人力资源管理 (3)

True/False Questions1. The way in which a firm competes has little relationship to the way it is structured andhow work tasks are organized.Answer: False Page: 144 LO: 1 Difficulty: EasyAACSB: 6 BT: Comprehension2. Workflow design is the process of analyzing the tasks necessary for the production of aproduct or service.Answer: True Page: 145 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge3. Work-flow design refers to the relatively stable and formal network of vertical andhorizontal interconnections among jobs that constitute the organization.Answer: False Page: 145 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge4. The final stage in the work-flow analysis is to identify the inputs used in thedevelopm ent of the work unit’s product.Answer: True Page: 148 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge5. Centralization refers to the degree to which work units are grouped based on functionalsimilarity or similarity of work flow.Answer: False Page: 150 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge6. Functional structures tend to be less flexible, but more innovative than divisionalstructures.Answer: False Page: 152 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge7. Divisional structures are most appropriate in stable, predictable environments where itis relatively easy to anticipate demands for resources and coordination requirements between jobs that are not consistent over time.Answer: False Page: 153 LO: 1 Difficulty: MediumAACSB: 6, 13 BT: Comprehension8. Job analysis refers to the process of getting detailed information about jobs.Answer: True Page: 158 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge9. Job evaluation is a performance appraisal that deals with getting information about howell each employee is performing.Answer: False Page: 159 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge10. A job description is a list of the knowledge, skills, abilities, and other characteristics thatan individual must have to perform the job.Answer: False Page: 159 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge11. KSAOs are characteristics about people that are not directly observable, but that can beidentified when individuals are carrying out the TDRs of the job.Answer: True Page: 160 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge12. Research has shown that there is greater agreement between supervisors andsubordinates when rating general job duties than when rating specific tasks.Answer: True Page: 160 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge13. Research has demonstrated that high performers give more accurate job analysisinformation than do low job performers.Answer: False Page: 160 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge14. Job context is not part of the Position Analysis Questionnaire (PAQ).Answer: False Page: 160 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge15. A disadvantage of the Position Analysis Questionnaire is that it requires employees tohave a college reading level.Answer: True Page: 162 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge16. The Fleishman Job Analysis System provides an accurate picture of the abilityrequirements of a job.Answer: True Page: 163 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge17. The Position Analysis Questionnaire is based on a taxonomy of 52 cognitive,psychomotor, physical, and sensory abilities.Answer: False Page: 163 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge18. Due to technological changes in the nature of work, global competition, and a shift fromstable, fixed manufacturing jobs to a more flexible, dynamic service-based economy, the Dictionary of Occupational Titles has been replaced by O*NET, the Occupational Information Network.Answer: True Page: 164 LO: 4 Difficulty: EasyAACSB: 6 BT: Knowledge19. Unlike the Dictionary of Occupational Titles, which described approximately 1,000occupations, O*NET lists some 12,000 jobs.Answer: False Page: 164 LO: 4 Difficulty: EasyAACSB: 6 BT: Knowledge20. Although we tend to view jobs as changing and evolving over time, jobs are static andstable.Answer: False Page: 165 LO: 4 Difficulty: MediumAACSB: 6 BT: Knowledge21. Job design is the process of defining the way work will be performed and the tasks thatwill be required in a given job.Answer: True Page: 166 LO: 5 Difficulty: EasyAACSB: 6 BT: Knowledge22. The mechanistic approach to job design has its roots in classical engineering.Answer: True Page: 167 LO: 5 Difficulty: EasyAACSB: 6 BT: Knowledge23. The motivational approach emerged as a reaction to mechanistic approaches to jobdesign.Answer: True Page: 167 LO: 5 Difficulty: EasyAACSB: 6 BT: Knowledge24. Job design interventions emphasizing the motivational approach tend to focus onincreasing the autonomy of jobs.Answer: False Page: 168 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge25. Whereas the biological approach to job design focuses on physical capabilities andlimitations, the perceptual-motor approach focuses on human mental capabilities and limitations.Answer: True Page: 170-171 LO: 5 Difficulty: EasyAACSB: 6 BT: Comprehension26. The choice of various job design approaches