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Chapter 4 Job Analysis and Work Design
Human Resource Management (BUS 201)
University of the Fraser Valley
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Chapter 4 - Job Analysis and Work Design
- What is a key expected benefit of reengineering and less bureaucracy in organizations? a. improved access to government programs
b. accelerated decision-making
c. better access to markets d. better leadership
ANSWER: b
- What is a position? a. a group of related activities and duties
b. the different duties and responsibilities performed by one employee
c. a statement of the knowledge, skills, and abilities required to perform work
d. a statement of the tasks, duties, and responsibilities associated with work
ANSWER: b
- What is a job specification? a. a statement of the knowledge, skills, and abilities required to perform the job
b. a statement of the tasks, duties, and responsibilities associated with the job
c. a group of related activities and duties
d. the different duties and responsibilities performed by one employee
ANSWER: a
- Which of the following is an example of a job specification? a. To be a grocery store cashier, you need to know how to work a cash register, know the rules of the store, and know basic math. b be a grocery store cashier, you have to deal with the public and be able to stand on your feet for long hours.
c. A grocery store cashier assists customers in paying for their grocery items and answering questions about products.
d grocery store cashier is responsible for making sure items are bagged or tagged, and that all customers pay for their items.
ANSWER: a
- In a newspaper ad, Company A stated that for the HRIS Supervisor’s job, the following are required: an appropriate university degree, five years of corporate experience, and working knowledge of statistical analysis and software.” What are these requirements an example of? a. a job requirement
b. a job description
c. a position d. a job specification
ANSWER: d
- “The IT specialist is responsible for the smooth running of all staff computers” is most likely an excerpt from which of the following? a. a job description
b. a job specification
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Chapter 4 - Job Analysis and Work Design
c. a job analysis d. a job position
ANSWER: a
- In determining the pay for employees, what is the starting point in evaluating the relative worth of a job? a. a job analysis b. a market analysis
c. a person analysis
d. a skills analysis
ANSWER: a
- What is the best source of criteria for evaluating employee job performance? a. job descriptions b. balanced scorecards
c. training programs
d. special assignments
ANSWER: a
- There could be legal challenges if specific performance requirements of a job are NOT based on which of the following? a. best practices in industry
b. peer evaluations
c. interview data d. valid job-related criteria
ANSWER: d
- Why is job analysis considered the cornerstone of HRM? a. because the information collected serves many HRM functions
b. because it is done in a scientifically sound and valid way
c. because the information comes from job incumbents who know the job the best
d. because it is required by law
ANSWER: a
- What is a key advantage of division of labour in organizations? a. improved efficiency b. less need for managers
c. greater creativity d. increased employee autonomy
ANSWER: a
- What type of analysis can be used to help determine the best processes, types, and mix of jobs, and how they should ideally be organized to execute the firm’s mission? a. a job analysis b. a Markov analysis
c. a workflow analysis
d. a SWOT analysis
ANSWER: c
- Which of the following is most correct when it comes to job analysis? a. Artificial inflation of job duties must always be double-checked against the NOC.
b. A job analyst must weigh information obtained from the NOC above incumbent data.
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Chapter 4 - Job Analysis and Work Design
c. a performance-based job analysis d. a team-based analysis
ANSWER: b
- What is the most important difference between competency-based analysis and all other forms of job analysis discussed in the textbook? a. Competency-based analysis is better at keeping pace with the quickly changing nature of work.
b. Competency-based analysis relies solely on information obtained from job incumbents.
c. Competency-based analysis focuses on how the job is currently done.
d. Competency-based analysis requires a very high degree of training on the part of the analyst.
ANSWER: a
- What can result from generically written job descriptions? a. restructuring b. openness to change
c. role ambiguity
d. role precision
ANSWER: c
- Kirk is learning a new job by watching his co-workers and asking questions. He notices that some of his co-workers stress the importance of certain tasks, while others don’t do these tasks at all. This has left Kirk somewhat stressed by what he should and should not be doing in his new role. What does Kirk need? a. a job description b. a job analysis
c. information from the NOC d. job specifications
ANSWER: a
- As part of its restructuring efforts, XYZ Company is redesigning its jobs. What should be a basic consideration in this process? a. the impact on the environment
b. the costs to restructure
c. the benefits of redesigned jobs
d. the organizational objectives the job was created to fulfill
ANSWER: d
- What is the main difference between job analysis and job design? a. Job analysis looks at jobs as they currently are; job design is about reorganizing work.
b analysis is required to ensure that HR functions are based on sound and valid data; job design is focused on compensation and the financial worth of the work.
c. Job analysis is a process; job design is a function.
d analysis is the study of jobs as currently performed; job design is concerned with changing job structures to improve efficiency.
