Human Resources Management in Canada 13th Canadian Ed By Gary – Test Bank

 

 

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Sample Questions

 

Chapter 4   Designing and Analyzing Jobs

 

1) The definition of ________ is the formal relationships among jobs in an organization.

1.    A) chain-of-command

2.    B) organization chart

3.    C) job hierarchy

4.    D) organizational structure

5.    E) organizational design

Answer:  D

Diff: 1      Type: MC      Page Ref: 83

Topic:  Step 1: Review Relevant Background Information

Skill:  Recall

 

2) What does an organizational chart do?

1.    A) Present a financial “snapshot” of the firm at a particular point in time

2.    B) Indicate the types of departments established in the firm

3.    C) Specify duties and responsibilities

4.    D) Depicts the formal relationships among jobs in an organization

5.    E) Identify by name all the employees within an organization

Answer:  D

Diff: 2      Type: MC      Page Ref: 83

Topic:  Step 1: Review Relevant Background Information

Skill:  Recall

 

3) Which of the following statements about organizational structures is true?

1.    A) Flat structures are increasingly the norm.

2.    B) Bureaucratic designs are becoming more common.

3.    C) There are four types of organizational structure.

4.    D) Emphasis on teams whose members cross organizational boundaries is a characteristic of flat structures.

5.    E) An organization’s structure should be appropriate to the organization’s strategic goals.

Answer:  E

Diff: 2      Type: MC      Page Ref: 83

Topic:  Step 1: Review Relevant Background Information

Skill:  Recall

 

4) Candace has mixed feelings about the company she works for. She is able to make decisions at her level in the organization but there are few levels of management positions to be promoted into. Which type of organizational structure exists at the company Candace works for?

1.    A) Bureaucratic organization

2.    B) Hierarchical organization

3.    C) Flat organization

4.    D) Boundaryless organization

5.    E) Decentralized organization

Answer:  C

Diff: 3      Type: MC      Page Ref: 85 – Figure 4.3

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

5) Colin is a director of HR. He is restructuring the organization toward a top-down decentralized management approach with many levels of management, highly specified jobs, and a narrow focus. Colin is planning to move the structure from a ________ organization to a ________ organization.

1.    A) bureaucratic; boundaryless

2.    B) bureaucratic; flat

3.    C) flat; bureaucratic

4.    D) boundaryless; narrow

5.    E) narrow; bureaucratic

Answer:  B

Diff: 3      Type: MC      Page Ref: 85 – Figure 4.3

Topic:  Step 2: Select Jobs to be Analyzed, Identifies the Data Required to Support HR Planning

Skill:  Applied

 

6) The process of systematically organizing work into tasks is involved in

1.    A) organizational design.

2.    B) job design.

3.    C) job analysis.

4.    D) job evaluation.

5.    E) writing job descriptions.

Answer:  B

Diff: 1      Type: MC      Page Ref: 84

Topic:  Step 2: Select Jobs to be Analyzed, Identifies the Data Required to Support HR Planning

Skill:  Recall

 

7) The collection of tasks and responsibilities performed by one person is known as

1.    A) a job specification.

2.    B) a job description.

3.    C) a job analysis.

4.    D) a job.

5.    E) a position.

Answer:  E

Diff: 1      Type: MC      Page Ref: 81

Topic:  Fundamentals of Job Analysis, Identifies the Data Required to Support HR Planning

Skill:  Recall

 

8) In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are

1.    A) four jobs and four positions.

2.    B) six jobs and six positions.

3.    C) four positions and four jobs.

4.    D) four jobs and six positions.

5.    E) four positions and six jobs.

Answer:  D

Diff: 3      Type: MC      Page Ref: 86

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

9) Work simplification is an approach to job design. Which of the following statement is true of work simplification?