depends on the trade-off between theeffectiveness of jobs and the efficiency with which the jobs are performed.Answer: False Page: 173 LO: 6 Difficulty: MediumAACSB: 6 BT: Knowledge27. Jobs redesigned to increase their motivating potential result in higher costs in terms ofability requirements, training, and compensation.Answer: True Page: 173 LO: 6 Difficulty: MediumAACSB: 6 BT: KnowledgeMultiple Choice Questions28. An organization needs to create a fit between its organizational design and all of thefollowing exceptA) its environmentB) its products and servicesC) philosophyD) competitive strategyAnswer: B Page: 144 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge29. Which of the following statements is true regarding job design and job analysis?A) job design and job analysis have extensive overlapB) job analysis has had a more proactive orientationC) job design has had a passive orientationD) job design focuses on analyzing existing jobs to gather informationAnswer: A Page: 145 LO: 1 Difficulty: MediumAACSB: 6 BT: Comprehension30. Which of the following refers to the process of analyzing the tasks necessary for theproduction of a product or service prior to allocating and assigning the tasks toparticular job category or person?A) Job designB) Job analysisC) Job evaluationD) Workflow designAnswer: D Page: 145 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge31. _____ focuses on analyzing existing jobs to gather information for other humanresource management practices, whereas _____ focuses on redesigning existing jobs to make them more efficient or more motivating to jobholders.A) Job analysis; job designB) Job design; job analysisC) Job evaluation; workflow designD) Workflow design; job evaluationAnswer: A Page: 145 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge32. The ProMES system is most relevant to what part of workflow analysis?A) Analyzing work outputsB) Analyzing work processesC) Analyzing work inputsD) Analyzing work relationshipsAnswer: A Page: 147 LO: 1 Difficulty: MediumAACSB: 6 BT: Comprehension33. The _____ are the activities that members of a work unit engage in to produce a givenoutput.A) work outputsB) work analysesC) work inputsD) work processesAnswer: D Page: 148 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge34. The final stage of a workflow analysis is analyzing theA) work outputs.B) work inputs.C) work processes.D) work relationships.Answer: B Page: 148 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge35. Assume that you are writing a report for your class. You do not possess good writingskills, and because of this deficiency, your paper receives a grade of D. In which part of the workflow process was the deficiency?A) Raw material inputsB) EquipmentC) Human skillsD) ActivityAnswer: C Page: 148 LO: 1 Difficulty: HardAACSB: 6 BT: Application36. Research has shown that creating a good fit between the skills and values of employeesand _______ is a powerful determinate of organizational success.A) the environment in which they workB) their co-workersC) the culture of the departmentD) the tasks and mission they are assignedAnswer: D Page: 150 LO: 1 Difficulty: MediumAACSB: 6 BT: Comprehension37. When decision-making authority resides at the top of the organizational chart asopposed to being distributed throughout lower levels, an organization isA) divisional.B) mechanistic.C) centralized.D) decentralized.Answer: C Page: 150 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge38. What kind of a structure combines a work-flow departmentalization scheme withrelatively low levels of centralization?A) Mechanistic structureB) Divisional structureC) Functional structureD) Centralized structureAnswer: B Page: 153 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge39. Divisional structures are most appropriateA) when flexibility is required.B) when dealing with rapidly changing environments.C) in support of organizations that compete on differentiation.D) all of the above.Answer: D Page: 154 LO: 1 Difficulty: MediumAACSB: 6 BT: Comprehension40. Self-cannibalization is a concern of which one of the following structures?A) FunctionalB) DivisionalC) Project-basedD) Team-basedAnswer: B Page: 155 LO: 1 Difficulty: EasyAACSB: 6 BT: Comprehension41. Which of the following is not a job analysis method important to HR managers?A) RedesignB) SelectionC) Performance appraisalD) TrainingAnswer: A Page: 158 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge42. Identifying the most qualified applicants for employment refers toA) career planning.B) human resource planning.C) training.D) selection.Answer: D Page: 158 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge43. When job analysis information is used to judge the relative dollar value of each jobwithin an organization, this HR activity is termedA) performance evaluations.B) training and development.C) job evaluation.D) work redesign.Answer: C Page: 159 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge44. Which of the following is not a managerial benefit of job analysis?A) It provides managers with an understanding of the workflow processB) It enables managers to make more accurate hiring decisionsC) It provides