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Fundamentals of Human Resource Management Raymond Noe 8th Edition-Test Bank
Sample Questions
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Chapter 2 Trends in Human Resource Management
1) The members of Generation X are characterized by their comfort with the latest technology, and the need to be noticed, respected, and involved.
Answer: FALSE
Explanation: Members of Generation X (1965–1980) tend to be pragmatic and cynical, and they have well-developed self-management skills. Those born from 1981 to 1995, often called Millennials or Generation Y, are comfortable with the latest technology, and they want to be noticed, respected, and involved.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
2) Individuals who arrive in the United States without meeting the legal requirements for immigration or asylum are referred to as undocumented immigrants.
Answer: TRUE
Explanation: More than 1 million immigrants come to the United States legally each year as relatives of U.S. citizens, on work- or study-related visas, and other means. Other foreign-born workers in the United States arrive in the country without meeting the legal requirements for immigration or asylum. These individuals, known as undocumented or illegal immigrants, likely number in the millions.
Difficulty: 1 Easy
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
3) A large gap exists between the social system and the technical system in high-performance work systems.
Answer: FALSE
Explanation: High-performance work systems refer to organizations that have the best possible fit between their social system and technical system.
Difficulty: 1 Easy
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
4) Skilled knowledge workers generally do not have job opportunities in a slow economy.
Answer: FALSE
Explanation: Knowledge workers are in a position of power, because they own the knowledge that the company needs to produce its products and services. Skilled knowledge workers have many job opportunities, even in a slow economy. If they choose, they can leave a company and take their knowledge to another employer.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
5) Successful organizations treat all their workers as knowledge workers.
Answer: TRUE
Explanation: The idea that only some of an organization’s workers are knowledge workers has come under criticism. To the critics, this definition is no longer realistic in a day of computerized information systems and computer-controlled production processes. For the company to excel, everyone must know how their work contributes to the organization’s success. Successful organizations treat all their workers as knowledge workers. They let employees know how well the organization is performing, and they invite ideas about how the organization can do better.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
6) The use of employee empowerment has shifted the recruiting focus away from general cognitive and interpersonal skills toward technical skills.
Answer: FALSE
Explanation: As with the need for knowledge workers, use of employee empowerment shifts the recruiting focus away from technical skills and toward general cognitive and interpersonal skills.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-03 Define employee empowerment, and explain its role in the modern organization.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
7) Virtual teams rely on communications technology such as videoconferences, e-mail, and cell phones to keep in touch and coordinate activities.
Answer: TRUE
Explanation: Virtual teams are teams that rely on communications technology such as videoconferences, e-mail, and cell phones to keep in touch and coordinate activities.
Difficulty: 1 Easy
Topic: How Technology Influences Human Resource Management
Learning Objective: 02-03 Define employee empowerment, and explain its role in the modern organization.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
8) Traditional management thinking treated human resource management primarily as a means to support a company’s strategy.
Answer: FALSE
Explanation: Traditional management thinking treated human resource management primarily as an administrative function, but managers today are beginning to see a more central role for HRM. They are looking at HRM as a means to support a company’s strategy. The HR professionals are expected to use their knowledge in business and of human resources to help the organization develop strategies and to align HRM practices and policies with those strategies.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
9) When two companies merge, HRM plays an important role that includes preparing employees to resolve conflicts.
Answer: TRUE
Explanation: When two companies merge, or become one, HRM should have a significant role. Differences between the businesses make conflict inevitable. Training efforts should therefore include development of skills in conflict resolution.
Difficulty: 2 Medium
Topic: Techniques in Implementing Strategy
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
10) InTime Corp., a major watch manufacturer, purchases Antec Inc., a smaller company that makes watch bands. Following this purchase, the watch band operations are performed by the Antec Division of InTime Corp. This scenario is an example of an acquisition.
Answer: TRUE
Explanation: An acquisition happens when one company buys another company. In this scenario, InTime Corp. and Antec Inc. do not become one company. Antec Inc. becomes a part of InTime Corp.
Difficulty: 2 Medium
Topic: Techniques in Implementing Strategy
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
11) When two firms in one industry join together to hold a greater share of the industry, it represents a consolidation.
Answer: TRUE
Explanation: Some mergers and acquisitions result in consolidation within an industry, meaning that two firms in one industry join to hold a greater share of the industry.
Difficulty: 1 Easy
Topic: Techniques in Implementing Strategy
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
12) Total quality management is intended to bring about a continuous process of quality improvement.
Answer: TRUE
Explanation: Total quality management refers to a companywide effort to continually improve the ways people, machines, and systems accomplish work.
Difficulty: 2 Medium
Topic: Techniques in Implementing Strategy
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
13) Total quality management proposes that every employee in the organization receive training in quality.
Answer: TRUE
Explanation: Training in quality for each employee in an organization is a core value of total quality management.
Difficulty: 2 Medium
Topic: Techniques in Implementing Strategy
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
14) Early retirement programs are one of the most effective approaches to downsizing.
Answer: FALSE
Explanation: Early retirement programs are humane, but they essentially reduce the workforce with a grenade approach—not distinguishing good performers from poor performers, but instead eliminating an entire group of employees.