ANSWER: d
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Chapter 4 - Job Analysis and Work Design
- In which situation would a job design be recommended? a. New technology has drastically changed the way that work is done in a manufacturing plant shop floor and employees are finding there is a lot more spare time.
b to a recent change in upper management and benefit policies, several hundred highly skilled employees have recently left the organization and moved to a competitor.
c. The culture of the organization is deemed by an external consultant to be “stagnant” and in need of a change.
d of the organization are trying to form a union.
ANSWER: a
- Which job analytic method focuses on what workers do with regard to “information, people, and things”? a. functional job analysis b. position analysis questionnaire
c. critical incidents technique
d. task inventory analysis
ANSWER: a
- An owner of a mall-based retail shop chain has asked front-line sales associates to attend a twice-yearly all-day meeting where they share ideas about possible new products, innovations, and ideas about improving work flow. What is the owner most likely attempting to implement? a. job involvement
b. job enrichment
c. brainstorming d. a culture audit
ANSWER: b
- Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham’s job characteristics model? a. skill variety, task identity, task significance, autonomy, and feedback
b. feedback, task identity, job identity, skill variety, and autonomy
c. autonomy, feedback, job security, task identity, and skill variety
d. skill variety, task identity, job security, autonomy, and feedback
ANSWER: a
- What factors does Herzberg describe as key to enriching jobs? a. pay, promotion, pension, purpose, and perks
b. achievement, recognition, growth, responsibility, and performance of the whole job
c. safety needs, social needs, self-esteem needs, and self-actualization
d. skill variety, task identity, task significance, autonomy, and feedback
ANSWER: b
- According to the work of Herzberg, which of the following methods can managers use to enrich the jobs of employees? a. improving pay b. increasing benefits
c. adding more responsibility to jobs
d. improving leadership
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Chapter 4 - Job Analysis and Work Design
c. The employees have access to sensitive information so they can make more informed decisions about their work. d employees have a large training budget and they are allowed to spend their training dollars on courses they choose and as they see fit.
ANSWER: c
- What is the concept called when “the interaction and outcome of team members are greater than the sum of their individual efforts”? a. optimal performance
b. positive culture
c. energy d. synergy
ANSWER: d
- Which of the following is another term for employee involvement groups? a. project teams b. cross-functional teams
c. synergistic groups d. quality circles
ANSWER: d
- Which of the following is an example of an employee involvement group? a. a group of employees who come together once a year to brainstorm new workflow ideas b. a group of employees who meet after work hours to discuss their interest in hiking and other outdoor activities
c. a group of employees who are allowed to take specialized training courses in statistical analysis
d. a group of employees who meet weekly to brainstorm a sequel to a popular product line
ANSWER: d
- What are the four phases in team development? a. forming, storming, norming, and performing
b. forming, norming, performing and dying
c. forming, storming, norming and dying
d. forming, norming, storming and dying
ANSWER: a
- Which of the following is NOT a synergistic team characteristic? a. support b. consensus
c. acceptance d. agreemen t
ANSWER: d
- XYZ Corporation recently formed a team comprising a mix of specialists tasked with the specific objective of
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Chapter 4 - Job Analysis and Work Design
developing a new product. What is this type of team called? a. a self-directed team b. a specialist team
c. a cross-functional team d. a process improvement team
ANSWER: c
- What type of team is formed by management to resolve a major problem immediately? a. a self-directed team b. a project team
c. a process-improvement team d. a task force team
ANSWER: d
- Company A is planning to set up a “virtual team” for a project. Which of the following is the best advice for this team to be successful? a. Team members should be selected based on certain personal characteristics such as a collaborative mindset. b team members should understand advanced computer and telecommunications technology so that breakdowns in communication do not occur frequently.
c. Team members should all have Skype accounts.
d members should not meet in person.
