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1. Which of the following statements defines the labor force participation rate?
a.
It is the percentage of the population working or seeking work.
b.
It is the percentage of the population that is eligible to work legally.
c.
It is the percentage of the population that is constantly changing jobs.
d.
It is the percentage of the population with a bachelor’s degree.
ANSWER:
a
2. Which of the following is a flow into the U.S. population?
a.
Graduation
b.
Immigration
c.
Retirement
d.
Death
ANSWER:
b
3. Individuals who belong to the generational group of Generation Y are called _____.
a.
iGen’ers
b.
Baby Boomers
c.
Millennials
d.
Traditionalists
ANSWER:
c
4. In the United States, which of the following age groups is estimated to have the highest labor force participation rate by
the year 2020?
a.
16- to 24-year-olds
b.
25- to 54-year-olds
c.
55- to 64-year-olds
d.
65- to 74-year-olds
ANSWER:
b
5. An individual born in 1967 belongs to the generational group called _____.
a.
Generation Y
b.
Traditionalists
c.
Baby Boomers
d.
Generation X
ANSWER:
d
6. Which of the following is true of work?
a.
It is effort directed toward accomplishing results.
b.
It is the output achieved through various activities.
c.
It is a group of tasks assigned to an employee.
d.
It is the output that comes from organizational design.
ANSWER:
a
7. Which of the following statements is true of a job?
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a.
It is the output that comes from the accomplishment of tasks.
b.
It is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee.
c.
It seldom changes until the accomplishment of tasks.
d.
It refers to the intrinsic motivation necessary for task completion.
ANSWER:
b
8. _____ is the study of the way work moves through an organization.
a.
Work shadowing
b.
Workflow analysis
c.
Organizational design
d.
Organizational behavior
ANSWER:
b
9. _____ refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work.
a.
Job shadowing
b.
Job analysis
c.
Job design
d.
Job wrapping
ANSWER:
c
10. _____ involves changing existing jobs in different ways to improve them.
a.
Job shadowing
b.
Job analysis
c.
Job design
d.
Job redesign
ANSWER:
d
11. _____ play a significant role in job design because they are commonly the people who establish jobs and their design
components.
a.
Managers
b.
Employees
c.
Human resource personnel
d.
Business consultants
ANSWER:
a
12. Which of the following is true of managers’ influence on and control over job characteristics and the characteristics of
the people in an organization?
a.
Managers can influence or control both job characteristics and the basic characteristics of people.
b.
Managers can influence or control job characteristics, but they usually cannot control the basic characteristics
of people.
c.
Managers can influence or control the basic characteristics of people, but they usually cannot control job
characteristics.
d.
Managers can neither influence or control job characteristics nor can they control the basic characteristics of
people.
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ANSWER:
b
13. _____ involves broadening the scope of a job by expanding the number of different tasks that are performed.
a.
Job rotation
b.
Job shadowing
c.
Job enlargement
d.
Job wrapping
ANSWER:
c
14. _____ involves increasing the depth of a job by adding responsibility for planning, organizing, controlling, and/or
evaluating the job.
a.
Job rotation
b.
Job wrapping
c.
Job enlargement
d.
Job enrichment
ANSWER:
d
15. _____ is the process of shifting a person from job to job.
a.
Job rotation
b.
Job shadowing
c.
Job enlargement
d.
Job enrichment
ANSWER:
a
16. In the context of the job characteristics model, _____ is the extent to which a job requires several activities for
successful completion.
a.
content validity
b.
skill variety
c.
task identity
d.
task significance
ANSWER:
b
17. In the context of the job characteristics model, _____ is the extent to which a job includes a recognizable unit of work
that is carried out from start to finish and results in a known consequence.
a.
content validity
b.
skill variety
c.
task identity
d.
task significance
ANSWER:
c
18. _____ is the impact a job has on other people and the organization as a whole.
a.
Content validity
b.
Skill variety
c.
Task identity
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d.
Task significance
ANSWER:
d
19. _____ is the extent of individual freedom and discretion in work and its scheduling.
a.