Difficulty: 2 Medium
Topic: Techniques in Implementing Strategy
Learning Objective: 02-04 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
15) A Chicago-based company shifts its warehouses and operations to a low-rent area that is 50 miles away. This is an example of offshoring.
Answer: FALSE
Explanation: Offshoring refers to moving the operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.
Difficulty: 3 Hard
Topic: Techniques in Implementing Strategy
Learning Objective: 02-05 Summarize ways in which human resource management can support organizations expanding internationally.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
16) Rajat, an Indian citizen, works for an automobile company in India. Currently, he is in the United States to work on a project at the company’s office in Pittsburgh, Pennsylvania. In this scenario, Rajat is regarded as an expatriate.
Answer: TRUE
Explanation: Employees who take assignments in other countries are called expatriates. In this case, Rajat is an expatriate because he is an Indian citizen working on a project at his company’s office in Pittsburgh, Pennsylvania.
Difficulty: 3 Hard
Topic: Staffing Issues for International Workers
Learning Objective: 02-05 Summarize ways in which human resource management can support organizations expanding internationally.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
17) The processing and transmission of digitized human resource information is called electronic human resource management.
Answer: TRUE
Explanation: The processing and transmission of digitized human resource information is referred to as electronic human resource management (e-HRM).
Difficulty: 1 Easy
Topic: How Technology Influences Human Resource Management
Learning Objective: 02-06 Discuss how technological developments are affecting human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
18) Under the new type of psychological contract, organizations expect employees to contribute time, effort, skills, abilities, and loyalty in return for job security and opportunities for promotion within the organization.
Answer: FALSE
Explanation: In the traditional version of a psychological contract, organizations expected their employees to contribute time, effort, skills, abilities, and loyalty. In return, the organizations would provide job security and opportunities for promotion. Under the new type of psychological contract, however, companies expect employees to take more responsibility for their own careers, from seeking training to balancing work and family.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-07 Explain how the nature of the employment relationship is changing.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
19) Employees’ job security has increased as a result of the new psychological contract.
Answer: FALSE
Explanation: Under the new psychological contract, employers expect employees to take more responsibility for their own careers, from seeking training to balancing work and family. These expectations result in less job security for employees.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-07 Explain how the nature of the employment relationship is changing.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
20) Parkers Appliances wants to improve the quality of and lower the costs in its service department. A strategy being considered involves directing technicians on exactly how to complete service calls, which should improve customer service in addition to lowering labor costs. In addition, the technicians will work under a contract so the company doesn’t have to pay the employer’s share of Social Security for those workers. Is this a possible strategy for Parkers Appliances to employ?
Answer: FALSE
Explanation: In general, if employers direct workers in the details of how and when they do their jobs, these workers are legally defined as employees, not contractors. In that case, employers must meet the legal requirements for paying the employer’s share of Social Security, Medicare, and unemployment insurance.
Difficulty: 3 Hard
Topic: The Contingent Workforce
Learning Objective: 02-08 Discuss how the need for flexibility affects human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
21) The external labor market consists of
- A) contract workers in the organization.
- B) current employees of the organization.
- C) individuals who are actively seeking employment.
- D) employees who have direct contact with customers.
- E) employees of the immediate competitors of the organization.
Answer: C
Explanation: The external labor market consists of individuals who are actively seeking employment. The number and kinds of people in the external labor market determine the kinds of human resources available to an organization (and their cost).
Difficulty: 1 Easy
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
22) Which scenario exemplifies an individual in the external labor market?
- A) Sarah, a contract worker, working for a certain period specified in a written contract
- B) Drew, a temporary worker, being paid by a company for his services
- C) Morgan, an engineering graduate, looking for a job
- D) Silas, an employee, going through training
- E) Jamaal, an employee, securing his financial services certification
Answer: C
Explanation: The external labor market consists of individuals who are actively seeking employment. The number and kinds of people in the external labor market determine the kinds of human resources available to an organization (and their cost). In this case, the example of Morgan, an individual who is looking for a job, exemplifies a member of the external labor market.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
23) Name the agency that is responsible for tracking changes in the composition of the U.S. labor force and forecasting employment trends.
- A) the National Statistics Association
- B) the Occupational Outlook Bureau
- C) the U.S. Census Bureau
- D) the Bureau of Economic Analysis
- E) the Bureau of Labor Statistics
Answer: E
Explanation: In the United States, the Bureau of Labor Statistics, an agency of the Department of Labor, tracks changes in the composition of the U.S. labor force and forecasts employment trends.
Difficulty: 1 Easy
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
24) Samuel Homes wants to expand rapidly by building homes in major markets throughout the United States. Which forecast by the Bureau of Labor Statistics presents the most significant challenge to rapid expansion?
- A) whites continuing to be the largest racial group
- B) more women participating in the paid labor force
- C) Asian-Americans being the fastest-growing racial group
- D) greater racial and ethnic diversity
- E) a slowing growth rate for the U.S. civilian labor force
Answer: E
Explanation: The Bureau of Labor Statistics has projected that from 2016 to 2026, the total U.S. civilian labor force will grow from 156 million to 168 million workers. This 6.6 percent increase is noticeably lower than the more than 13.1 percent increase experienced between 1996 and 2006. Slow growth in the labor force means more competition for employers in the labor markets.
