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52. In motivational job design, ______ work teams are assigned a number of tasks by a
manager, and the team in turn gives specific assignments to members and is
responsible for rotating jobs.
A. segregated
B. integrated
C. vertical
D. horizontal
53. In motivational job design, ______ work teams are assigned a goal, and the team
plans, organizes, leads, and controls to achieve the goal.
A. self-managed
B. flexible
C. regression
D. design
54. Pranit gave his employees several tasks and asked them to decide who should do
what. The group of employees each took a task and then had one employee pull all the
pieces together to create a report. With the exception of the employee who pulled all the
pieces together, the employees did not have input into one another’s work. This is an
example of a(n) ______.
A. self-managed work team
B. rotating work team
C. enriched work team
D. integrated work team
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55. Rosie assigned her employees a goal. The employees planned, organized, led, and
controlled one another to reach the goal. This is an example of a(n) ______.
A. self-managed work team
B. rotating work team
C. enriched work team
D. integrated work team
56. In motivational job design, ______ job design tools include flextime, job sharing,
telecommuting, and compressed workweeks.
A. self-managed
B. integrated
C. flexible
D. motivational
57. Human resource ______ and labor requirements planning are the core of human
resource managers’ ability to analyze future employment needs for our organizations.
A. regression
B. forecasting
C. expansion
D. simplification
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58. In human resource forecasting, ______ identifies the estimated supply and demand
for the different types of human resources in the organization over some future period,
based on analysis of past and present demand.
A. HR analysis
B. qualitative forecast
C. regression analysis
D. ratio analysis
59. In human resource forecasting, ______ utilizes mathematics to forecast future
events based on historical data.
A. qualitative forecast
B. digression analysis
C. quantitative forecast
D. mediation analysis
60. In human resource forecasting, ______ is a process of reviewing historical items
such as revenues and relating changes in those items to some business factor to form a
predictive chart.
A. trend analysis
B. regression analysis
C. mediation analysis
D. quantitative forecast
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61. In human resource forecasting, ______ is the process of reviewing historical data
and calculating specific proportions between a business factor (such as production) and
the number of employees needed.
A. mediation analysis
B. qualitative forecasting
C. regression analysis
D. ratio analysis
62. In human resource forecasting, ______ is a statistical technique that identifies the
relationship between a series of variable data points for use in forecasting future
variables.
A. quantitative forecast
B. regression analysis
C. qualitative forecasting
D. trend analysis
63. In human resource forecasting, ______ uses nonquantitative methods to forecast
the future, usually based on the knowledge of a pool of experts in a subject or an
industry.
A. mediation analysis
B. regression analysis
C. qualitative forecasting
D. quantitative forecast
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64. Lars is reviewing the past 10 years of Acme Global’s revenue levels and comparing
that data to how many workers were in the organization. He plans to use the information
to create a chart of how many workers are needed for different production levels. The
process in which Lars is engaged is ______.
A. qualitative forecasting
B. rationing analysis
C. trend analysis
D. regression analysis
65. Jacob is reviewing the past 10 years of Acme Global’s production and calculating
specific proportions between production levels and number of employees. He plans to
use the information to understand the relationship between production and number of
employees. The process in which Jacob is engaged is ______.
A. qualitative forecasting
B. ratio analysis
C. regression analysis
D. job analysis
66. Organizations have ______ turnover when employees cannot figure out what is
necessary to be successful in their individual jobs and the organization has to terminate
their employment.
A. involuntary
B. voluntary
C. qualitative
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D. organic
67. A company needs extra employees to cover for hours that are missed by people
taking time off, but do not want to carry too many extra people, a phenomenon known
as ______.
A. absenteeism
B. turnover
C. slack resources
D. extra resources
68. The process of planning for smooth transitions when key employees depart or get
promoted in order to minimize disruption of the organization’s work is called ______.
A. succession planning
B. turnover planning
C. absenteeism
D. voluntary turnover
69. A ______ is a process of terminating a group of employees, with intent to improve
organizational efficiency and effectiveness.
A. layoff
B. retraining
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C. freezing
D. regression
70. In a ______, an organization is allowed to terminate the employment of a group of
individuals with very little advance warning and generally does not have to provide any
disciplinary or other justification for the terminations.
