HRM 340 Test Bank 1 with Answers

HRM 340 Test Bank 1 with Answers 1) The definition of is the formal relationships among jobs in an organization. 1) A) chain-of-command B) organizational structure C) job hierarchy D) organization chart E) organizational design 2) An organization chart is often used to depict the structure of an organization. The chart is also used to: 2) A) clarify the chain of command and show who is accountable to whom. B) specify duties and responsibilities. C) indicate the types of departments established in the firm. D) present a "snapshot" of the firm at a particular point in time. E) There are no exceptions listed above. 3) Which of the following statements about organizational structures is true? 3) A) There are four types of organizational structure. B) Flat structures are increasingly the norm. C) Boundaryless organizations are good for top-down management style. D) Emphasis on teams whose members cross organizational boundaries is a characteristic of flat structures. E) Bureaucratic designs are becoming more common. 4) Maria is the Vice President of Operations for a company in the retail industry. She has 10 store managers and 200 associates. The associates report to the store managers and they in turn report to Maria. Management has a decentralized approach towards individual stores. This company has the structure of a: 4) A) flat organization. B) bureaucratic organization. C) hierarchical organization. D) boundaryless organization. E) decentralized organization. 5) James Martini is the Director of HR for Study Inc. He is working on a project to restructure the organization. At the moment, the organization has a top-down management approach with many levels of management. Jobs are highly specified with a narrow focus. It wants to move into a more decentralized management approach with a high focus on teams and customer service. The organization is planning to move from a organization to a organization. 5) A) flat, bureaucratic B) boundaryless, flat C) bureaucratic, flat D) bureaucratic, boundaryle E) none of the above 6) The process of systematically organizing work into tasks is involved in: A) job analysis B) HR generalists who are not consultants. C) a joint effort by a HR specialist, the incumbent, and the supervisor. D) the work of the supervisor alone. E) a labour union. The collection of tasks and responsibilities performed by one person is known as: 7) A) a job analysis. B) a job specification. C) a position. D) a job description. E) a job. 8) In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are: 8) A) four jobs and six positions. B) six jobs and six positions. C) four jobs and four positions. D) four positions and four jobs. E) four positions and six jobs. 9) Work simplification is an approach to job design. Which of the following statement is true of work simplification? 9) A) It may be very appropriate in settings employing highly educated persons. B) It is based on the premise that work can be broken down into clearly defined tasks. C) It can sometimes lead to a reduced demand for premium pay. D) It can be used to motivate highly educated employees. E) It is effective in a changing environment. 10) The field of study concerned with analyzing work methods and establishing time standards is known as: 10) A) ergonomics. B) job design. C) job analysis. D) industrial engineering. E) job evaluation. 11) Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with: 11) A) job enlargement. B) job enrichment. C) job rotation. D) industrial democracy. E) co-determination. 12) Job enlargement involves A) increased challenge. B) horizontal loading. C) multi-skilling. D) vertical loading. E) systematically moving employees from one job to another. 13) Amal works for a production line. His task is to sew a button to the button hole of winter jackets. Since last month he was also given the task of creating the button hole in addition to attaching the button to the hole of the jacket. This is known as: 13) A) skill variety. B) job rotation. C) job enlargement. D) vertical loading. E) job enrichment. 14) Lee has been with a financial institution for over a year now as a call centre specialist. During his time he has had the opportunity to work in two other departments. The organization adopts a similar technique with other employees in the call centre. This is known as: 14) A) job enlargement. B) job enrichment. C) vertical loading. D) skill variety. E) job rotation. 15) Which of the following is true of work simplification? 15) A) It often leads to lower job satisfaction. B) Among educated workers it often leads to lower job satisfaction and a demand for premium pay. C) Among educated workers it often leads to lower job satisfaction. D) It increases autonomy. E) It enhances skill variety. 16) Which of the following is true of industrial engineering? 16) A) It is a field of study concerned with analyzing work methods. B) It is a field of study focused on worker autonomy. C) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making them more efficient. D) It is a field of study focused on satisfying psychological needs. E) It is about control and autonomy. 17) Which of the following statements is true? 17) A) Job redesign efforts can correct almost all job dissatisfaction problems. B) Job enrichment programs are more successful in some jobs and settings than others. C) Most employees today want additional responsibilities. D) Unions are generally very supportive of job enrichment. E) Managers tend to be very supportive of job enrichment because it makes their jobs easier. 18) Seeking to integrate and accommodate the physical needs of workers into the design of jobs is known as: 18) A) job enrichment. B) industrial engineering. C) job enlargement. D) scientific management. E) ergonomics. 19) Ergonomics aims to adapt the entire job system to match human characteristics. Doing so results in eliminating/minimizing: 19) A) product defects, worker injuries, and negative psychological effects. B) worker injuries. C) product defects. D) negative psychological effects. E) product defects, worker injuries, and task variability. 20) The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as: 20) A) job design. B) job evaluation. C) job analysis. D) preparing a job description. E) writing a job specification. 