Difficulty: 3 Hard
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Analyze
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Identify the correct statement regarding the composition of the U.S. labor force during the projected 2016–2026 period.
- A) The labor force is expected to grow at a greater rate than at any other time in U.S. history.
- B) The largest proportion of the labor force is expected to be in the 16- to 25-year age group.
- C) The segment of the workforce nearing retirement age will hold steady.
- D) Despite a small increase in the number of young workers, the overall workforce will be aging.
- E) The total workforce of the United States will considerably decrease.
Answer: D
Explanation: It is expected that despite a small increase in the number of young workers, the overall workforce will be aging. Young workers between the ages of 16 and 24 will actually be fewer in number. This combination of trends will cause the overall workforce to age.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
26) Hadley, a business researcher, believes that organizations will have to spend a lot of money on employee health care in the future. Her colleague Owen argues that organizations will not have to increase their spending on employee health care benefits. Which statement weakens Owen’s argument?
- A) The labor force is expected to grow at a greater rate by 2026 than at any other time in U.S. history.
- B) The largest proportion of the labor force is expected to be in the 16- to 25-year age group.
- C) The fastest-growing age group is workers 16–25, who are prone to having accidents.
- D) The fastest-growing share of the workforce is at least 55 years old.
- E) The total cost of labor in the United States will decrease considerably in the near future.
Answer: D
Explanation: From 2016 to 2026, the fastest-growing age group is expected to be workers 55 and older. The 25- to 44-year-old group will increase its numbers only slightly, so its share of the total workforce will fall. With a growing share of the workforce nearing retirement age, human resource professionals will need to spend much of their time on concerns related to planning retirement, retraining older workers, and motivating workers whose careers have reached a plateau. Organizations will struggle with ways to control the rising costs of health care and other benefits, and many of tomorrow’s managers will supervise employees much older than themselves.
Difficulty: 3 Hard
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Analyze
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
27) In high-tech industries, such as computer software development, employers press the federal government for immigration laws that allow for a greater supply of foreign-born workers. What is the main reason these companies cite for that effort?
- A) There is a lack of adequate technology in the United States.
- B) Undocumented immigrants work harder than U.S. citizens.
- C) Qualified technical workers are scarce in the United States.
- D) U.S. workers do not want this physically demanding work.
- E) The size of the U.S. workforce is declining.
Answer: C
Explanation: In industries such as computer software development, employers say they have difficulty finding enough qualified U.S. workers to fill technical jobs. These employers are pressing for immigration laws to allow a greater supply of foreign-born workers.
Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
28) Managing cultural diversity involves
- A) forming different pay structures for various groups.
- B) creating separate career tracks for employees with families.
- C) avoiding the use of affirmative action policies.
- D) reducing cultural diversity by selective hiring.
- E) encouraging career development for women and minorities.
Answer: E
Explanation: Managing cultural diversity involves creating an organizational culture that values diversity; ensuring that human resource management systems are bias free; encouraging career development for women and minorities; promoting knowledge and acceptance of cultural differences; ensuring involvement in education both within and outside the organization; and dealing with employees’ resistance to diversity.
Difficulty: 1 Easy
Topic: Diversity Management
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
29) Given the increasing use of computers to do routine tasks, which skill is most likely to be actively sought by U.S. employers today?
- A) physical strength
- B) mastery of a particular piece of machinery
- C) interpersonal skills
- D) ability to perform routine tasks
- E) ability to work with a tool
Answer: C
Explanation: The increasing use of computers to do routine tasks has shifted the kinds of skills needed for employees in the U.S. economy. Qualities such as physical strength and mastery of a particular piece of machinery are no longer important for many jobs. More employers are looking for mathematical, verbal, and interpersonal skills, such as the ability to solve math or other problems or reach decisions as part of a team.
Difficulty: 1 Easy
Topic: Challenges Facing Human Resources Today
Learning Objective: 02-01 Describe trends in the labor force composition and how they affect human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
30) Which term refers to organizations that have the best possible fit between their social system and their technical system?
- A) workforce analysis systems
- B) holistic management systems
- C) supply chain systems
- D) high-performance work systems
- E) total quality management systems
Answer: D
Explanation: High-performance work systems refer to organizations that have the best possible fit between their social system and technical system.
Difficulty: 1 Easy
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
31) Baker Corp., a financial services company, specializes in customers’ preferences and cost-efficient processes. They also encourage self-managing teams that make all decisions regarding business development and the sale of services to their customers. The firm ensures that there is a good fit between its work system and its people. This scenario implies that Baker has a
- A) workforce analysis system.
- B) high-performance work system.
- C) supply chain system.
- D) total quality management system.
- E) holistic management system.
Answer: B
Explanation: High-performance work systems refer to organizations that have the best possible fit between their social system and technical system. Among the trends that are occurring in today’s high-performance work systems are reliance on knowledge workers, empowerment of employees to make decisions, and use of teamwork. In this case, Baker Corp. has a high-performance work system because it consists of empowered employee teams with specialized knowledge of customers’ preferences and cost-efficient processes.
Difficulty: 3 Hard
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
32) How has the requirement for creating high-performance work systems changed?
- A) There is a drive toward low-cost strategy in the labor market.
- B) Employees prefer implementation of a 40-hour workweek.
