchical structures. D) employees are expected to adapt to changes frequently. Designing an organizational structure depends on the strategic goals of the company. Taking only industrial engineering concerns in to consideration in job design is sufficient, because research does not support th e view that human considerations are also critical. Work simplification can increase operating eff iciency in a stable environment Job analysis is called the cornerstone of huma n resources management, because information gathered through job analysis f orms the basis for a number of interrelated HRM activities. Job analysis is defined as the process of list ing duties, responsibilities, reporting relationships and working conditions of a job. In order to overcome the disadvantages of qual itative techniques of job analysis, it is important to use a quantitative met hod. National Occupational Classification is a refe rence tool for writing job descriptions and job specifications. It classifies occupations based on two key dimensions–skill level and skill type. A job description should not include phrases s uch as "other duties as assigned" because it can leave open the nature of t he job and can be subject to abuse. If an employee is unable to perform one or mor e of the essential duties of the job due to a physical or mental disability, acc ommodation is not required Jobs have become more cognitively complex, mor e team based and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather tha n specific duties and skills. What are the three categories of inputs involved in a workflow analysis?The three basic components of a workflow diagram are input, transformation, output. Every step within a workflow is assigned one of these statuses.
Which of the following is not a use of job analysis?Performance appraisal is not offered in a job analysis. Performance appraisal means systematic evaluation of the personality and performance of each employee by his supervisor or some other person trained in the technique of merit rating. Was this answer helpful?
What is job design and job analysis?Job analysis investigates and identifies the duties, tasks, responsibilities, skills and knowledge, essential qualifications for a certain job profile. Job Design focuses on integrating the requirements and needs of an employee with the objectives of the organization.
Which of the following are uses of job analysis?Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity.
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Which following is not included in the workflow analysis a input b output c job design d activities
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