1.    A) It can sometimes lead to a reduced demand for premium pay.

2.    B) It may be very appropriate in settings employing highly educated persons.

3.    C) It is effective in a changing environment.

4.    D) It can be used to motivate highly educated employees.

5.    E) It is based on the premise that work can be broken down into clearly defined tasks.

Answer:  E

Diff: 2      Type: MC      Page Ref: 86

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

10) The field of study concerned with analyzing work methods and establishing time standards is known as

1.    A) ergonomics.

2.    B) job analysis.

3.    C) job design.

4.    D) job evaluation.

5.    E) industrial engineering.

Answer:  E

Diff: 1      Type: MC      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

 

11) Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with

1.    A) industrial democracy.

2.    B) job rotation.

3.    C) co-determination.

4.    D) job enlargement.

5.    E) job enrichment.

Answer:  E

Diff: 1      Type: MC      Page Ref: 88

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

 

12) Job enlargement involves

1.    A) vertical loading.

2.    B) multi-skilling.

3.    C) systematically moving employees from one job to another.

4.    D) increased challenge.

5.    E) horizontal loading.

Answer:  E

Diff: 1      Type: MC      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

13) Pamela works in the accounting department of company. Originally, her job entailed inputting customer orders. She is now happier at her job as she has been given the responsibility to also call customers to clarify their orders and inform them of when shipment will occur. This is known as

1.    A) job enlargement.

2.    B) job rotation.

3.    C) job enrichment.

4.    D) vertical loading.

5.    E) skill variety.

Answer:  A

Diff: 3      Type: MC      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

 

14) Lance primarily works in the receiving department for a manufacturer. Every month he does move around to other areas such as to production to help finish products and to shipping to help with packaging. This is known as

1.    A) job enrichment.

2.    B) vertical loading.

3.    C) skill variety.

4.    D) job rotation.

5.    E) job enlargement.

Answer:  D

Diff: 3      Type: MC      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

 

15) Which of the following is true of work simplification?

1.    A) It increases autonomy.

2.    B) It often leads to lower job satisfaction.

3.    C) Among educated workers it often leads to lower job satisfaction.

4.    D) It enhances skill variety.

5.    E) Among educated workers it often leads to lower job satisfaction and a demand for premium pay.

Answer:  E

Diff: 2      Type: MC      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

 

16) Which of the following is true of industrial engineering?

1.    A) It is about control and autonomy.

2.    B) It is a field of study concerned with analyzing work methods.

3.    C) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making them more efficient.

4.    D) It is a field of study focused on satisfying psychological needs.

5.    E) It is a field of study focused on worker autonomy.

Answer:  C

Diff: 1      Type: MC      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

17) Seeking to integrate and accommodate the physical needs of workers into the design of jobs is known as

1.    A) industrial engineering.

2.    B) job enrichment.

3.    C) scientific management.

4.    D) ergonomics.

5.    E) job enlargement.

Answer:  D

Diff: 1      Type: MC      Page Ref: 88

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

18) Ergonomics aims to adapt the entire job system to match human characteristics. Doing so results in eliminating or minimizing

1.    A) product defects.

2.    B) worker injuries.

3.    C) product defects, worker injuries, and task variability.

4.    D) product defects, worker injuries, and negative psychological effects.

5.    E) negative psychological effects.

Answer:  D

Diff: 2      Type: MC      Page Ref: 88

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

19) The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as

1.    A) preparing a job description.

2.    B) job design.

3.    C) job evaluation.

4.    D) job analysis.

5.    E) writing a job specification.

Answer:  D

Diff: 2      Type: MC      Page Ref: 1

Topic:  Fundamentals of Job Analysis

Skill:  Recall

 

20) Job analysis provides data on job requirements that can be used to develop

1.    A) a staffing table.

2.    B) a skills inventory.

3.    C) HR policies and procedures.

4.    D) an organization chart.

5.    E) a job description.

Answer:  E

Diff: 1      Type: MC      Page Ref: 81

Topic:  Fundamentals of Job Analysis

Skill:  Recall

 

21) What is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed?

1.    A) A position analysis

2.    B) The job standards

3.    C) A job specification

4.    D) A job description

5.    E) A job analysis questionnaire

Answer:  D

Diff: 2      Type: MC      Page Ref: 97

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

22) A list of the knowledge, skills, and abilities needed to perform a particular job is known as