- C) Competitors are looking for ways to standardize prices in their respective industries.
- D) Employers are looking for ways to tap people’s creativity and interpersonal skills.
- E) Customers are demanding standardized products over customized products.
Answer: D
Explanation: As the nature of the workforce and the technology available to organizations changed, so have the requirements for creating a high-performance work system. Customers are demanding high-quality and customized products, employees are seeking flexible work arrangements, and employers are looking for ways to tap people’s creativity and interpersonal skills.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
33) What is a characteristic of current-day high-performance work systems?
- A) mismatches in technical system and social system
- B) employee empowerment in decision making
- C) increase in individual assignments
- D) centralized decision making
- E) reduced reliance on knowledge workers
Answer: B
Explanation: Among the trends that are occurring in today’s high-performance work systems are reliance on knowledge workers, empowerment of employees to make decisions, and the use of teamwork.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
34) The growth in e-commerce and the information economy has led to an increase in the demand for employees in
- A) technical jobs.
- B) mining and resource extraction.
- C) agriculture.
- D) service occupations.
- E) manufacturing.
Answer: D
Explanation: The growth in e-commerce, plus the shift from a manufacturing to a service and information economy, has changed the nature of employees that are most in demand. The Bureau of Labor Statistics forecasts that between 2016 and 2026, most new jobs will be in service occupations, especially health care.
Difficulty: 1 Easy
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
35) Which statement is correct regarding skilled knowledge workers?
- A) They do not have considerable autonomy to make decisions.
- B) They are most likely to experience a lack of opportunities in a slow economy.
- C) They are not easily replaced because they own the knowledge that the company requires to produce its products.
- D) They are not expected to be technically efficient and are only involved in direct interactions with customers.
- E) They do not have a lot of job opportunities because employers can simply order these employees to perform tasks.
Answer: C
Explanation: Knowledge workers are in a position of power because they own the knowledge that the company needs in order to produce its products and services, and they must share their knowledge and collaborate with others in order for their employer to succeed. Replacing these employees is difficult and time consuming. They have many job opportunities even in a slow economy.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
36) Sean works at Rowen Corp., an environmentally conscious apparel manufacturing company. He primarily focuses on the tastes and needs of the firm’s customers. He achieves this by managing a team that regularly interacts with customers through various promotional activities and events. He also provides insights on how to produce eco-friendly outfits through his specialized knowledge of cost-efficient manufacturing processes. This implies that Sean
- A) is an HR professional.
- B) encourages centralized decision making.
- C) is a knowledge worker.
- D) encourages a narrow business focus.
- E) belongs to the external labor market.
Answer: C
Explanation: Knowledge workers are employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession. In this case, Sean is a knowledge worker because he primarily focuses on providing his expertise on both the tastes and needs of the firm’s customers, as well as cost-efficient manufacturing processes.
Difficulty: 3 Hard
Topic: High-Performance Work Systems
Learning Objective: 02-02 Summarize areas in which human resource management can support the goal of creating a high-performance work system.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
37) Which statement is true of employee empowerment?
- A) Proper training must be provided only to supervisors so that they can exert their wider authority.
- B) Managers should ensure that employees are not linked to resources outside the organization, such as customers.
- C) Employee empowerment shifts the recruiting focus away from cognitive and interpersonal skills toward general technical skills.
- D) Employee empowerment prevents holding employees accountable for the products and services they developed.
- E) Jobs must be designed to give employees the necessary latitude for making a variety of decisions.
Answer: E
Explanation: Employee empowerment means giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. Jobs must be designed to give employees the necessary latitude for making a variety of decisions.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-03 Define employee empowerment, and explain its role in the modern organization.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
38) Fred is the project manager. He encourages his team members to have brainstorming sessions before initiating a project to determine the best method to deliver positive results. He provides his team members with complete authority to execute all production tasks independently. This scenario indicates that Fred promotes
- A) centralized decision making.
- B) risk aversion.
- C) downsizing.
- D) outsourcing.
- E) employee empowerment.
Answer: E
Explanation: Employee empowerment refers to giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. Employees are then held accountable for products and services. In return, they share the resulting losses and rewards.
Difficulty: 2 Medium
Topic: High-Performance Work Systems
Learning Objective: 02-03 Define employee empowerment, and explain its role in the modern organization.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
39) Dino Inc., a marketing firm, has employees who work in different cities in different time zones around the country. They coordinate their work efficiently with the help of technology, such as videoconferencing, mobile phones, and e-mail, for the production of marketing activities. Which statement is true of Dino Inc.?
- A) It has a vertical organizational structure.
- B) It does not hold employees accountable for products and services.
- C) It encourages virtual teams.
- D) It encourages centralized decision making.
- E) It has self-employed individuals with multiple clients.
Answer: C
Explanation: Teamwork is the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service. In some organizations, technology is enabling teamwork even when workers are at different locations or work at different times. These organizations use virtual teams—teams that rely on communications technology such as videoconferences, mobile phones, and e-mail to keep in touch and coordinate activities.
Difficulty: 2 Medium
Topic: How Technology Influences Human Resource Management
Learning Objective: 02-03 Define employee empowerment, and explain its role in the modern organization.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
40) Sky Meadows Health Care Systems set up a program that encourages employees to share their ideas for patient satisfaction and cost savings. After a year of collecting these ideas, the HR department conducted an employee survey and learned that its employees did not feel very empowered. What else should Sky Meadows do to improve the sense of empowerment?