Autonomy
b.
Reliability
c.
Validity
d.
Onboarding
ANSWER:
a
20. Which of the following statements is true of special-purpose teams?
a.
They are formed exclusively to connect individuals who are separated geographically.
b.
They are formed to address specific problems, improve work processes, and enhance the overall quality of
products and services.
c.
They are permanent teams that fit the underlying culture of an organization.
d.
They become entities that use regular internal decision-making processes of an organization.
ANSWER:
b
21. Which of the following statements is true of self-directed teams?
a.
They are formed exclusively to address specific problems and improve work processes.
b.
They are formed exclusively to connect individuals who are separated geographically.
c.
They are composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be
accomplished.
d.
They are temporary entities that rarely use the internal decision-making processes of an organization.
ANSWER:
c
22. The term _____ is used to refer to teams that are composed of individuals who are separated geographically but who
are linked by communications technology.
a.
vertical team
b.
special-purpose team
c.
self-directed team
d.
virtual team
ANSWER:
d
23. Which of the following is an example of a compressed workweek in the United States?
a.
Employees working for 10 hours, four days a week
b.
Employees working for 10 hours, three days a week
c.
Employees working for seven hours, six days a week
d.
Employees working for eight hours, seven days a week
ANSWER:
a
24. Part-time jobs are used when less than _____ hours per week are required to do a job.
a.
40
b.
50
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c.
60
d.
70
ANSWER:
a
25. In the context of job analysis responsibilities, which of the following is typically a responsibility of the HR unit?
a.
Providing information to outside experts
b.
Seeking assistance from outside experts for difficult analyses
c.
Using job analysis information to identify performance standards
d.
Requesting new analyses as jobs change
ANSWER:
b
26. In the context of job analysis responsibilities, which of the following is typically a responsibility of managers?
a.
Seeking assistance from outside experts for unusual analyses
b.
Coordinating job analysis
c.
Helping complete job analysis information
d.
Writing job descriptions and specifications
ANSWER:
c
27. A _____ is defined as a distinct, identifiable work activity comprised of motions that employees perform.
a.
duty
b.
responsibility
c.
competency
d.
task
ANSWER:
d
28. A(n) _____ is defined as a large work segment comprised of several tasks that are performed by individuals.
a.
duty
b.
obligation
c.
competency
d.
responsibility
ANSWER:
a
29. Which of the following steps is typically performed first in the job analysis process?
a.
Preparing for and introducing job analysis
b.
Planning the job analysis
c.
Reviewing existing job documentation
d.
Developing job descriptions and job specifications
ANSWER:
b
30. Which of the following is typically the last step in the job analysis process?
a.
Developing job descriptions and job specifications
b.
Reviewing and compiling job analysis data
c.
Maintaining and updating job descriptions and job specifications
d.
Reviewing existing job documentation
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ANSWER:
c
31. In the context of the job analysis process, identifying jobs and methodology is a subtask of _____.
a.
developing job descriptions and job specifications
b.
conducting the job analysis
c.
planning the job analysis
d.
preparing for and introducing job analysis
ANSWER:
d
32. In the context of the job analysis process, gathering job analysis data is a subtask of _____.
a.
developing job descriptions and job specifications
b.
conducting the job analysis
c.
planning the job analysis
d.
preparing for and introducing job analysis
ANSWER:
b
33. In the context of the job analysis process, reviewing drafts of job descriptions with managers and employees is a
subtask of _____.
a.
developing job descriptions and job specifications
b.
conducting the job analysis
c.
planning the job analysis
d.
preparing for and introducing job descriptions
ANSWER:
a
34. In the context of the job analysis process, periodically reviewing all jobs is a subtask of _____.
a.
developing job descriptions and job specifications
b.
conducting the job analysis
c.
maintaining and updating job descriptions and job specifications
d.
preparing for and introducing job analysis
ANSWER:
c
35. Samuel, an employee at BluClu LLC, is responsible for performing the job analysis process in his organization. He
has introduced and communicated the job analysis process to all his managers. Which of the following will typically be
Samuel’s next step?
a.