ANSWER: a
- What is the typical method used by organizations to design compressed work weeks? a. giving employees the work to do at home
b. giving a free day off
c. increasing the number of hours worked per day
d. giving a week off every month
ANSWER: c
- Which of the following is a benefit of job sharing? a. reduced employee layoffs b. less turnover
c. less absenteeism d. less conflict
ANSWER: a
- What do we call the type of work schedule in which employees can adjust their daily starting and quitting times, provided that they work a certain number of hours per day or week? a. a compressed workweek b. a shorter workweek
c. a flextime arrangement d. an adaptable schedule
ANSWER: c
- Which of the following is a downside of job sharing? a. increased compensation b. less innovation
c. potential distrust among d. reduced employee appraisals
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Chapter 4 - Job Analysis and Work Design
a. different cultures among group members
b. leadership support
c. Web/Internet support
d. determining compensation for team accomplishments
ANSWER: d
- Refer to Scenario 4. What does research demonstrate as key to ensuring the success of the team? a. ensuring a common workplace “language” for team members
b. establishing ground rules to guide the team’s work
c. ensuring cultural cohesion among team members
d. establishing a fair pay system
ANSWER: a
- Refer to Scenario 4. Which of the following is NOT a way for Mike to measure the success of the team? a. through the level of cooperation and trust of team members b. through whether the goals of the team are achieved
c. through the pay increases of the team
d. through the way in which conflicts are resolved
ANSWER: c
Scenario 4.
CanBank is a new financial institution with a workforce that values work–life balance. The CEO, Aren Ami, wants to experiment with different work schedules so as to address the needs of the employees. He is considering several options: a four-day, 40-hour workweek; allowing employees to choose start and end times for the workday provided they work a certain number of hours per week; allowing two or more employees to perform a job normally done by one person; and allowing some employees to do work from home that is normally done in the office. The CEO knows that there are pros and cons of each option that he has to weigh.
- Refer to Scenario 4. What is the term for the option where employees choose start and end times for their workdays provided they work a specified number of hours in the week? a. job sharing b. telecommuting
c. shortened workweek
d. flextime
ANSWER: d
- Refer to Scenario 4. What is the term for the option where employees work four-day, 40-hour workweeks? a. flextime b. telecommuting
c. job sharing d. compressed workweek
ANSWER: d
- Refer to Scenario 4. Which of the following is NOT a reason cited for flextime?
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Chapter 4 - Job Analysis and Work Design
a. improving organizational culture
b. meeting the challenges of age diversity
c. improving customer service by extending operating hours
d. improving quality of employees’ work
ANSWER: a
- A job consists of different duties and responsibilities performed by one person. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- A statement of the different duties, tasks, and responsibilities of a job is known as a job description. a. True b. False a. True
b. Fals e
ANSWER: True
- A job specification is a statement of the knowledge, skills, and abilities required of the person performing the job. a. True b. False a. True
b. Fals e
ANSWER: True
- Discrepancies between knowledge, skills, abilities, and other factors (KSAOs) and job requirements provide clues to training needs. a. True b. False a. True
b. Fals e
ANSWER: True
- Job analysis is the process of obtaining information about jobs by determining what the duties, tasks, or activities of those jobs are. a. True b. False a. True
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Chapter 4 - Job Analysis and Work Design
ANSWER: True
- Diaries can be used to collect information for a job analysis. a. True b. False a. True
b. Fals e
ANSWER: True
- Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries. a. True b. False a. True
b. Fals e
ANSWER: True
- There are many methods of job analysis and many different ways of compiling the data, but all of the methods rely on some form of employee/job incumbent interview. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- The position analysis questionnaire (PAQ) is a qualitative job analysis method. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- The competency-based approach to job analysis focuses on standard job duties, tasks, and the like. a. True b. False a. True
b. Fals e
ANSWER: Fals e
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Chapter 4 - Job Analysis and Work Design
- The objective of the critical incident method is to identify critical job tasks. a. True b. False a. True
b. Fals e
ANSWER: True
- The job title is of psychological importance as well as descriptive. a. True b. False a. True
b. Fals e
ANSWER: True
- The standard format for job descriptions is contained in the Dictionary of Occupational Titles. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- Relying on generic job descriptions tends to reduce role ambiguity. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- Most job descriptions include a job title, a job identification section, and a job duties section. a. True b. False a. True
b. Fals e
ANSWER: True
- Job specifications usually cover two areas: (1) the skill required to perform the job and (2) the level of autonomy inherent in the position. a. True b. False a. True