- A) Hold employees accountable for their results.
- B) Train employees to use information resources.
- C) Show that management is listening to the ideas and implementing the valuable ones.
- D) Train managers to link employees to resources within and outside the organization.
- E) Encourage employees to interact with staff throughout the organization.
Answer: C
Explanation: Employee empowerment can extend to innovation. Employees at all levels are encouraged to share their ideas for satisfying customers better and operating more efficiently and safely. This is empowering if management actually listens to the ideas, implements valuable ones, and rewards employees for their innovations.
Difficulty: 3 Hard
Topic: High-Performance Work Systems
Learning Objective: 02-03 Define employee empowerment, and explain its role in the modern organization.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Fundamentals of HR Management, 8e (Noe)
Chapter 4 Analyzing Work and Designing Jobs
1) Through the process of work flow design, managers analyze the tasks needed to produce a product or service.
Answer: TRUE
Explanation: 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.
Difficulty: 1 Easy
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
2) Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.
Answer: FALSE
Explanation: If an organization’s structure is strongly based on function, workers tend to have low authority and to work alone at highly specialized jobs. Jobs that involve teamwork or broad responsibility tend to require a structure based on divisions other than functions.
Difficulty: 1 Easy
Topic: Work-Flow Analysis
Learning Objective: 04-02 Describe how work flow is related to an organizations structure.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
3) Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.
Answer: FALSE
Explanation: In very small organizations, line managers may perform a job analysis, but usually the work is done by a human resource professional.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
4) The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.
Answer: FALSE
Explanation: A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions.
Difficulty: 1 Easy
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
5) All job descriptions within an organization should follow the same format.
Answer: TRUE
Explanation: All job descriptions within an organization should follow the same format. This helps the organization make consistent decisions about such matters as pay and promotions. It also helps the organization show that it makes human resource decisions fairly.
Difficulty: 1 Easy
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
6) A job specification looks at the qualities or requirements the person performing the job must possess, including knowledge, skills, and abilities to perform the job.
Answer: TRUE
Explanation: 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.
Difficulty: 2 Medium
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
7) Incumbents are the best source of information for a job analysis.
Answer: FALSE
Explanation: 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 an 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.
Difficulty: 2 Medium
Topic: Job Analysis and Job Design
Learning Objective: 04-04 Tell how to obtain information for a job analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
8) The Occupational Information Network 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.
Answer: TRUE
Explanation: The Occupational Information Network (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.
Difficulty: 2 Medium
Topic: Describe ONET
Learning Objective: 04-04 Tell how to obtain information for a job analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
9) The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents.
Answer: FALSE
Explanation: The Position Analysis Questionnaire (PAQ) is meant to be completed only by job analysts trained in this method. In fact, the ratings of job incumbents tend to be less reliable than ratings by supervisors and trained analysts.
Difficulty: 3 Hard
Topic: Job Analysis and Job Design
Learning Objective: 04-04 Tell how to obtain information for a job analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
10) The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
Answer: TRUE
Explanation: 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.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-04 Tell how to obtain information for a job analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
11) Job design is the process of defining how work will be performed and what tasks will be required in a given job.
Answer: TRUE
Explanation: Job design is the process of defining how work will be performed and what tasks will be required in a given job. To design jobs effectively, a person must thoroughly understand the job itself and its place in the larger work unit’s work flow process.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
12) Applying industrial engineering to a job essentially increases its complexity.
Answer: FALSE
Explanation: Typically, applying industrial engineering to a job reduces the complexity of the work, making it so simple that almost anyone can be trained quickly and easily to perform the job.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-06 Describe methods for designing a job so that it can be done efficiently.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
13) In the Job Characteristics Model, task significance defines the degree to which a job requires completing a “whole” piece of work from beginning to end.
Answer: FALSE
Explanation: The Job Characteristics Model describes jobs in terms of five characteristics. In this model, task identity relates to the degree to which a job requires completing a “whole” piece of work from beginning to end. Task significance refers to the extent to which the job has an important impact on the lives of other people.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-07 Identify approaches to designing a job to make it motivating.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
14) Someone who thrives in a highly structured environment might not be motivated by autonomy and would be a better fit for jobs with more supervision.
Answer: TRUE
Difficulty: 2 Medium
Topic: Job Analysis and Job Design
Learning Objective: 04-07 Identify approaches to designing a job to make it motivating.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
15) Job extension refers to empowering workers by adding more decision-making authority to their jobs.
Answer: FALSE
Explanation: Job extension is enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks. Job enrichment refers to empowering workers by adding more decision-making authority to their jobs.
Difficulty: 2 Medium
Topic: Job Analysis and Job Design
Learning Objective: 04-07 Identify approaches to designing a job to make it motivating.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
16) Marcus has opted for a different work schedule in which he works 40 hours over four days a week, instead of working eight hours a day for five days a week. Marcus’s schedule can be termed a compressed workweek.
Answer: TRUE
Explanation: A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days.