an avenue for communicating policy information to employeesD) It enables managers to more accurately evaluate subordinates' performanceAnswer: C Page: 159 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension45. Which of the following refers to a list of the tasks, duties, and responsibilities that a jobentails?A) Job specificationB) Job descriptionC) Job analysisD) Job designAnswer: B Page: 159 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge46. Which of the following refers to the knowledge, skills, abilities, and othercharacteristics that an individual must have to perform the job?A) Job specificationB) Job descriptionC) Job analysisD) Job designAnswer: A Page: 160 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge47. A person's factual or procedural information that is necessary for successfullyperforming a task is calledA) knowledge.B) ability.C) skill.D) responsibility.Answer: C Page: 160 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge48. Job descriptions generally contain all but one of the following components. Name theexception.A) Job titleB) Essential dutiesC) Percentage of time spent on dutiesD) Pay levelAnswer: D Page: 160 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge49. Job analysis information usually is obtained fromA) coworkers and customers.B) job incumbents and coworkersC) customers and supervisors.D) job incumbents and supervisors.Answer: D Page: 161 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge50. Which of the following sources of job analysis information would most likely provideaccurate information regarding the time spent on various tasks?A) SupervisorsB) IncumbentsC) CustomersD) SubordinatesAnswer: B Page: 161 LO: 2 Difficulty: HardAACSB: 6 BT: Comprehension51. Which of the following sources of job analysis information would be the most likely toprovide accurate information regarding the importance of various tasks?A) SupervisorsB) IncumbentsC) CustomersD) SubordinatesAnswer: A Page: 161 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension52. Which of the following is not one of the methods for analyzing jobs in use today?A) Position Analysis QuestionnaireB) Task Analysis InventoryC) Dictionary of Occupational TitlesD) Fleishman Job Analysis SystemAnswer: C Page: 161 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge53. All but one of the following is true of the Position Analysis Questionnaire (PAQ). Namethe exception.A) It requires trained job analysts to complete itB) It is a standardized, off-the-shelf instrumentC) It describes specific task activities that comprise the actual jobD) It is a well-researched and widely used instrumentAnswer: C Page: 162 LO: 3 Difficulty: MediumAACSB: 6 BT: Comprehension54. Which of the following is not one of the six sections of the Position AnalysisQuestionnaire (PAQ)?A) Mental processesB) Data outputC) Work outputD) Job contextAnswer: B Page: 161-162 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge55. Which job analysis method entails rating the job in terms of the extent to which itrequires each of 52 cognitive, psychomotor, physical, and sensory abilities?A) Job Element MethodB) Task Analysis InventoryC) Fleishman Job Analysis MethodD) Position Analysis QuestionnaireAnswer: C Page: 163 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge56. Assume that you are thinking of developing a career planning system based on theabilities that are required in the jobs you are examining. Which job analysis method would be the most useful to you?A) Job Element MethodB) Task Analysis InventoryC) Fleishman Job Analysis MethodD) Position Analysis QuestionnaireAnswer: C Page: 163 LO: 3 Difficulty: HardAACSB: 6 BT: Application57. O*NETA) is a private job-listing index, which is provided at no cost to employees oremployersB) uses a common language that generalizes across jobs to describe the abilities, workstyles, work activities, and work context required for various occupations.C) provides descriptive information regarding over 12,000 jobs, as well as some of theskills and educational requirements of successful job incumbents.D) was designed to increase the efficiency of labor hoursAnswer: B Page: 164 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge58. Which one of the following is a source of error in the job analysis process?A) Job descriptions being outdatedB) Job descriptions being too descriptiveC) Job descriptions that are misrepresentativeD) Job descriptions being too broadAnswer: A Page: 165 LO: 4 Difficulty: MediumAACSB: 6 BT: Comprehension59. Which of the following refers to the process of defining the way work will be performedand the tasks that will be required in a given job?A) Job specificationB) Job evaluationC) Job analysisD) Job designAnswer: D Page: 166 LO: 5 Difficulty: EasyAACSB: 6 BT: Knowledge60. Which term refers to changing the tasks or the way work is performed in an existingjob?A) Job redesignB) Job engineeringC) Job reconfigurationD) Job designAnswer: A Page: 166 LO: 5 Difficulty: EasyAACSB: 6 BT: Knowledge61. Which of the following approaches to job design focuses on efficiency as the majoroutcome of interest?