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Chapter 4: Workforce Planning: Job Analysis, Design, and
Employment Forecasting
Test bank
Multiple Choice
1. Workers who are mismatched to a job tend to have low job ______, leading to
absenteeism, higher turnover, and lower levels of productivity than those who are
matched effectively.
A. expansion
B. simplification
C. specification
D. satisfaction
2. Stephanie and Mallory are working to identify the work performed and the working
conditions for each job within Acme Global. Their final product contains duties,
responsibilities, skills, knowledge required, outcomes, and working conditions for each
job. The process they are completing is ______.
A. job design
B. job analysis
C. job specification
D. HR forecasting
3. ______ identifies what has to be done within the organization to produce a product or
service. For each product or service, the tool identifies the series of tasks that need to
be completed to take the work from initiation to completion.
A. HR forecasting
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B. Job analysis
C. Ratio analysis
D. Workflow analysis
4. Lauren and Juan are working to identify the work processes that create Acme
Global’s products. They are beginning with the organizational output. Next they will
identify the tasks and the inputs. The tool they are using is ______.
A. job design
B. job specification
C. workflow analysis
D. hoteling
5. ______ identifies the work performed and the working conditions for each job within
an organization.
A. Job description
B. Job design
C. Job analysis
D. Job specification
6. ______ identifies the major tasks, duties, and responsibilities that are components of
a job.
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A. Job analysis
B. Job description
C. Job design
D. Job specification
7. ______ identifies the qualifications of a person who should be capable of doing the
job tasks noted in the job description.
A. Job specification
B. Job analysis
C. Job flow
D. Job design
8. Job ______ is at the core of human resource management. It is the basis of just
about everything that human resources does.
A. expansion
B. design
C. analysis
D. simplification
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9. In the ______ method of job analysis, questions help to identify the functions that are
a part of a particular job, and then, in most cases, it assigns a point value to that
function.
A. regressions
B. questionnaires
C. observations
D. workflows
10. In the ______ method of job analysis, questions are asked of the job incumbent and
the answers are compiled into a profile of the job.
A. questionnaire
B. diary
C. interview
D. observation
11. In the ______ method of job analysis, the employee writes down the tasks
accomplished while going about the job.
A. observation
B. interview
C. subject matter expert panel
D. diary
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12. In the ______ method of job analysis, the worker is shadowed and tasks that the
worker performs over a period of time are logged.
A. diary
B. observation
C. interview
D. subject matter expert panel
13. In the ______ method of job analysis, also called a technical conference method, a
panel of experts bring to the process their strong knowledge of the jobs they evaluate.
A. subject matter expert panel
B. interview
C. observation
D. diary
14. Don is conducting a job analysis. He gives Sara a questionnaire to complete, since
she has held the position of lead technician for 6 years now. In this scenario, Sara is
______.
A. the former employee
B. the customer
C. the supervisor
D. the incumbent
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15. Talia is performing a job analysis. She gives Eduardo a set of questions to answer,
since he has held the position of line supervisor for more than a year. In this scenario,
Talia is conducting ______.
A. an investigation
B. performance evaluation
C. a job analysis interview
D. a downsizing
16. Halle is trying to identify the work performed and the working conditions of the 200
sales associates at Acme Global. She needs the information quickly to present it at the
next management meeting. In this case, the ______ job analysis method would be most
appropriate.
A. questionnaire
B. interview
C. diary
D. observation
17. Michaela is trying to identify the work performed and the working conditions of a
software engineer. She plans to ask questions of the person who currently holds the job
and compile the answers into a profile of the job. In this case, the ______ job analysis
method would be most appropriate.
A. subject matter expert panel
B. interview
C. diary
D. observation
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18. Carolyn is trying to identify the work performed and the working conditions of a
research analyst at Acme Global. Since so much of the work is done inside the analyst’s
head, she cannot observe it. She would like to get an account of what the analyst does
hour by hour. In this case, the ______ job analysis method would be most appropriate.
A. questionnaire
B. interview
C. diary
D. subject matter expert panel
19. Nick would like to identify the work performed and the working conditions of the
receptionists at Acme Global. Specifically, he would like to know more about their
interrelationships with other workers and gauge the complexity of the job. In this case,
the ______ job analysis method would be most appropriate.
A. questionnaire
B. interview
C. subject matter expert panel
D. observation
20. Beatriz is trying to identify the work performed and the working conditions for the job
of ombudsperson. This job has never existed at Acme Global and Laura does not know
much about the job. In this case, the ______ job analysis method would be most
appropriate.
A. subject matter expert panel
B. interview
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C. diary
D. observation
21. In ______ job analysis, the job is described as a function of the tasks performed
within the job.
A. regression-based
B. competency-based
C. task-based
D. ratio-based
22. In ______ job analysis, the capabilities that an individual would need to have to
succeed in the job are identified.
A. competency-based
B. task-based
C. ratio-based
D. regression-based
23. The primary outcomes of a job ______ are the creation of a job description and a
job specification.
A. expansion
B. simplification
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C. regression
D. analysis
24. In job design, ______ to be performed in organizations are grouped, usually into
functional departments, and the tasks are further grouped into jobs for each employee,
providing structures and processes.
A. tasks
B. ratios
C. trends
D. workflows
25. ______ is the process of identifying tasks that each employee is responsible for
completing, as well as identifying how those tasks will be accomplished.
A. Mechanistic vs. organic job design
B. Job design
C. Perceptual-motor job design
D. Biological job design
26. Job ______ refers to changing the tasks or the way work is performed in an existing
job.
A. redesign
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B. design
C. simplification
D. specification
27. ______ job design focuses on designing jobs around the concepts of task
specialization, skill simplification, and repetition.