Developing job descriptions and job specifications
b.
Maintaining and updating job descriptions and job specifications
c.
Planning the job analysis
d.
Conducting the job analysis
ANSWER:
d
36. Cho, an employee at SunFun LLC, is responsible for handling the job analysis process in her organization. She has
developed job descriptions and job specifications. Which of the following will typically be Cho’s next step?
a.
Preparing for and introducing job analysis
b.
Maintaining and updating job descriptions and job specifications
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c.
Planning the job analysis
d.
Conducting the job analysis
ANSWER:
b
37. Max, an employee at HiFi LLC, is responsible for performing the job analysis process in her organization. She is
currently planning the job analysis. Which of the following should typically be Max’s next step?
a.
Preparing for and introducing job analysis
b.
Conducting the job analysis
c.
Developing job descriptions and job specifications
d.
Gathering job analysis data
ANSWER:
a
38. Dave, an HR Manager at GoPhone LLC, is responsible for performing the job analysis process in his organization. He
is currently gathering, reviewing, and compiling job analysis data. Which of the following should typically be Dave’s next
step?
a.
Preparing for and introducing job analysis
b.
Conducting the job analysis
c.
Developing job descriptions and job specifications
d.
Planning the job analysis
ANSWER:
c
39. In the context of job analysis methods and sources, which of the following statements is true of the work sampling
method?
a.
It requires a job analyst to determine the content and pace of a typical workday through continuous
observation.
b.
It requires a job analyst to attend to each detailed action throughout an entire work cycle.
c.
It assumes that employees can accurately analyze and communicate information about their jobs.
d.
It is particularly useful for routine and repetitive jobs.
ANSWER:
d
40. In the context of job analysis methods, which of the following is a difference between the observation method and the
interview method?
a.
The observation method is used to collect data about many jobs, while the interview method can only be used
to collect data about a single job.
b.
The observation method is used to analyze jobs with long work hours, while the interview method is used to
analyze jobs with short work hours.
c.
The observation method is best suited for repetitive jobs with short cycle times, while the interview method is
best suited for technical or complicated jobs.
d.
The observation method requires frequent communication between employees and managers, while the
interview method requires minimal communication between employees and managers.
ANSWER:
c
41. In the context of job analysis methods, which of the following is a disadvantage of the questionnaire or survey
method?
a.
The distribution of survey instruments to a large number of employees is an expensive process.
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b.
Collecting information about a large number of jobs through questionnaires is a time-consuming process.
c.
Survey instruments that are developed ahead of time fail to identify job factors relevant to employees and
managers.
d.
Employees may not accurately analyze and communicate information about their jobs.
ANSWER:
d
42. Which of the following statements is true of the Americans with Disabilities Act?
a.
It requires that organizations identify the essential job functions of a job.
b.
It establishes minimum wage, overtime, and child labor standards.
c.
It prohibits employers from discriminating against pregnant employees.
d.
It requires employers to provide a maximum of 12 weeks of unpaid leave to employees in certain situations.
ANSWER:
a
43. _____ identifies a job’s tasks, duties, and responsibilities.
a.
Organizational design
b.
A job description
c.
A job specification
d.
Organizational architecture
ANSWER:
b
44. _____ list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
a.
Job references
b.
Job descriptions
c.
Job specifications
d.
Job referrals
ANSWER:
c
45. Which of the following is typically the first section of a job description?
a.
The essential job functions and duties section
b.
The job specifications section
c.
The identification section
d.
The general summary section
ANSWER:
c
46. Job code and pay grade are job description components noted in the _____ section.
a.
job specifications
b.
essential job functions and duties
c.
general summary
d.
identification
ANSWER:
d
47. Which of the following sections of a job description is a concise statement of the typical responsibilities and
components that make the job different from others?
a.
The job specifications section
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b.
The essential job functions section
c.
The general summary section
d.
The identification section
ANSWER:
c
48. Which of the following sections of a job description includes the job title, department, reporting relationships,
location, and date of analysis?
a.