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: B Page: 167 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge62. Which of the following approaches to job design entails performing time-and-motionstudies?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: B Page: 167 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge63. Which of the following approaches to job design has its roots in the organizationalpsychology and management literatures?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: A Page: 169 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge64. Which of the following approaches to job design focuses on job satisfaction as themajor outcome of interest?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: A Page: 169 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge65. As a manager, you want to redesign a job because your most recent attitude surveyindicated that individuals were very bored with the monotony of their jobs. Which job design approach would be most helpful to you?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: A Page: 170 LO: 5 Difficulty: HardAACSB: 6 BT: Application66. According to the Job Characteristics Model, which of the following is not an outcome ofjobs high in the core job characteristics?A) Increased performance qualityB) Lower job complexityC) Increased job satisfactionD) Higher internal work motivationAnswer: B Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge67. Within the Job Characteristics Model, the degree to which the job allows an individualto make decisions about the way the work is carried out is calledA) task identity.B) task discretion.C) skill variety.D) autonomy.Answer: D Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge68. Which one of the following interventions would not be consistent with the motivationalapproach to job design?A) Self-managing work teamsB) Task specializationC) Job enrichmentD) Job enlargementAnswer: B Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Comprehension69. Within the Job Characteristics Model, the extent to which a person receives clearinformation about his or her performance from the job itself is termedA) autonomy.B) communication.C) feedback.D) task identity.Answer: C Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge70. Which one of the following is not among the three psychological states associated withthe Job Characteristics Model?A) Experienced meaningfulnessB) ResponsibilityC) Social interactionD) Knowledge of resultsAnswer: C Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge71. Adding more decision-making authority to a job to increase its motivational potential isknown asA) job enlargement.B) job rotation.C) job involvement.D) job enrichment.Answer: D Page: 170 LO: 5 Difficulty: EasyAACSB: 6 BT: Knowledge72. As a manager, you want to redesign a job to ensure that incumbents have fewer physicalailments, such as backaches and so on. Which job design approach would be mosthelpful to you?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: C Page: 170 LO: 5 Difficulty: HardAACSB: 6 BT: Application73. Which one of the following is concerned with examining the interface betweenindividual's physiological characteristics and the physical work environment?A) Task identityB) ErgonomicsC) Job analysisD) Task significanceAnswer: B Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge74. Which one of the following approaches to job design has roots in human-factotsliterature?A) Motivational approachB) Mechanistic approachC) Biological approachD) Perceptual-motor approachAnswer: D Page: 170 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge75. What term refers to the reduced attentive state that one might experience whensimultaneously interacting with multimedia?A) multitasking absenceB) task presenceC) multimedia taskingD) absence presenceAnswer: D Page: 171 LO: 5 Difficulty: MediumAACSB: 6 BT: Knowledge76. As a manager, you decide to design a job based on the principles of the motivationalapproach. Based on existing research, which of the following outcomes should you least expect?A) Increased job satisfactionB) Increased quality of productionC) Increased efficiency of productionD) Decreased absenteeismAnswer: C Page: 172 LO: 6 Difficulty: HardAACSB: 6 BT: Application77. As a manager, you decide to design a job based on the principles of the mechanisticapproach. Based on existing research, which of the following outcomes should you least expect?A) Increased job satisfactionB) Decreased skill requirementsC) Increased efficiency of productionD) Lower wage ratesAnswer: A Page: 172 LO: 6 Difficulty: HardAACSB: 6 BT: Application78. As a manager, you decide to design a job based on the principles of the biologicalapproach. Based on the existing research, which of the following outcomes should you most expect?A) Increased physical effortB) Decreased skill requirementsC) High financial costs from changes in equipment or the job environmentD) Lower wage ratesAnswer: C Page: 172 LO: 6 Difficulty: HardAACSB: 6 BT: Application79. As a manager, you decide to design a job based on the principles of theperceptual-motor approach. Based on existing research, which of the followingoutcomes should you most expect?A) Increased job motivationB) Increased skill requirementsC) Increased absenteeismD) Higher wage ratesAnswer: C Page: 172 LO: 6 Difficulty: HardAACSB: 6 BT: ApplicationEssay Questions80. Name and discuss the nature of the steps in a workflow analysis.Page: 146-148 LO: 1 Difficulty: MediumAACSB: 6 BT: AnalysisAnswer:∙Workflow analysis has three major steps: analyzing work outputs, analyzing work processes, and analyzing work inputs.