1.    A) a position analysis.

2.    B) a job description.

3.    C) a job specification.

4.    D) the job standards.

5.    E) the human requirements.

Answer:  C

Diff: 2      Type: MC      Page Ref: 100

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

23) Collecting job analysis data in a larger organization usually involves

1.    A) the work of the HR specialist alone.

2.    B) the work of the supervisor alone.

3.    C) HR generalists who are not consultants.

4.    D) a labour union.

5.    E) a joint effort by an HR specialist, the incumbent, and the supervisor.

Answer:  E

Diff: 2      Type: MC      Page Ref: 101

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

24) The final step in job analysis involves

1.    A) performance management.

2.    B) developing a job description and a job specification.

3.    C) developing a compensation policy.

4.    D) communicating and updating the information.

5.    E) collecting data on job activities.

Answer:  D

Diff: 2      Type: MC      Page Ref: 83

Topic:  Fundamentals of Job Analysis

Skill:  Recall

25) By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists. This is particularly useful for

1.    A) establishing recruitment criteria.

2.    B) determining a job’s pay range.

3.    C) training and development.

4.    D) designing the job.

5.    E) union negotiations.

Answer:  C

Diff: 2      Type: MC      Page Ref: 82

Topic:  Fundamentals of Job Analysis

Skill:  Applied

 

26) The first step in the job analysis process is

1.    A) reviewing relevant organizational information.

2.    B) designing a job analysis questionnaire.

3.    C) developing a job description and job specification.

4.    D) selecting the representative jobs and positions to be analyzed.

5.    E) matching candidates to positions.

Answer:  A

Diff: 2      Type: MC      Page Ref: 83

Topic:  Fundamentals of Job Analysis

Skill:  Recall

 

27) The blueprint that shows the flow of inputs to outputs for the job under study is known as

1.    A) a process chart.

2.    B) an organization chart.

3.    C) a job description.

4.    D) a job specification.

5.    E) a pay grade.

Answer:  A

Diff: 2      Type: MC      Page Ref: 84

Topic:  Step 1: Review Relevant Background Information

Skill:  Recall

 

28) Job analysis information should be verified by

1.    A) jobholder(s).

2.    B) comparison with the procedures manual.

3.    C) comparison with the previous job description.

4.    D) HR department staff members.

5.    E) speaking to co-workers.

Answer:  A

Diff: 1      Type: MC      Page Ref: 97

Topic:  Step 4: Verifying Information

Skill:  Recall

29) Collecting job analysis information generally involves

1.    A) a union representative.

2.    B) the jobholder’s immediate supervisor.

3.    C) a member from senior management.

4.    D) peer groups.

5.    E) an external consultant.

Answer:  B

Diff: 1      Type: MC      Page Ref: 97

Topic:  Step 4: Verifying Information

Skill:  Recall

 

30) The most widely used method for determining the duties and responsibilities of a job is

1.    A) direct observation.

2.    B) a participant diary/log.

3.    C) an interview.

4.    D) a position analysis questionnaire.

5.    E) a survey questionnaire.

Answer:  C

Diff: 2      Type: MC      Page Ref: 92

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

31) An HR department engaged in a job analysis exercise is conducting interviews with employees who hold the same job. Which type of interview is the HR department using?

1.    A) Group interview

2.    B) Supervisory interview

3.    C) Analysis interview

4.    D) Structured interview

5.    E) Checklist interview

Answer:  A

Diff: 2      Type: MC      Page Ref: 92

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

32) Which of the following should be addressed in a job analysis questionnaire?

1.    A) Job enrichment

2.    B) Job rotation

3.    C) Skill variety

4.    D) Individual competencies

5.    E) The purpose of the job

Answer:  E

Diff: 3      Type: MC      Page Ref: 93

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

33) A typical job analysis questionnaire has several

1.    A) non-job-related questions.

2.    B) questions regarding biographical data.

3.    C) open-ended questions.

4.    D) questions about the incumbent’s educational background.

5.    E) levels of pay and related responsibilities.

Answer:  C

Diff: 3      Type: MC      Page Ref: 93

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

34) Which of the following jobs could be analyzed effectively using direct observation?

1.    A) Human resources manager

2.    B) Lawyer

3.    C) Accounting clerk

4.    D) Design engineer

5.    E) Publicist

Answer:  C

Diff: 2      Type: MC      Page Ref: 94

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Applied

 

35) Direct observation is often combined with which other job analysis method?

