52. Designing jobs that will result in better employee health and productivity is a concern of both international scholars
and organizations. All of the following would reduce worker uncertainty in a job except:
a. providing employees with timely and complete information needed for their work.
b. making clear and unambiguous work assignments.
c. designing machines and tasks with optimal response times and/or ranges.
d. improving communication at shift change time.
53. Which of the following statements regarding telecommuting is most accurate?
a. Telecommuting is neither a cure-all nor a universally feasible alternative.
b. Managers who use telecommuting place greater emphasis on the worker than the work.
c. Many telecommuters have not felt a sense of social isolation as frequently predicted.
d. Telecommuting does not have the potential to create sweatshops of the 21st century.
54. An alternative work arrangement in which employees must be present to perform job duties during a required core
time but starting and ending work times can vary is:
a. job sharing.
b. telecommuting.
c. task restructuring.
d. flextime.
55. Employees may experience technostress when:
a. flextime is used.
b. electronic performance monitoring is used.
c. job tasks are certain.
d. job enrichment is successful.
56. A mobile platform of computer, telecommunication, and information technology and services is called a(n):
a. network.
b. virtual office.
c. office module.
d. intranet.
57. The following are guidelines which can help make electronic workplace monitoring of performance less distressful
except:
a. using performance records to improve performance.
b. having employees participate in the introduction of workplace monitoring.
c. using state-of–the-art monitoring equipment to record performance.
d. insuring performance are perceived by employees as fair.
58. Given the nature or structure of the economy with respect to the degree of service jobs, the most important job
skills would be .
a. technical skills
b. interpersonal skills
c. conceptual skills
d. strategic skills
59. Work is meaningful only when someone is paid for performing job tasks.
a. True
b. False
60. The meaning of work is the way a person interprets and understands the value of work as part of life.
a. True
b. False
61. Job context is determined by the amount of responsibility in the job.
a. True
b. False
62. Jobs in an assembly line manufacturing operation are highly interdependent.
a. True
b. False
63. A fundamental limitation of scientific management is that it undervalues the human capacity for thought and
ingenuity.
a. True
b. False
64. Scientific management involves enriching job tasks and demands.
a. True
b. False
65. Job enlargement is a method that proposes to overcome the limitations of overspecialized work, such as boredom.
a. True
b. False
66. Job rotation and cross-training are variations of job enrichment.
a. True
b. False
67. Herzberg suggested that only certain jobs should be enriched and that the first step is to select the jobs appropriate
for job enrichment.
a. True
b. False
68. Task significance in the Job Characteristics Model is the degree to which one’s job requires completion of a whole
task.
a. True
b. False
69. Jobs that exhibit skill variety, task identity and significance, autonomy, and experience feedback are more likely to
be satisfying.
a. True
b. False
b. False
70. The Job Characteristics Model generally takes a person-job fit approach to the design of work.
a. True
b. False
71. Work schedule has been found to be a separate facet of work autonomy.
a. True
b. False
72. Psychological connection occurs when organizational members are harnessed to their work roles.
a. True
b. False
73. The human spirit’s response to job characteristics and work design is equally as important as the design of the
work.
a. True
74. The social information processing model emphasizes objective core job characteristics.
a. True
b. False
75. The interdisciplinary perceptual/motor approach is more relevant to managerial, administrative, and custodial jobs.
a. True
b. False
76. The biological approach to job design emphasizes the job incumbent’s interaction with physical aspects of work.
a. True
b. False
77. Perceptual/motor approaches to job design result in higher personnel utilization levels.
a. True
b. False
b. False
78. The Japanese place greater importance on a work design strategy that encourages worker control rather than
manager control of the workplace.
a. True
b. False
79. The anthropocentric approach places human considerations at the center of job design decisions.
a. True
b. False
80. Telecommuting has been around since the 1970s.
a. True
b. False
81. Electronic bulletin boards only tend to increase uncertainty for workers and accordingly increase technostress.
a. True
82. The study of 629 employment security work units in California and Wisconsin concluded that the adverse effect of
the work design parameter task uncertainty will not be mitigated by other work design parameters such as higher
pay or a supportive work environment.
a. True
b. False
83. Work design and well-being include increasing worker control and managing conflict and task/job demands.
a. True
b. False
84. The use of electronic bulletin boards may be a source of technostress.
a. True
b. False
85. A manager should take into account that research suggests women may be negatively affected by the selection of a
flexible work schedule because they could be perceived to have less job-career dedication and less advancement
motivation, though no less ability.
a. True
b. False
86. Enumerate, with examples, the differences between job enrichment and job enlargement.
87. Discuss the important, basic elements of scientific management as developed by Frederick Taylor.
88. Briefly identify core job dimensions of the Job Characteristics Model and describe aspects of the model.
89. How have the Americans, Germans, and Japanese approached job design in recent years?
90. Identify and briefly describe several recently developed alternative work patterns.
Match the following:
a. A designated set of tasks and work activities
b. Purposeful activity in manufacturing a product or providing a service
c. Detailed task specification and narrow job scope
d. Vertical and horizontal job expansion
e. A job design strategy requiring cross-training
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.14.01
ORGB.NELS.15.14.02
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Operations Management
KEYWORDS: Bloom’s: Knowledge
91. Work
92. Job enrichment
93. Job rotation
94. Job
95. Work simplification
Match the following:
a. Completion of whole task
b. Use of multiple skills and performance of different activities
c. Discretion and freedom in performance of job tasks
d. Information about job performance
e. Importance of job to organization
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.14.02
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom‘s: Knowledge
96. Feedback
97. Task significance
98. Task identity
99. Autonomy
100. Skill variety
Match the following:
a. Measures of core job characteristics
b. Desire to grow and fully develop one’s abilities
c. Good feeling about one‘s job
d. Job importance factors determined in part by social context of job
e. Study of physical work environment
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.14.02
ORGB.NELS.15.14.03
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom‘s: Knowledge
101. Social information processing
102. Job satisfaction
103. Ergonomics
104. Job Diagnostic Survey
105. Growth need strength
Match the following:
a. Human factors of engineering, ergonomics, and experimental psychology used in an approach to job design.
b. Technology and engineering as central to job design.
c. Human considerations as central to job design.
d. Tension associated with new and advancing technologies.
e. Achieving zero waste and 100 percent good product, delivered on time, every time.
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.14.03
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Operations Management
KEYWORDS: Bloom‘s: Knowledge
106. Anthropocentric
107. Lean production
108. Perceptual/Motor Approach
109. Technostress
110. Technocentric
Match the following:
a. Working at home or from a remote location through a data/communication system
b. Scheduling 40 hours of work in less than five days
c. Core work time with variable start and quit time
d. Two persons working less than full time in the same job but at different times
e. Job restudy and analysis for purposes of engineering job modification
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.14.02
ORGB.NELS.15.14.04
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Operations Management
KEYWORDS: Bloom‘s: Knowledge
111. Flextime
112. Compressed workweek
113. Job redesign
114. Job sharing
115. Telecommuting