Difficulty: 2 Medium
Topic: Job Analysis and Job Design
Learning Objective: 04-07 Identify approaches to designing a job to make it motivating.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
17) The primary goal of ergonomics is to reduce the information-processing requirements of a job.
Answer: FALSE
Explanation: 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.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
18) The role of the Occupational Safety and Health Administration in occupational settings ergonomics is restricted to setting guidelines and inspecting instances of violation.
Answer: FALSE
Explanation: The Occupational Safety and Health Administration has a “four-pronged” strategy for encouraging ergonomic job design: issuing guidelines, inspecting violations, performing advisory functions, and directing future research.
Difficulty: 1 Easy
Topic: Occupational Safety and Health Act (OSHA)
Learning Objective: 04-08 Explain how organizations apply ergonomics to design safe jobs.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
19) One method to simplify a job’s mental demands is to limit the amount of memorization required for the job.
Answer: TRUE
Explanation: 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.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
20) One way to simplify a job’s mental demands is to provide dim lighting and complex instructions.
Answer: FALSE
Explanation: There are several ways to simplify a job’s mental demands. Organizations can also provide adequate lighting, easy-to-understand gauges and displays, simple-to-operate equipment, and clear instructions.
Difficulty: 1 Easy
Topic: Job Analysis and Job Design
Learning Objective: 04-09 Discuss how organizations can plan for the mental demands of a job.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
21) Which process involves analyzing the tasks necessary for the production of a product or service?
- A) ergonomics
- B) work flow design
- C) utilization analysis
- D) industrial engineering
- E) break-even analysis
Answer: B
Explanation: 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.
Difficulty: 1 Easy
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
22) In the context of work flow design, which best describes a position?
- A) the set of duties performed by a person
- B) a set of related duties fulfilled by many employees
- C) an aggregate of similar jobs
- D) the set of skills and abilities that is required of a person in a job
- E) the collection of tasks that constitute the complete organizational process
Answer: A
Explanation: A position is the set of duties performed by one person.
Difficulty: 2 Medium
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
23) Jessica wants to set up a manufacturing unit, so she meets with Rachel, a human resource manager at her company. Rachel explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. She suggests they start by defining the outputs of the process. To do this, what should Jessica define?
- A) the processes that will be involved in manufacturing
- B) the number of people required for production
- C) the type of products that will need to be manufactured
- D) the special equipment, facilities, and systems needed for production
- E) the data and information needed by the work unit
Answer: C
Explanation: Before designing a work flow, the organization’s planners need to analyze what work needs to be done. For each type of work, such as producing a product line or providing a support service (accounting, legal support, and so on), the analysis identifies the output of the process. Outputs are the products of any work unit—the product, information, or service provided, defined in terms of both quantity and quality.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
24) Which statement is true of work flow analysis?
- A) Information cannot be considered to be an input because it is not tangible.
- B) All outputs must be strictly measured in terms of quantity.
- C) Outputs may be tangible or intangible products of the work processes.
- D) Quality standards are not a key criterion in the process of work flow analysis.
- E) Inputs and outputs are only the two stages required to represent a complete work flow cycle.
Answer: C
Explanation: Outputs are the products of any work unit, say, a department or team. Outputs may be tangible, as in the case of a restaurant meal or finished part. They may be intangible, such as building security or an answered question about employee benefits.
Difficulty: 2 Medium
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Samuel’s Security Inc. specializes in providing round-the-clock building security services to multinational companies. Samuel’s Security selects security guards, conducts background checks, provides them with uniforms and training, and schedules guards to patrol and monitor security at clients’ facilities. In the work flow analysis for Samuel’s, which term best describes the security services?
- A) outputs
- B) inputs
- C) resources
- D) jobs
- E) processes
Answer: A
Explanation: Outputs are the products of any work unit, such as a department, team, or individual. Outputs may be tangible, as in the case of a restaurant meal or finished part. They may be intangible, such as building security or an answered question about employee benefits.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
26) Paul’s Pizza, a pizza chain, is known for its quick service. To make a pizza, employees must prepare the dough and add the sauce and toppings. Cooking happens next, followed by packaging. In this scenario, the employees of Paul’s Pizza are engaged in
- A) work processes.
- B) task identities.
- C) group dynamics.
- D) job analyses.
- E) ergonomic activities.
Answer: A
Explanation: Work processes are the activities that a work unit’s members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee at each stage of the process.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
27) Toys-For-All is a toy manufacturing company. As the new production manager, Craig notices that the production unit has been underperforming. In an attempt to streamline the existing work flow, Craig brings in an HR specialist to help him conduct a work flow analysis. Craig describes to the specialist the quantity and quality of products to be produced. What will the HR specialist have Craig define next?
- A) the raw materials required
- B) the number of employees needed
- C) the work processes used to generate the end product
- D) an inventory of equipment, facilities, and systems
- E) the data and information required by the production unit
Answer: C
Explanation: The work flow analysis next examines the work processes used to generate outputs. Work processes are the activities that members of a work unit engage in to produce a given output.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
28) Fizzy Inc. is a soft-drink manufacturing company. Anne, the production manager, works with a human resource consultant to design a new work flow for the production unit. Together they define the necessary inputs. These include raw materials, information, human resources, and
- A) skills.
- B) outputs.
- C) work processes.
- D) equipment.
- E) activity.
