102) One of the primary advantages of O*NET is that it ________.
A) provides a list of all federal and state job openings
B) serves as a recruiting tool for small and large firms
C) maintains current job requirement information
D) tracks changes in the U.S. job market
103) The ________ contains job descriptions for all U.S. workers in more than 800 occupations.
A) Standard Occupational Classification (SOC)
B) Occupational Position Paper (OPP)
C) Workplace Status Assessment (WSA)
D) Federal Employment Guide (FEG)
104) The ________ is the essential foundation for facilitating career counseling, education,
employment, and training activities.
A) Job Almanac
B) Public Broadcasting Network
C) Occupational Information Network
D) Small Business Administration
105) Which agency administers O*NET?
A) U.S. Department of Labor Wage and Hour Division
B) U.S. Department of the Census
C) U.S. Department of Labor’s Employment and Training Administration
D) U.S. Bureau of Labor Statistics
106) The Standard Occupational Classification identifies ________ occupations.
A) 97
B) 461
C) 750
D) 840
107) Job specifications provide information regarding the essential tasks, duties, and
responsibilities of the job.
108) The job identification section of the job description includes the job title, the department,
the reporting relationship, and a job number or code.
109) The job summary approximates the nature of the work content and will distinguish that job
from others.
110) In a brief essay, discuss how technological tools, such as O*NET and HR databases, benefit
HR managers.
111) Competencies refer to an individual’s capability to orchestrate and apply combinations of
________ over time to perform work successfully.
A) knowledge, skills, and abilities
B) job duties, job specifications, and job identification
C) jobs, positions, and tasks
D) positions, job identification, and skills
112) Oftentimes, HR professionals’ identification of competencies is derived from an analysis of
________.
A) observation methods
B) overall strategic statements
C) job descriptions
D) global talent management
113) Competencies refer to job characteristics.
114) Competency modeling refers to an individual’s capability to orchestrate and apply
combinations of knowledge, skills, and abilities.
115) Individual’s capability to orchestrate and apply combinations of knowledge, skills, and
abilities consistently over time to perform work successfully in work situations is known as
competencies.
116) Define competency and competency modeling. Explain their importance as alternatives to
job analysis.
117) The process of determining the specific tasks to be performed, the methods used in
performing these tasks, and how the job relates to other work in the organization refers to
________.
A) job design
B) job analysis
C) job enrichment
D) job enlargement
118) Which term refers to basic changes in the content and level of responsibility of a job so as
to provide greater challenges to the worker?
A) job rotation
B) job analysis
C) job enrichment
D) job enlargement
119) Who first advocated the concept of job enrichment?
A) Frederick Herzberg
B) Victor Vroom
C) Abraham Maslow
D) Robert Noe
120) Which of the following terms refers to increasing the number of tasks a worker performs,
with all of the tasks at the same level of responsibility?
A) job design
B) job rotation
C) job enrichment
D) job enlargement
121) Audrey is a recent college graduate who was hired by a computer manufacturing firm. Each
week, Audrey will be assigned to a different department in order to broaden her understanding of
the firm and help her understand a variety of jobs. In which of the following is Audrey most
likely participating?
A) job rotation
B) job evaluation
C) job enrichment
D) job enlargement
122) Which term refers to the fundamental rethinking and radical redesign of business processes
to become more competitive?
A) reengineering
B) total process quality
C) total quality management
D) management by objectives
123) As an HR specialist at a large auto manufacturer, you have noticed that many of the
technicians employed by your firm are bored with their jobs, not meeting performance goals, and
frequently absent. Which of the following would most likely resolve some of these problems
among technicians?
A) implementing a job rotation program
B) conducting a new job analysis
C) initiating a hiring freeze
D) downsizing the firm
124) Job enrichment provides opportunity for the worker to derive feelings of ________.
A) recognition and responsibility
B) achievement
C) personal growth
D) all of the above
125) The worker has the opportunity to derive a feeling of achievement, recognition,
responsibility, and personal growth in performing the job when ________ exist.
A) job enlargement
B) engagement
C) job enrichment
D) job rotation
126) ________ is sometimes called cross-training and involves providing greater variety to the
worker.
A) Job enlargement
B) Engagement
C) Job enrichment
D) Job rotation
127) Some organizations use ________ to relieve boredom for the worker.
A) job enlargement
B) engagement
C) job enrichment
D) job rotation
128) Reengineering stresses that work should be organized around ________.
A) functional units as opposed to corporate titles
B) inputs as opposed to results
C) tasks or functions as opposed to outcomes
D) outcomes as opposed to tasks or functions
129) ________ should not be confused with downsizing even though a workforce reduction
often results.
A) Job design
B) Reengineering
C) Job rotation
D) Strategy
130) Improvements in job satisfaction in many organizations can happen with ________.
A) job design
B) reengineering
C) job rotation
D) job enrichment
131) Blackbird Guitars is a small firm that has an excellent illustration of job design.
132) Horizontal expansion of responsibilities is provided by job enrichment.
133) As more individuals become autonomous, or self-managed, job enrichment is moving away
from the team level.
134) Tight budgets may be a reason for an increase in workers with broad skills.
135) Job design is the process of determining the specific tasks to be performed, the methods
used in performing these tasks, and how the job relates to other work in the organization.
136) Frederick Herzberg outlined five principles related to job enlargement.
137) With job enrichment, employees should be given more authority over their work and
provided with timely feedback on their performance.
138) Job development involves increasing the number of tasks a worker performs, all of which
are at the same level of responsibility.
139) Job rotation (cross-training) moves employees from one job to another to broaden their
experience.
140) The primary purpose of reengineering is to implement incremental changes within an
organization.
141) Increased stagnation can result when employers provide job enlargement.
142) Staffing becomes more flexible when a firm has multiskilled workers.
143) Training is not needed for job rotation to be effective.
144) Quality, service, and speed are critical contemporary measures of performance in
reengineering.
145) Redesigning by functional departments is essential for reengineering.
146) Organizational structures and management systems are not aspects of job design.
147) Family Dollar produced a new store layout that allowed for easier and convenient shopping
through an initiative called Project Accelerate.
148) At LG, the purchase orders must have clearance from procurement engineering; as a result
LG reduced purchases by $2 billion.
149) In a brief essay, explain the difference between job enrichment and job enlargement.