∙Work outputs—Every work unit seeks to produce some output that others can use.An output is the product of a work unit and is often an identifiable thing, such as acompleted purchase order, an employment test, or services. The process begins byidentifying these work unit outputs and specifying the standards for the quantity orquality of these outputs.∙Work processes—Once the outputs of the work unit have been identified, it is possible to examine the work processes used to generate the output. The workprocesses are the activities that members of the work unit engage in to produceoutput. Every process consists of operating procedures that specify how thingsshould be done at each stage of the development of the product. These proceduresinclude all the tasks that must be performed in the production of the output. Thetasks are usually broken down into those performed by each person in the work unit.∙Work inputs—The final stage in workflow analysis to identify the inputs used in the development of the work unit's product. These inputs include raw materials,equipment, and human skills. Raw materials consist of the materials that will beconverted into the work unit's product. Equipment refers to the technology andmachinery necessary to transform the raw materials into the product. Human skillsinclude the knowledge, skills, and abilities needed to produce the outputs. Adeficiency in any one of the three components will result in a flawed product.81. Based on a workflow analysis, describe the major differences between how tasks aregrouped into jobs at a fast-food restaurant and those at a five-star restaurant. Which job design approach do you see predominating in each?Page: 146-148 LO: 1 Difficulty: MediumAACSB: 6 BT: AnalysisAnswer:1.Fast food—Each job is very specialized with few tasks, each of which is specifiedthrough standard operational procedures. This is based on a mechanistic approach tojob design.2.Five-star—Each job has broader task requirements, and an individual has greaterresponsibility for completing a whole piece of work. This is closer to a motivationalapproach to job design.82. Compare the functional structure to that of the divisional structure, including the natureof their design, their respective advantages and disadvantages, and the types ofenvironments in which they might best be used.Page: 152-157 LO: 1 Difficulty: HardAACSB: 6, 13 BT: AnalysisAnswer:∙Design: As the name implies, a functional structure employs a functional departmentation scheme with relatively high levels of centralization, while thedivisional structure combines a workflow departmentation scheme with relativelylow levels of centralization. Units within the divisional structure act almost likeseparate, self-sufficient, semi-autonomous organizations.∙Advantages and disadvantages: Functional structures are very efficient, with little redundancy across units and provide little opportunity for self-cannibalization.However, these structures tend to be inflexible and insensitive to subtle differencesacross products, regions, or clients. Alternatively, because of their workflow focus,their semi-autonomous nature, and their proximity to a homogeneous consumerbase, divisional structures tend to be more flexible and innovative. They can detectand exploit opportunities in their respective consumer base faster than the morecentralized functionally structured organizations. In addition, the perceivedautonomy that goes along with these structures means that most employees preferthem and feel they are more fairly treated than when they are subject to centralizeddecision-making structures. However, on the downside, divisional structures are not very efficient because of the redundancy associated with each group carrying itsown functional specialists. Also, divisional structures can “self-cannibalize” if thegains achieved in one unit come at the expense of another unit.∙Environments: Functional structures are most appropriate in stable, predictable environments, where demand for resources can be well anticipated and coordination requirements between jobs can be refined and standardized over consistentrepetition of activity. This type of structure also helps support organizations thatcompete on cost. Divisional structures are most appropriate in unstable,unpredictable environments, where it is difficult to anticipate demands for resources, and coordination requirements between jobs are not consistent over time. This typeof structure also helps support organizations that compete on differentiation orinnovation.83. Job analysis is important to HR managers because information gathered in job analysisis used in so many HR activities/functions. Describe how job analysis information is used in four different HR activities/functions.Page: 158-159 LO: 2 Difficulty: Hard。