The job specification section
b.
The identification section
c.
The general summary section
d.
The disclaimers and approvals section
ANSWER:
b
49. A prospective candidate’s educational details are noted in the _____ section of a job description.
a.
job specifications
b.
job disclaimers
c.
general summary
d.
identification
ANSWER:
a
50. _____ flow directly from a job description and indicate what the job accomplishes and how performance is measured
in key areas of the job description.
a.
Job specifications
b.
Performance appraisals
c.
Disclaimers and approvals
d.
Performance standards
ANSWER:
d
51. About 60 percent of the labor force in the United States is female.
a.
True
b.
False
ANSWER:
False
52. The labor force participation rate is defined as the percentage of the population with a bachelor’s degree.
a.
True
b.
False
ANSWER:
False
53. A recent survey in the United States suggests that skill gaps exist in information technology, engineering, and
research/development.
a.
True
b.
False
ANSWER:
True
54. Ideally, when the work processes to be done in all jobs in an organization are combined, the total should equal the
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amount of work that the organization needs to have done.
a.
True
b.
False
ANSWER:
True
55. A job changes as the tasks, duties, and responsibilities involved in the job change over time.
a.
True
b.
False
ANSWER:
True
56. Workflow analysis is the study of the way work moves through an organization.
a.
True
b.
False
ANSWER:
True
57. Workflow analysis usually begins with the evaluation of the activities that lead to actual outputs.
a.
True
b.
False
ANSWER:
False
58. An integrated workflow analysis is likely to lead to better employee involvement, greater efficiency, and more
customer satisfaction.
a.
True
b.
False
ANSWER:
True
59. Problems such as hearing loss, backache, leg pain, stress, high blood pressure, general fatigue, sleeplessness, and heart
disease can sometimes be linked directly to job design.
a.
True
b.
False
ANSWER:
True
60. Contingent workers are full-time employees.
a.
True
b.
False
ANSWER:
False
61. Job enlargement is the process of increasing the depth of a job by adding responsibility for planning, organizing,
controlling, and/or evaluating the job.
a.
True
b.
False
ANSWER:
False
62. Giving employees flexibility to perform jobs as needed is an example of job enrichment.
a.
True
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b.
False
ANSWER:
True
63. Job rotation makes the workplace interesting to employees because they get the opportunity to perform in different
types of positions.
a.
True
b.
False
ANSWER:
True
64. The special-purpose team is formed to address specific problems, improve work processes, and enhance the overall
quality of products and services.
a.
True
b.
False
ANSWER:
True
65. Special-purpose teams are organizational entities that use regular internal decision-making processes.
a.
True
b.
False
ANSWER:
False
66. Virtual teams are composed of individuals who are separated geographically but linked by communications
technology.
a.
True
b.
False
ANSWER:
True
67. Telework means that employees perform their job duties remotely by using mobile devices, telecommunications,
electronic communications, and Internet technology.
a.
True
b.
False
ANSWER:
True
68. Shift differential is the additional pay that employees receive for working the evening or night shifts.
a.
True
b.
False
ANSWER:
True
69. A duty is a distinct, identifiable work activity composed of motions that employees perform.
a.
True
b.
False
ANSWER:
False
70. Responsibilities are the obligations that individuals have to perform certain tasks and duties within a job.
a.
True
b.
False
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ANSWER:
True
71. Competencies are individual capabilities that can be linked to enhanced performance by individuals or teams.
a.
True
b.
False
ANSWER:
True
72. Drafting job descriptions and job specifications is typically the first step in the job analysis process.
a.
True
b.
False
ANSWER:
False
73. Reviewing existing job documentation is typically the last step in the job analysis process.
a.
True
b.
False
ANSWER:
False
74. The work sampling method of job analysis allows a job analyst to determine the content and pace of a typical workday
through statistical sampling of certain actions rather than through continuous observation and timing of all actions.
a.
True
b.
False
ANSWER:
True
75. Triangulation means that two (or more) methods are used in a study to increase the validity of the results.
a.