Answer: D
Explanation: The final stage in work flow analysis identifies the inputs required to carry out the work processes. Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities).
Difficulty: 2 Medium
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
29) Killen Inc. is an interior design firm based in California. The firm has a team of interior designers working closely with manufacturers to create home décor products. In the context of a work flow analysis, the interior designers, manufacturers, and home décor products required to provide interior design services collectively constitute the
- A) outputs.
- B) jobs.
- C) work processes.
- D) operating procedures.
- E) inputs.
Answer: E
Explanation: Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities).
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-01 Summarize the elements of work flow analysis.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
30) The structure of Hearting Hospital is strongly based on function. Which statement best describes staff positions at this hospital?
- A) Positions require more cognitive ability than at other hospitals.
- B) Most positions are structured around teamwork.
- C) Employees have broad authority for decision making.
- D) Employees work in teams to care for groups of patients.
- E) Positions are highly specialized.
Answer: E
Explanation: If an organization’s structure is strongly based on function, workers tend to have low authority and to work alone at highly specialized jobs.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-02 Describe how work flow is related to an organizations structure.
Bloom’s: Analyze
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
31) Caitlin’s Consulting is a business consulting firm based in Nevada. The departments in the organization are based on the functions carried out by employees, such as customer service, marketing, tech support, and business consulting. Which statement is most likely true of the organizational structure of Caitlin’s Consulting?
- A) Management jobs are not affected by the organizational structure.
- B) The jobs mostly involve teamwork or broad responsibilities.
- C) The focus is primarily on products or customer groups within Caitlin’s Consulting.
- D) The workers work alone at highly specialized jobs.
- E) The workers have more authority and are involved in decision making.
Answer: D
Explanation: 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. According to your text, if an organization structure is strongly based on function, workers tend to have low authority and work alone at highly specialized jobs. The organization’s structure will also affect managers’ jobs. Managing a functional department requires skill in managing conflicts and aligning employees’ efforts with higher-level goals, because these employees tend to identify heavily with their department or profession.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-02 Describe how work flow is related to an organizations structure.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
32) David and Laura are planning an e-commerce company for business travelers. They want to be sure that all the employees have a wide scope of decision-making authority. Which kind of organizational structure is most appropriate for this kind of work?
- A) divisions focused on customer groups
- B) a highly centralized structure
- C) highly specialized departments
- D) employees grouped according to function
- E) authority concentrated in a few people at the top
Answer: A
Explanation: 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.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-02 Describe how work flow is related to an organizations structure.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
33) Tech Surge applies research into physics and biochemistry to create advanced surgical instruments and implants. Its research department attracts some of the most talented professionals in these disciplines, each with a passion for his or her specialty. Next year, the position of vice president of research will be vacant, so the executive team is working with the HR department to define selection criteria for a new vice president. Given the company’s structure, which quality will be important for the new vice president to possess?
- A) experience in setting up divisions based on customer groups
- B) experience in leading employees with broad responsibilities
- C) skill in setting up structures and jobs
- D) the ability to align researchers’ work with the company’s strategy
- E) the ability to motivate employees to identify more heavily with their profession
Answer: D
Explanation: Managing a functional department requires skill in managing conflicts and aligning employees’ efforts with higher-level goals, because these employees tend to identify heavily with their department or profession.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-02 Describe how work flow is related to an organizations structure.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
34) A manager of a functional department would require skills in aligning employees’ efforts with the organization’s higher-level goals. Why is this a valid statement?
- A) Employees in a functional department need to work in a team.
- B) Broad responsibilities are assigned to employees working in a functional department.
- C) Employees in functional departments tend to identify more with their own departments.
- D) Employees expect their managers to empower them by allowing them to work in self-managing teams.
- E) Employees in such departments tend to work in cross-functional teams.
Answer: C
Explanation: Managing a division responsible for a product or customer group tends to require more experience and cognitive (thinking) ability than managing a department that handles a particular function. In contrast, managing a functional department requires skill in managing conflicts and aligning employees’ efforts with higher-level goals, because these employees tend to identify heavily with their department or profession.
Difficulty: 3 Hard
Topic: Work-Flow Analysis
Learning Objective: 04-02 Describe how work flow is related to an organizations structure.
Bloom’s: Analyze
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
35) Julia is a line manager at Maddox Inc. She is assigned the task of understanding and gathering detailed information about the requirements of carrying out a certain job. Information gathered by Julia will be used to provide essential knowledge for staffing, training, performance appraisal, and other HR activities. What most likely corresponds to the task undertaken by Julia?
- A) job analysis
- B) job definition
- C) job training
- D) job swapping
- E) job rotation
Answer: A
Explanation: 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. In this scenario, Julia is conducting a job analysis.
Difficulty: 3 Hard
Topic: Job Analysis and Job Design
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
36) A list of the tasks, duties, and responsibilities that a job entails is called a
- A) job evaluation.
- B) job description.
- C) utilization analysis.
- D) conjoint analysis.
- E) job standardization.
Answer: B
Explanation: A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions.
Difficulty: 1 Easy
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
37) Isabella has joined the HR department of PLT Inc. as an intern. The organization plans on giving all newly hired site engineers copies of their job descriptions to help them understand what the organization expects of them. Isabella has been given the task of conducting job analyses and creating job descriptions for the site engineers. What should Isabella consider while creating the job descriptions?