21) Job analysis provides data on job requirements that can be used to develop: 21) A) an organization chart. B) a skills inventory. C) HR policies and procedures. D) a job description. E) a staffing table. 22) A list of a job's duties, responsibilities, reporting relationships, and working conditions is known as: 22) A) a job analysis questionnaire. B) a position analysis. C) a job specification. D) the job standards. E) a job description. 23) A list of the knowledge, skills and abilities needed to perform a particular job is known as: 23) A) the human requirements. B) a position analysis. C) the job standards. D) a job specification. E) a job description. 24) Collecting job analysis data in a larger organization usually involves: 24) A) the work of the HR specialist alone. B) HR generalists who are not consultants. C) a joint effort by a HR specialist, the incumbent, and the supervisor. D) the work of the supervisor alone. E) a labour union. 25) The final step in job analysis involves the following: 25) A) performance management. B) developing a compensation policy. C) developing a job description and a job specification. D) reviewing the information collected with job incumbents. E) collecting data on job activities. 26) 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: 26) A) establishing recruitment criteria. B) union negotiations. C) determining a job's pay range. D) designing the job. E) training and development. 27) The first step in the job analysis process is: 27) A) identifying the use to which the information will be put. B) reviewing relevant background information about positions and jobs. C) selecting the representative jobs and positions to be analyzed. D) developing a job description and job specification. E) designing a job analysis questionnaire. 28) The HR department of a company is engaged in conducting a job analysis. A number of the HR representatives are collecting data on job activities, required employee behaviours, work conditions and human traits and abilities needed to perform the jobs. Which step of the job analysis process is the company in? 28) A) step 1 B) step 5 C) step 4 D) step 2 E) step 3 29) The blueprint that shows how the flow of inputs to outputs for the job under study is known as: 29) A) an organization chart. B) a pay grade. C) a process chart. D) a job specification. E) a job description. 30) During a job analysis process it is important to consider the following: 30) A) collecting data on identified jobs using job analysis techniques. B) selecting representative positions and jobs to be analyzed. C) reviewing the organization chart, process charts and existing job descriptions. D) reviewing information with job holders and immediate supervisors. E) all of the above. 31) Job analysis information should be verified by: 31) A) a comparison with the previous job description. B) jobholder(s). C) a comparison with the procedures manual. D) speaking to co-workers. E) HR department staff members. 32) Collecting job analysis information generally involves: 32) A) peer groups. B) the jobholder's immediate supervisor. C) an external consultant. D) a member from senior management. E) a union representative. 33) The most widely used method for determining the duties and responsibilities of a job is: 33) A) direct observation. B) an interview. C) a position analysis questionnaire. D) a participant diary/log. E) a survey questionnaire. 34) 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? 34) A) structured interview B) supervisory interview C) checklist interview D) group interview E) individual interview 35) Which of the following should be addressed in a job analysis questionnaire? 35) A) job rotation B) the general purpose of the job C) individual competencies D) skill variety E) job enrichment 36) The job analyst and supervisor should work together to: 36) A) analyze the data collected from job analysis techniques. B) answer the questionnaire. C) prepare the job analysis questionnaire. D) identify the top-performing employee, since he or she should be involved. E) identify the employees who know the most about the job and are likely to be objective. 37) A typical job analysis questionnaire has several: 37) A) open-ended questions. B) questions about the incumbent's educational background. C) closed-ended questions. D) non-job-related questions. E) questions regarding biographical data. 38) Which of the following jobs could be analyzed effectively using direct observation? 38) A) lawyer B) human resources manager C) accounting clerk D) design engineer E) Any of the above jobs could be analyzed using direct observation. 39) Direct observation is often combined with which other job analysis method? 39) A) interviewing B) questionnaires C) position analysis questionnaire D) participant diary/log E) functional job analysis 40) The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of: 40) A) an individual interview. B) functional job analysis. C) a survey questionnaire. D) a participant diary/log. E) a position analysis questionnaire. 41) Which job analysis technique is meaningless for jobs requiring mental effort? 41) A) a survey questionnaire B) a position analysis questionnaire C) a participant diary/log D) direct observation E) an individual interview 42) You are the Director of Human Resources at a software development firm. With respect to the position of software developer the disadvantage of using the questionnaire method of job analysis is: 42) A) the fact that it is more costly than interviewing hundreds of workers. B) the amount of double-checking required. C) the time and expense involved in development and testing. D) the fact that it is labour-intensive. E) the length of time involved. 43) The following data collection method of job analysis can be used structured, unstructured or in combination. When structured, questions A) diary/log method. B) observation method. C) group interview method. D) individual interview method. E) questionnaire method. 44) You are the Director of Human Resources at a software development firm. With respect to the position of software developer the disadvantage of using the group interview job analysis method is: 44) A) it is relatively inexpensive. B) it is a good method when the survey sample is widely scattered. C) reliability/validity tends to be high. D) highly detailed information can be collected over the entire job cycle. E) it focuses more on reality than on perceptions. 