True
b.
False
ANSWER:
True
76. The observation method of job analysis is best suited for nonrepetitive jobs.
a.
True
b.
False
ANSWER:
False
77. Functional job analysis uses a competency approach to job analysis, and a functional definition of what is done in a
job can be generated by examining the three components of data, people, and things.
a.
True
b.
False
ANSWER:
True
78. Marginal job functions are duties that are part of a job but are incidental or ancillary to the purpose and nature of the
job.
a.
True
b.
False
ANSWER:
True
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86. What is telework?
ANSWER:
Individuals who work at home or places other than an organization’s official worksite illustrate telework,
which means that employees perform their job duties remotely by using mobile devices, telecommunications,
79. A job description identifies a job’s tasks, duties, and responsibilities.
a.
True
b.
False
ANSWER:
True
80. Job specifications list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
a.
True
b.
False
ANSWER:
True
81. Define labor force participation rate.
ANSWER:
The labor force participation rate is defined as the percentage of the population working or seeking work.
82. Define workflow analysis.
ANSWER:
Workflow analysis is the study of the way work moves through an organization.
83. Define job design, and discuss why it is important.
ANSWER:
Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of
work. Job design is important for a number of reasons:
• Job design can influence performance in many different jobs, especially those jobs where employee
motivation can be influenced substantially by work factors so that performance improves.
• Job design can affect employees’ overall job satisfaction. Since people are more satisfied with certain
job elements than others, identifying what makes a “good” job becomes critical. In addition, lower
turnover and absenteeism are often associated with effective job design.
• Job design can impact both physical and mental health. Problems such as hearing loss, backache, leg
pain, stress, high blood pressure, and heart disease can sometimes be linked directly to job design.
84. Define a contingent worker.
ANSWER:
A contingent worker is someone who is not a full-time employee but is a temporary or freelance worker for a
specific period of time and type of work.
85. Define job enrichment. Give examples of job enrichment.
ANSWER:
Job enrichment involves increasing the depth of a job by adding responsibility for planning, organizing,
controlling, and/or evaluating the job. Some examples of job enrichment are as follows:
• Giving employees an entire job to complete rather than just a discrete part of the work to be performed
• Giving employees more flexibility to perform jobs as needed
• Increasing employees’ accountability for their work by reducing external control
• Expanding assignments for employees so that they can perform new tasks and develop special areas of
expertise
• Submitting feedback reports to employees rather than only to management
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rotation. Job simplification involves breaking a more complex job into relatively small subparts. Job
enlargement involves broadening the scope of a job by expanding the number of different tasks performed. Job
enrichment involves increasing the depth of a job by adding responsibility for planning, organizing,
electronic communications, and Internet technology.
87. Define flextime.
ANSWER:
In flextime, employees work a set number of hours a day but vary starting and ending times to get more
scheduling flexibility. In another variation on this theme, employees may work 30 minutes longer Monday
through Thursday, take short lunch breaks, and leave work at 1 p.m. or 2 p.m. on Friday.
88. Define job analysis.
ANSWER:
Job analysis is a systematic way of gathering and analyzing information about the content, context, and human
requirements of jobs.
89. What are performance standards?
ANSWER:
Performance standards indicate what a job accomplishes and how performance is measured in key areas of the
job description for that job. If employees know what is expected and how performance is to be measured, they
have a much better chance of performing satisfactorily.
90. Briefly explain the identification section of a job description.
ANSWER:
The identification section is the first part of a job description. It includes the job title, department, reporting
relationships, location, and date of analysis. Additional items commonly noted in the identification section are
job code, pay grade, exempt/nonexempt status under the Fair Labor Standards Act (FLSA), and the Equal
Employment Opportunity Commission (EEOC) classification (from the EEO-1 form).
91. Describe some of the important elements of the workforce profile in the United States.
ANSWER:
Participation rates help us understand which segments of the population are more likely to be in the labor
market in the future. Several variables—like age, generation status, employee skills, and individual readiness
for work—are important factors that determine the workforce profile.