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Chapter 4 - Job Analysis and Work Design
e
ANSWER: True
- Job design considers organizational objectives, industrial engineering considerations, ergonomic concerns, and job descriptions. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- Job design is concerned with changing, modifying, and enriching jobs in order to capture the talents of employees while improving performance. a. True b. False a. True
b. Fals e
ANSWER: True
- Job enrichment is a way of increasing employee empowerment. a. True b. False a. True
b. Fals e
ANSWER: True
- Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- Job enrichment incorporates the behavioural needs of employees into their jobs. a. True b. False a. True
b. Fals e
ANSWER: True
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Chapter 4 - Job Analysis and Work Design
- Job design is an outgrowth of job analysis. a. True b. False a. True
b. Fals e
ANSWER: True
- The job characteristics model suggests that the motivated, satisfied, and productive employee is one who (1) experiences meaningful work; (2) experiences responsibility for work outcomes; and (3) has knowledge of the results of his or her work activities. a. True b. False a. True
b. Fals e
ANSWER: True
- In the job characteristics model, skill variety refers to the amount of freedom held by the employee to schedule work and perform activities. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- As a manager, if you designed a job so that an employee could perform the job from beginning to end according to the job characteristics model, you would be creating task identity. a. True b. False a. True
b. Fals e
ANSWER: True
- Adding more meaningful tasks to an employee’s job in an effort to make it more rewarding is an example of job enrichment. a. True b. False a. True
b. Fals e
ANSWER: True
- Empowerment encourages employees to become innovators and managers of their own work.
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Chapter 4 - Job Analysis and Work Design
b. False a. True
b. Fals e
ANSWER: True
- Industrial engineering is concerned with analyzing work methods and establishing time standards. a. True b. False a. True
b. Fals e
ANSWER: True
- Adjustments in work schedules are considered to be a part of job analysis and job design. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- Managers cite one of the reasons for implementing compressed workweek schedules as that it can improve employee job satisfaction and morale. a. True b. False a. True
b. Fals e
ANSWER: True
- Employees participate in flextime when they do entirely different jobs on a rotating schedule. a. True b. False a. True
b. Fals e
ANSWER: Fals e
- Job sharing is effective for employees who desire to phase in to retirement. a. True b. False a. True
b. Fals
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Chapter 4 - Job Analysis and Work Design
e
ANSWER: True
- Telecommuting is the use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace. a. True b. False a. True
b. Fals e
ANSWER: True
- What is the role of job analysis in HRM, and how does it relate to other HRM functions? ANSWER :
Job analysis involves a systematic process of obtaining information about jobs to determine the duties, tasks, and activities involved in the job. This information is useful in a variety of HRM functions including recruitment, selection, training, development, performance appraisal, compensation, and labour relations.
Job analysis permits HR managers to identify job specifications or qualifications required by the job. This information enables recruiters to target sources that are most likely to generate qualified candidates. It also allows HR managers to design appropriate selection programs.
Information provided by job analysis may identify discrepancies between the knowledge, skills, and abilities of the jobholder and the requirements contained in the specifications for the job. This can provide clues about training and development needs.
Job analysis reveals the requirements of a job and can serve as a basis for developing criteria to be used in performance evaluation and determining the relative worth of a job. Job descriptions generated by job analysis also allow the organization to identify those jobs subject to union jurisdiction.
- How can an organization enrich the jobs of employees? ANSWER :
Jobs can be enriched through efforts that make work more rewarding or satisfying by adding more meaningful tasks to an employee’s job. Job enrichment, originally popularized by Frederick Herzberg, is aimed at fulfilling the high motivational needs of employees, such as self-fulfillment and self-esteem, while achieving long-term job satisfaction and performance goals. Jobs can be enriched through vertical expansion by increasing the autonomy and responsibility of employees. Herzberg discussed five factors for enriching jobs and thereby motivating employees: achievement, recognition, growth, responsibility, and performance of the whole job versus only parts of the job. For example, managers can use these five factors to enrich the jobs of employees by
- Increasing the level of difficulty and responsibility of the job
- Allowing employees to retain more authority and control over work outcomes
- Providing unit or individual job performance reports directly to employees
- Adding new tasks to the job that require training and growth
- Assigning individuals specific tasks, enabling them to use their particular
Chapter 4 Job Analysis and Work Design
Course: Human Resource Management (BUS 201)
University: University of the Fraser Valley
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