- A) Job descriptions do not include the job title.
- B) Job descriptions focus on the qualities or requirements a person performing a job must possess.
- C) Job descriptions contain only a brief statement that represents the set of responsibilities.
- D) Job descriptions contain detailed specifications of the tasks involved in carrying out each duty.
- E) Job descriptions are lists of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job.
Answer: D
Explanation: A job description typically includes the job title; a brief description of the tasks, duties, and responsibilities (TDRs); and a list of the essential duties with detailed specifications of the tasks involved in carrying out each duty.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
38) Combust Con Inc. specializes in manufacturing internal combustion engines. Recently, Combust Con has decided to create a division for the flexible fuel field. During this time, Ashton, the HR manager, has been reviewing and updating job descriptions. With the knowledge that a new division of jobs will be created, what would be the appropriate course of action for Ashton to take next?
- A) Ashton should amend the original job descriptions to say they all will eventually take on flexible fuel responsibilities.
- B) Ashton should take care to avoid including the titles of the jobs while formulating new job descriptions.
- C) Ashton should wait until the new employees are hired before creating the new job descriptions.
- D) Ashton should consider preparing new job descriptions since new jobs will be created in the organization.
- E) Ashton should reuse the old job descriptions for the new jobs, instead of creating new ones.
Answer: D
Explanation: Whenever an organization creates a new job, it needs a new job description. Job descriptions should then be reviewed periodically (say, once a year) and updated if necessary.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
39) Paytonics Inc., a microchip manufacturing company, is hiring for the position of marketing manager for its new division. Patrick, the HR manager, considers the requirements of the job, including the necessary knowledge, level of proficiency, enduring capabilities, and other personality traits, such as persistence or motivation to achieve. Which document includes these considerations to help Patrick in selecting a candidate?
- A) job description
- B) job definition
- C) job evaluation
- D) job scope
- E) job specification
Answer: E
Explanation: 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.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
40) What is a basic difference between job specifications and job descriptions?
- A) Job specifications define tasks, and job descriptions define responsibilities.
- B) Job specifications list observable actions, and job descriptions describe general qualities.
- C) Job specifications look at a job’s activities, and job descriptions look at the qualities needed to do the job.
- D) Job descriptions define tasks, and job specifications define responsibilities.
- E) Job descriptions look at a job’s activities, and job specifications look at the qualities needed to do the job.
Answer: E
Explanation: A job description focuses on the activities involved in carrying out a job, whereas a job specification looks at the qualities or requirements the person performing the job must possess.
Difficulty: 2 Medium
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Analyze
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
41) Deborah is an HR executive looking for a new job. She comes across an advertisement in a newspaper seeking applications for the position of an HR manager. The advertisement exclusively highlights requirements such as strong communications skills, excellent teamwork abilities, and leadership skills. These requirements constitute a
- A) job evaluation.
- B) job analysis.
- C) job description.
- D) job specification.
- E) job orientation.
Answer: D
Explanation: Job specification is the list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
42) CISTO is a firm that builds information systems for banks and other financial institutions. In its presentations to prospective clients, the firm claims to have skilled employees. What does CISTO mean by this?
- A) Its employees have previous experience in performing similar jobs.
- B) It has factual or procedural information that is necessary for successfully performing a task.
- C) Its employees have a significant level of proficiency required to perform a particular task.
- D) Its employees are highly motivated.
- E) Its employees have software certifications.
Answer: C
Explanation: A skill is an individual’s level of proficiency at performing a particular task—that is, the capability to perform it well.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
43) Which statement is true regarding KSAOs?
- A) KSAOs are characteristics of people and are not directly observable.
- B) KSAOs and TDRs are the same thing.
- C) In developing job specifications, considering all elements of KSAOs is unimportant.
- D) The term stands for knowledge, skill, adaptability, and other characteristics.
- E) KSAOs detail the tasks, duties, and responsibilities of a job.
Answer: A
Explanation: KSAOs are a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job. In developing job specifications, it is important to consider all of the elements of KSAOs. 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.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Analyze
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
44) Chris has been newly appointed as the head of the HR team at Cuffington Corp. In an attempt to establish a more efficient and reliable workflow, Chris has taken up the responsibility of creating job descriptions and job specifications for the newly hired and current engineers within the organization. While doing so, Chris gathers information about the knowledge, skills, abilities, and other characteristics (KSAOs) required for an engineer to successfully perform the job. How will determining the KSAOs most benefit the organization?
- A) KSAOs will show engineers the work to be performed on the job.
- B) KSAOs will be a resource for writing job descriptions.
- C) KSAOs play a significant role in interviews and selection decisions.
- D) KSAOs will enable line managers to carry out job analysis.
- E) KSAOs should limit the number of factors listed in job specifications.
Answer: C
Explanation: A manager attempting to fill a position needs information about the characteristics required and about the characteristics of each applicant. Interviews and selection decisions should therefore focus on KSAOs.
Difficulty: 3 Hard
Topic: Explain Job Descriptions and Job Specifications
Learning Objective: 04-03 Define the elements of a job analysis, and discuss their significance for human resource management.
Bloom’s: Analyze
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
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