45) 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: 45) A) a position analysis questionnaire (PAQ). B) functional job analysis. C) a participant diary/log. D) the point factor method. E) a structured survey. 46) A qualitative approach to job analysis is more suitable when: 46) A) the aim is to reduce the amount of data collection. B) the organization has limited time and financial resources. C) the organization exceeds 200 in staff strength. D) the organization is using external consultants for job analysis purposes. E) the aim is to assign a value to each job for comparisons for pay purposes. 47) The PAQ rates jobs on the following dimension: 47) A) job context. B) mental processes and job context. C) processing information and incumbent performance. D) incumbent performance. E) safety risks. 48) The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as: 48) A) a participant diary/log. B) a structured survey. C) functional job analysis. D) direct observation. E) PAQ. 49) An individual preparing a job description for the first time would find it helpful to refer to the: 49) A) Standard Occupational Classification. B) HRDC Job Classification Dictionary. C) National Occupational Classification. D) Canadian Classification and Dictionary of Occupations. E) Dictionary of Occupational Titles. 50) A written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed, is known as: 50) A) a job analysis. B) the job standards. C) a job evaluation. D) a job specification. E) a job description. 51) Jim was recently hired as an HR assistant. As his first project his immediate 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 identified in the proposal as most common areas to be included in a job description? 51) A) job holder's name B) duties and responsibilities C) company name D) summary of performance evaluations E) work culture 52) The job identification section of a job description includes which of the following? 52) A) job title B) working conditions C) relationships D) performance standards E) job summary 53) The section of the job description in which the major functions or activities are briefly identified is the: 53) A) job summary. B) relationships. C) working conditions. D) job identification. E) job duties. 54) The subsection of the job description that describes contact with others, inside and outside the organization, is titled: 54) A) relationships. B) job summary. C) working conditions. D) authority. E) job identification. 55) Something that should be avoided in writing a job description is: 55) A) a separate listing of each major duty. B) a definition of the limits of the jobholder's authority. C) a general statement such as "performs other duties as assigned." D) a description of the working conditions. E) an indication of which tasks are most important. 56) The part of the job description in which budgetary limitations are identified is titled: 56) A) authority. B) duties and responsibilities. C) performance standards. D) working conditions. E) relationships. 57) "No more than three posting errors per month occur on average." Which component of the job description would this statement belong to? 57) A) responsibilities and duties B) job identification C) job summary D) relationships E) performance standards 58) Which of the following would not be included in the subsection of the job description titled "working conditions"? 58) A) frequency of interruptions B) amount of travel C) noise level D) equipment failure E) hazardous conditions 59) Which of the following statements related to legal compliance is true? 59) A) When assessing suitability for employment, employers can assess factors other than those related to the knowledge, skills and abilities required for the essential job duties. B) If a candidate is unable to perform one or more of the essential job duties due to a physical disability, it is legally permissible for an employer to refuse to hire that individual. C) Indicating the percentage of time spent on each duty can help to differentiate between essential and nonessential tasks and responsibilities. D) Canadian employers are legally obligated to have job descriptions. E) If a candidate is unable to work on Friday evenings due to religious beliefs, and rotating shifts are a job requirement specified in the working conditions subsection of the job description, the reasonable accommodation provisions of human rights legislation do not apply. 60) 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: 60) A) job description. B) job evaluation. C) position analysis questionnaire. D) job specification. E) position description. 61) A physical demands analysis identifies: 61) A) mental/emotional demands involved in the job. B) type and frequency of motions used. C) senses used and amount of mental effort involved in the job. D) the work environment. E) senses used, and the type, frequency and amount of physical effort involved in the job. 62) When writing job specifications it is important to list all bona fide occupational requirements based on job duties and responsibilities, because: 62) A) organizations are required to comply with human rights legislation. B) job specifications are limited to specific jobs. C) organizations are required to comply with federal employment legislation. D) organizations are required to provide reasonable accommodation. E) none of the above. 63) Identifying human requirements for a job can be accomplished through: 63) A) supervisor's interviews. B) a judgmental approach. C) questionnaires. D) an interview approach. E) none of the above. 64) A survey instrument designed to assist managers in identifying potential personality-related traits that may be important in a job is called a: 64) A) PAQ. B) PPRF. C) FAQ. D) SPSS. E) all of the above 65) The traditional meaning of a "job" as a set of well-defined responsibilities is changing. This is because: 65) A) of reduced hierarchical structures. B) work is becoming more team based. C) employees are expected to adapt to changes infrequently. D) employees are expected to adapt to changes frequently. E) all of the above. TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false