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.
2) Jobs that involve teamwork or broad responsibility tend to require a structure based on
functions.
3) Job analysis can only be performed by certified external analysts of the U.S. Department of
Labor.
4) The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.
5) All job descriptions within an organization should follow the same format.
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.
7) Incumbents are the best source of information for a job analysis.
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.
9) The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents.
10) The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of
the abilities required to perform the job.
11) Job design is the process of defining how work will be performed and what tasks will be
required in a given job.
12) Applying industrial engineering to a job essentially increases its complexity.
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.
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.
15) Job extension refers to empowering workers by adding more decision-making authority to
their jobs.
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.
17) The primary goal of ergonomics is to reduce the information-processing requirements of a
job.
18) The role of the Occupational Safety and Health Administration in occupational settings
ergonomics is restricted to setting guidelines and inspecting instances of violation.
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19) One method to simplify a job’s mental demands is to limit the amount of memorization
required for the job.
20) One way to simplify a job’s mental demands is to provide dim lighting and complex
instructions.
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
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
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
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.
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
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.
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
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.
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.
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.
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.
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
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
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.
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
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.
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.
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.
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
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.
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.
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.
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.
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.
45) Information from observers should be used as a supplement to information from incumbents.
Identify the statement that is most likely to support this argument.
A) Incumbents are a logical source of information; however, they may not be able to provide
precise information.
B) Incumbents provide accurate estimates of the importance of job duties, whereas supervisors
provide accurate information about the time spent on safety-related risk factors.
C) Incumbents provide accurate information, but they may have an incentive to exaggerate what
they do to appear more valuable to the organization.
D) Depending on external job analysts to supplement incumbents’ information could be risky due
to the relative inexperience of the analysts involved.
E) Information provided by observers who look for a match between what incumbents are doing
and what they are supposed to do may be unreliable.