A. Motivational
B. Biological
C. Perceptual-motor
D. Mechanistic
28. ______ job design focuses on minimizing the physical strain on the worker by
structuring the physical work environment around the way the body works.
A. Perceptual-motor
B. Motivational
C. Biological
D. Mechanistic
29. ______ job design focuses on designing jobs with tasks that remain within the
worker’s normal mental capabilities and limitations.
A. Perceptual-motor
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B. Biological
C. Organic
D. Mechanistic
30. ______ job design focuses on the job characteristics that affect the psychological
meaning and motivational potential of the job, and it views attitudinal variables as the
most important outcomes of job design.
A. Biological
B. Motivational
C. Perceptual-motor
D. Organic
31. Katrina performs data analysis all day. She places each page of new data on the left
side of her computer terminal. After she enters the data, she places the page facedown
on the right side of her terminal. Katrina’s job has a(n) ______ design.
A. mechanistic
B. organic
C. biological
D. perceptual-motor
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32. Catalina and Christian share a work station on the assembly line. Catalina works the
morning shift and Christian works the afternoon shift. Catalina is 5’2” tall and Christian is
5’10” tall. The workstation can be lowered to Catalina’s height and then raised to
Christian’s height. Catalina and Christian’s jobs have a(n) ______ design.
A. mechanistic
B. organic
C. biological
D. perceptual-motor
33. When Rafaela arrived at work on Monday, her boss told her he was redesigning her
job to allow her to use a variety of skills and give her autonomy in seeing her tasks
through from start to finish. Rafaela’s boss has used ______ job design in reconceiving
her job.
A. motivational
B. organic
C. biological
D. perceptual-motor
34. Marissa has two assistants. She assigns all administrative tasks to one assistant
and all research tasks to the other assistant. Marissa is using a ______ design for her
assistants’ jobs.
A. mechanistic
B. organic
C. biological
D. perceptual-motor
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35. Sasha’s job involves creating a widget from start to finish. She is given autonomy in
how she creates the widget and is provided with regular feedback on the quality of her
widgets. Sasha’s job has a ______ design.
A. mechanistic
B. motivational
C. biological
D. perceptual-motor
36. ______ provides a conceptual framework for designing or enriching jobs based on
core job characteristics.
A. Perceptual-motor job design
B. Motivational job design
C. Job characteristics model
D. Biological job design
37. In the job characteristics model, ______ is the degree to which an employee
performs a whole identifiable task. For example, does the employee put together an
entire television or just place the screen in the set?
A. task identity
B. skill variety
C. task significance
D. autonomy
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38. In the job characteristics model, ______ is an employee’s perception of the
importance of the task to others—the organization, the department, coworkers, and/or
customers.
A. skill variety
B. task identity
C. autonomy
D. task significance
39. In the job characteristics model, ______ is the degree to which the employee has
discretion to make decisions in planning, organizing, and controlling the task performed.
A. skill variety
B. task identity
C. autonomy
D. task significance
40. In the job characteristics model, ______ is the extent to which employees find out
how well they perform their tasks.
A. task identity
B. feedback
C. skill variety
D. task significance
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41. Michelle wants to apply the job characteristics model to her employees’ work. She
plans to increase the number of diverse tasks and skills used to perform each job.
Michelle is trying to change the ______ of the jobs.
A. skill variety
B. task identity
C. task significance
D. autonomy
42. Darya wants to apply the job characteristics model to her employees’ work. She
plans to redesign jobs so that each employee will be creating widgets from start to
finish. Darya is trying to change the ______ of the jobs.
A. feedback
B. task identity
C. task significance
D. autonomy
43. Alex wants to apply the job characteristics model to her employees’ work. She plans
to sit down with each employee and describe how the employee’s job impacts the
organization and brings in customers. Alex is trying to change the ______ of the jobs.
A. skill variety
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B. autonomy
C. task significance
D. feedback
44. Nicole wants to apply the job characteristics model to her employees’ work. She
plans to give her employees more discretion to make decisions in planning, organizing,
and controlling their tasks. Nicole is trying to change the ______ of the jobs.
A. skill variety
B. feedback
C. task significance
D. autonomy
45. Preeti wants to apply the job characteristics model to her employees’ work. She
plans to start giving performance appraisals every 3 months instead of every 12
months. Preeti is trying to change the ______ of the jobs.
A. skill variety
B. task identity
C. feedback
D. autonomy
46. In motivational job design, ______ is the process of eliminating or combining tasks
and/or changing the work sequence to improve performance.
A. job rotation
B. job simplification
C. job expansion
D. job enrichment
47. Acme Global used to require budget officers to get three signatures on each budget
form. When Michael took over the Accounting Department, he changed the form so that
only one signature was needed. This is an example of ______.
A. job simplification
B. job rotation
C. job enlargement
D. job enrichment
48. In motivational job design, ______ is the overall process of making jobs broader,
with less repetition.
A. job enrichment
B. job simplification
C. job expansion
D. job rotation
49. DeAndre and Emily both work at Acme Global. Next month, DeAndre will work in
Emily’s job in the accounting department while Emily works in DeAndre’s job in the
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marketing department. After the month is over, they will return to their regular jobs,
hopefully having learned new skills and gained new perspectives. This is an example of
______.
A. work teams
B. job rotation
C. job enlargement
D. job enrichment
50. Willie found he did not have enough work to keep him busy throughout the work
day. His boss found some more tasks for him so that he had plenty to do. This is an
example of ______.
A. job enrichment
B. job rotation
C. job enlargement
D. work teams
51. Jamelle was not feeling challenged in his job. He had been doing the same job for 5
years and knew how to perform all the tasks well. To continue to motivate him, his boss
gave him some new challenging tasks and additional authority. This is an example of
______.
A. job simplification
B. job rotation
C. job enlargement
D. job enrichment