• Generational groups and the aging workforce: Some common categories for generational groups are
as follows: Traditionalists, Baby Boomers, Generation X, Generation Y, and Generation Z.
• Skill gaps: Employees need certain skills to help them make valuable contributions to their employers.
Skill gaps occur when employers are not able to find applicants that have the necessary skills to
perform a job.
• Improving readiness for work: Partnerships among businesses, education providers, and government
are likely to ensure that workers have the appropriate knowledge and skills to perform jobs in an ever-
changing world.
92. Explain workflow analysis.
ANSWER:
Workflow analysis is the study of the way work moves through an organization. Such analysis usually begins
with an examination of the quantity and quality of the desired and actual outputs (goods and services), and
then the activities (tasks and jobs) that lead to the outputs are evaluated to see if they are achieving the desired
outputs. Finally, the inputs (people, material, information, data, equipment, etc.) must be assessed to determine
if they make the outputs and activities more effective and efficient.
93. Explain the common approaches to job design.
ANSWER:
Common approaches to job design include job simplification, job enlargement, job enrichment, and job
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professional psychometric practices. Analysts usually follow a multistep process, regardless of the specific job
controlling, and/or evaluating the job. Job rotation is the process of shifting a person from job to job.
94. How can employee concerns about the job analysis process be addressed?
ANSWER:
Employees may have concerns about the job analysis process. Some employees fear that an analysis of their
jobs will limit their creativity and flexibility by overly formalizing their duties. They may also be concerned
about pay deductions or even layoffs as a result of job analysis. However, having accurate, well-
communicated job descriptions can assist employees by clarifying their roles and the expectations within those
roles. One effective way to handle anxieties is to involve employees in the revision process so that there is
some employee input and ownership of the compiled information.
95. Discuss the roles of the different types of teams used in job design.
ANSWER:
Typically, a job is thought of as a series of activities that are performed by just one person. However, where
appropriate, jobs may be designed for teams to take advantage of the increased productivity, synergy, and
commitment that often follow such design efforts. For these reasons, a number of organizations assign jobs to
teams of employees instead of just assigning work to individuals.
The special-purpose team is formed to address specific problems, improve work processes, and enhance the
overall quality of products and services. Special-purpose teams are often a mixture of employees, supervisors,
and managers so that diverse perspectives can be provided.
The self-directed team is comprised of individuals who are assigned a cluster of tasks, duties, and
responsibilities to be accomplished. Unlike special-purpose teams, self-directed work teams become entities
that use regular internal decision-making processes.
The virtual team includes individuals who are separated geographically but who are linked by communications
technology. The success of virtual work teams depends on a number of factors, including training of team
members on virtual interaction, planning and managing virtual tasks and projects, and using technology to
enhance teamwork.
Global operations have resulted in the increasing use of virtual teams in a variety of organizations. Members
of these global teams seldom or never meet in person; instead, they “meet” electronically via web-based
systems.
96. Explain time flexibility and work scheduling.
ANSWER:
Considering different work schedules can be part of designing jobs; nonstandard schedules have been
developed for employees in various occupations. Organizations are using many work scheduling
arrangements, including shift work, the compressed workweek, part-time schedules, job sharing, and flextime.
A common work schedule design is shift work, which requires employees to work on various schedules that
function at different times throughout a workday. Many organizations need 24-hour coverage and therefore
may schedule three shifts per day, each eight hours long.
Another type of work schedule design is the compressed workweek, which involves accomplishing a full
week’s work in fewer than five days of eight working hours each. Compression usually results in more work
hours each day and fewer workdays each week, such as a four-day week with 10-hour days or a three-day
Part-time jobs are used when less than 40 hours per week are required for some workers to perform their work
Job sharing involves two employees performing the work of one full-time job.
scheduling flexibility. In another variation on this theme, employees may work 30 minutes longer Monday
through Thursday, take short lunch breaks, and leave work at 1 p.m. or 2 p.m. on Friday.
The process of job analysis must be conducted in a logical manner, following appropriate management and
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