1.    A) Questionnaires

2.    B) Participant diary/log

3.    C) Functional job analysis

4.    D) Position analysis questionnaire

5.    E) Interviewing

Answer:  E

Diff: 2      Type: MC      Page Ref: 95

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

36) The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of

1.    A) a participant diary/log.

2.    B) a position analysis questionnaire.

3.    C) an individual interview.

4.    D) a survey questionnaire.

5.    E) functional job analysis.

Answer:  A

Diff: 2      Type: MC      Page Ref: 95

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

37) Which job analysis technique is inappropriate for jobs requiring mental effort?

1.    A) A survey questionnaire

2.    B) Direct observation

3.    C) An individual interview

4.    D) A position analysis questionnaire

5.    E) A participant diary/log

Answer:  B

Diff: 1      Type: MC      Page Ref: 94

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

38) The job analysis technique that involves 194 items, each of which represents a basic element that may or may not play an important role in the job, is known as

1.    A) functional job analysis.

2.    B) a participant diary/log.

3.    C) a structured survey.

4.    D) the point factor method.

5.    E) a position analysis questionnaire.

Answer:  E

Diff: 1      Type: MC      Page Ref: 93

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

39) A quantitative approach to job analysis is more suitable when

1.    A) the aim is to assign a value to each job for comparisons for pay purposes.

2.    B) the organization exceeds 200 in number of staff.

3.    C) the organization has limited time and financial resources.

4.    D) the aim is to reduce the amount of data collection.

5.    E) the organization is using external consultants for job analysis purposes.

Answer:  A

Diff: 2      Type: MC      Page Ref: 94

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Applied

 

40) The PAQ rates jobs on which of the following dimension?

1.    A) Mental processes

2.    B) Incumbent performance

3.    C) Processing information

4.    D) Safety risks

5.    E) Pay scales

Answer:  A

Diff: 1      Type: MC      Page Ref: 94

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

41) The job analysis method that rates each job in terms of the incumbent’s responsibilities pertaining to data, people, and things is known as

1.    A) functional job analysis.

2.    B) direct observation.

3.    C) a structured survey.

4.    D) a participant diary/log.

5.    E) PAQ.

Answer:  A

Diff: 1      Type: MC      Page Ref: 94

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

42) Kyla is a new graduate of a college HR program and working for firm that is growing quickly. She is given the responsibility of creating job descriptions for positions that the company will need to fulfill. What resource will be most helpful for Kyle to develop these job descriptions?

1.    A) HRDC Job Classification Dictionary

2.    B) National Occupational Classification

3.    C) Canadian Classification and Dictionary of Occupations

4.    D) Dictionary of Occupational Titles

5.    E) Standard Occupational Classification

Answer:  B

Diff: 2      Type: MC      Page Ref: 95

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Applied

 

43) Jim was recently hired as an HR assistant. As his first project, his supervisor requested that he put forward a proposal to develop job descriptions for some of the key positions within the organization. What do you think Jim would have proposed as the most common areas to be included in a job description?

1.    A) Summary of performance evaluations

2.    B) Job position within with organizational chart

3.    C) Required skills and experience

4.    D) Duties and responsibilities

5.    E) Pay scale

Answer:  D

Diff: 2      Type: MC      Page Ref: 97

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Applied

 

44) The job identification section of a job description includes which of the following?

1.    A) Working conditions

2.    B) Position title

3.    C) Performance standards

4.    D) Job summary

5.    E) Relationships

Answer:  B

Diff: 1      Type: MC      Page Ref: 98

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

45) The section of the job description in which the major functions or activities are briefly identified is the

1.    A) job summary.

2.    B) job identification.

3.    C) job outline.

4.    D) job chart.

5.    E) job abstract.

Answer:  A

Diff: 1      Type: MC      Page Ref: 98

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

46) The subsection of the job description that describes contact with others inside and outside the organization and both directly and indirectly is titled

1.    A) relationships.

2.    B) associations

3.    C) links.

4.    D) interactions.

5.    E) connections.

Answer:  A

Diff: 1      Type: MC      Page Ref: 98

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

47) Peter is promoted from a first line manager to a middle manager. He is reviewing his job description and in particular the level of expenditure in his budget. Which section of the job description is Peter reading?

1.    A) Relationships

2.    B) Duties and responsibilities

3.    C) Authority

4.    D) Working conditions

5.    E) Performance standards

Answer:  C

Diff: 2      Type: MC      Page Ref: 99

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Applied

 

48) “No more than three posting errors per month can occur on average.” Which component of the job description would this statement belong to?