A. layoff
B. retraining
C. freezing
D. regression
71. An option for immediately lowering labor costs is a ______ for all or part of the
workforce.
A. pay increase
B. job redesign
C. pay reduction
D. job expansion
72. In a labor surplus, some form of ______ is an option for lowering labor costs without
terminating employees.
Lussier, Human Resources Management 3e
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A. work-sharing
B. overtime
C. layoff
D. downsizing
73. In a labor surplus, an organization can allow natural ______ to lower organizational
numbers without the need for a layoff or pay reduction.
A. work-sharing
B. attrition
C. layoff
D. downsizing
74. Due to a recession, Acme Global has a labor surplus. It wants to find a way to
reduce the surplus while both being fair to employees and being ready to respond to
increased demand when the recession is over. Its best method for dealing with its
surplus would be ______.
A. job sharing
B. early retirement
C. hiring freezes
D. natural attrition
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SAGE Publishing, 2019
75. Acme Global has a very large labor surplus and needs to cut costs quickly. Its best
method for dealing with its surplus would be ______.
A. downsizing
B. early retirement
C. job sharing
D. natural attrition
76. Acme Global has a labor surplus. Specifically, it has too many workers in one type
of job and too few in another. Its best method for dealing with its surplus would be
______.
A. downsizing
B. early retirement
C. retraining
D. natural attrition
77. Acme Global just received a large order and needs more work hours to complete
the order. The order must be finished in 2 weeks. At that time, the labor shortage will be
over. Acme Global’s best method for dealing with its labor shortage would be ______.
A. overtime
B. turnover reduction
C. retraining
D. outsourcing
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78. Asking or requiring employees to ______ is the quickest and easiest way to fix a
labor shortage.
A. hire their friends
B. work slower
C. work overtime
D. take vacation
79. Acme Global forecasts that it will have a labor shortage in 2 years. Given the new
products the organization is developing, there will not be enough skilled workers
available for Acme Global to hire, nor will its current employees have the necessary
skills. Acme Global’s best method for dealing with its labor shortage would be ______.
A. overtime
B. temporary or contract workers
C. retraining
D. turnover reduction
80. In a labor shortage, ______ work to another organization could be helpful.
A. interning
B. forecasting
C. outsourcing
D. simplifying
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SAGE Publishing, 2019
81. Experts generally agree that as many as ______ of all jobs that currently exist are at
risk of automation.
A. ten percentage
B. a quarter
C. a third
D. half
True/False
1. Job specification identifies the work performed and the working conditions for each
job within an organization.
2. Job flow identifies the qualifications of a person who should be capable of doing the
job tasks noted in the job description.
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3. Job analysis is at the core of human resource management. It is the basis of just
about everything that human resources does.
4. Job design is the process of identifying tasks that each employee is responsible for
completing, as well as identifying how those tasks will be accomplished.
5. Motivational job design focuses on designing jobs around the concepts of task
specialization, skill simplification, and repetition.
6. Biological job design focuses on designing jobs with tasks that remain within the
worker’s normal mental capabilities and limitations.
Lussier, Human Resources Management 3e
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7. In motivational job design, job simplification is the process of eliminating or combining
tasks and/or changing the work sequence to improve performance.
8. In human resource forecasting, quantitative forecasting utilizes mathematics to
forecast future events based on historical data.
9. In a labor surplus, some form of work-sharing is an option for lowering labor costs
without terminating employees.
10. Job rotation is when an organization uses a software program that allows
employees to “reserve” office space for particular parts of the workweek when they will
need it.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Essay
1. Describe the process of workflow analysis. Be sure to start your analysis in the
proper place.
2. Identify the four Ms of the inputs in workflow analysis.
3. Describe why job analysis is one of the most important tasks in human resource
management.
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4. Describe the five major methods for conducting job analysis.
5. Describe the four primary approaches to job design.
6. Describe the job characteristics model, its five components, and the outcomes to
which those components lead.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
7. Describe the four major tools for motivational job design.
8. Describe three options an organization could use when faced with a labor surplus.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
9. Describe three options an organization could use when faced with a labor shortage.
10. What is gig work and why is it increasing at a rapid pace?
Lussier, Human Resources Management 3e
SAGE Publishing, 2019