1.    A) Job identification

2.    B) Performance standards

3.    C) Job summary

4.    D) Relationships

5.    E) Responsibilities and duties

Answer:  B

Diff: 3      Type: MC      Page Ref: 99

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Applied

49) The document that results from an examination of the duties and responsibilities and answering the question, “What human traits and experience are required to do this job?” is the

1.    A) job specification.

2.    B) position analysis questionnaire.

3.    C) job description.

4.    D) job evaluation.

5.    E) position description.

Answer:  A

Diff: 1      Type: MC      Page Ref: 100

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

50) Other than the physical effort involved in a job, the physical demands analysis identifies

1.    A) mental/emotional demands.

2.    B) height requirements.

3.    C) age limitations.

4.    D) senses used.

5.    E) required experience.

Answer:  D

Diff: 2      Type: MC      Page Ref: 100

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

51) Designing an organizational structure depends on the strategic goals of the company.

Answer:  TRUE

Diff: 2      Type: TF      Page Ref: 83

Topic:  Step 1: Review Relevant Background Information

Skill:  Recall

 

52) Taking only industrial engineering concerns into consideration in job design is sufficient because research does not support the view that human considerations are also critical.

Answer:  FALSE

Diff: 1      Type: TF      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

53) Work simplification can increase operating efficiency in a stable environment.

Answer:  TRUE

Diff: 2      Type: TF      Page Ref: 87

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

54) Job analysis is called the cornerstone of human resources management because information gathered through job analysis forms the basis for a number of interrelated HRM activities.

Answer:  TRUE

Diff: 2      Type: TF      Page Ref: 81

Topic:  Fundamentals of Job Analysis

Skill:  Recall

55) Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.

Answer:  FALSE

Diff: 2      Type: TF      Page Ref: 81

Topic:  Fundamentals of Job Analysis

Skill:  Recall

 

56) The National Occupational Classification is a reference tool for writing job descriptions and job specifications. It classifies occupations based on two key dimensions which are skill level and skill type.

Answer:  TRUE

Diff: 2      Type: TF      Page Ref: 95

Topic:  Step 3: Collecting Job Analysis Information

Skill:  Recall

 

57) If an employee is unable to perform one or more of the essential duties of the job due to reasons such as physical disability or religious restrictions, accommodation is not required.

Answer:  FALSE

Diff: 3      Type: TF      Page Ref: 100

Topic:  Step 5: Writing Job Descriptions and Job Specifications

Skill:  Recall

 

58) Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

Answer:  TRUE

Diff: 3      Type: TF      Page Ref: 86

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Recall

 

59) Once a job analysis is completed it should be rigid so that the employee clearly understands the responsibilities and expectations.

Answer:  FALSE

Diff: 3      Type: TF      Page Ref: 102

Topic:  Step 6: Communication and Preparations for Revisions

Skill:  Recall

 

60) An organizational chart identifies the employee, his or her position, and salary in relation to other employees.

Answer:  FALSE

Diff: 2      Type: TF      Page Ref: 83

Topic:  Step 1: Review Relevant Background Information

Skill:  Recall

 

61) Identify and briefly describe the three main types of organizational structure. Which type would you recommend for a retail convenience store?

Answer:  1 point each for identification and 2 points for accurate description of bureaucratic, flat, and matrix structures. 1 point for recommending a flat organizational structure for the convenience store.

Diff: 3      Type: ES      Page Ref: 85

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

62) Among educated employees, simplified jobs often lead to lower satisfaction, higher rates of absenteeism, and turnover. Discuss three ways in which job content can be modified to improve employee engagement.

Answer:  Three points each for identification (1) and description (2) of job enrichment, job rotation, and job enlargement.  An extra point is given for associating job enlargement with horizontal loading or job enrichment with vertical loading.

Diff: 2      Type: ES      Page Ref: 87-88

Topic:  Step 2: Select Jobs to be Analyzed

Skill:  Applied

 

63) List and describe the six steps involved in job analysis.

Answer:  See text on page 83 under “Steps in Job Analysis.”

Diff: 2      Type: ES      Page Ref: 83

Topic:  Fundamentals of Job Analysis

Skill:  Recall