CHAPTER 14—JOBS AND THE DESIGN OF WORK

MULTIPLE CHOICE

1. An organizational position is defined as:a.an employee's specific work and task activities in an organizationb.a job in relation to other parts of the organizationc.the specific role and expectations with respect to a given jobd.the title given to a certain level within an organization such as vice president

ANS: B PTS: 1 DIF: Easy REF: p. 229OBJ: 1 NAT: AACSB Reflective Thinking | Group DynamicsTOP: Work in Organizations MSC: BLOOMS Level I Knowledge

2. Effortful, productive activity that results in a product or a service defines:a.role outcomesb.role expectationsc.a jobd.work

ANS: D PTS: 1 DIF: Easy REF: p. 229OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Work in Organizations MSC: BLOOMS Level II Comprehension

3. A job is defined as:a.a sequence of experiencesb.effortful, productive activityc.an activity where value comes from performanced.specific work and task activities

ANS: D PTS: 1 DIF: Moderate REF: p. 229

OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Work in Organizations MSC: BLOOMS Level I Knowledge

4. According to research on the meaning of work:a.pattern F people view work least favorablyb.the United States has the largest percentage of people in the pattern F categoryc.in the Netherlands, work is defined least positivelyd.Japan tends to have the lowest percentage of pattern A persons

ANS: A PTS: 1 DIF: Hard REF: p. 230OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: The Meaning of Work MSC: BLOOMS Level II Comprehension

5. While there are differences in the meaning of work among countries, similarities appear to exist in:a.job enrichment and satisfactionb.determinants of job involvementc.two common work dimensions: work content and job contextd.two common motivators: positive feedback and valued rewards

ANS: C PTS: 1 DIF: Easy REF: p. 230OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: The Meaning of Work MSC: BLOOMS Level IV Analysis

6. The basic building blocks of an organization are:a.authority-responsibility relationshipsb.integration and differentiationc.power and influenced.jobs

ANS: D PTS: 1 DIF: Moderate REF: p. 230OBJ: 1 NAT: AACSB Reflective Thinking | Individual Dynamics

TOP: Jobs in Organizations MSC: BLOOMS Level I Knowledge

7. The process of subdividing and departmentalizing an organization is _____; whereas, _____ is the process of linking jobs and departments into a cohesive whole.a.differentiation; authorityb.organizing; controllingc.differentiation; integrationd.job design; performance

ANS: C PTS: 1 DIF: Moderate REF: p. 230OBJ: 1 NAT: AACSB Reflective Thinking | Group DynamicsTOP: Jobs in Organizations MSC: BLOOMS Level I Knowledge

8. Contrary to the famous statement made by Harold Geneen, former Chairman of ITT, "If I had enough arms and legs and time, I'd do it all myself," all organizations must divide work. This quote reflects the understanding that jobs result from:a.integrationb.differentiationc.goal settingd.specialization

ANS: B PTS: 1 DIF: Moderate REF: p. 231OBJ: 1 NAT: AACSB Analytic | Individual DynamicsTOP: Jobs in Organizations MSC: BLOOMS Level IV Analysis

9. The process of connecting jobs and departments into a coordinated, cohesive whole is known as:a.structuringb.lines of authorityc.differentiationd.integration

ANS: D PTS: 1 DIF: Moderate REF: p. 231OBJ: 1 NAT: AACSB Reflective Thinking | Group DynamicsTOP: Jobs in Organizations MSC: BLOOMS Level I Knowledge

10. All of the following are approaches to job design that have been developed over the past century except:a.roboticsb.scientific managementc.job enrichmentd.job characteristics theory

ANS: A PTS: 1 DIF: Easy REF: p. 231-233OBJ: 2 NAT: AACSB Reflective Thinking | Group DynamicsTOP: Traditional Approaches to Job DesignMSC: BLOOMS Level I Knowledge

11. Job enlargement was developed to overcome the problem of:a.complexity associated with job enrichmentb.job ambiguity associated with the Job Characteristics Modelc.boredom associated with scientific management's approach to jobsd.motivation associated with a lack of job rotation

ANS: C PTS: 1 DIF: Moderate REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level I Knowledge

12. The standardization and the narrow, explicit specification of task activities for workers defines:a.the job descriptionb.work simplificationc.job enlargementd.

production efficiency

ANS: B PTS: 1 DIF: Easy REF: p. 231OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level I Knowledge

13. According to Frederick Taylor, the role of management and the industrial engineer is to:a.provide the strategic direction of the organizationb.set appropriate strategic and financial goals for the organizationc.insure that the organization adds economic valued.calibrate and define each task carefully

ANS: D PTS: 1 DIF: Moderate REF: p. 231OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level II Comprehension

14. According to Frederick Taylor, the role of the worker is to:a.support the goals of the organizationb.provide the necessary effort required in the exchange relationshipc.act as an agent on behalf of the principald.execute the task

ANS: D PTS: 1 DIF: Easy REF: p. 231OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level I Knowledge

15. Which of the following is an argument used to support the standardized job approach of scientific management in the early days of the American industrial revolution?a.Job clarity led to more satisfied workers.b.Workers were basically lazy and not prone to self-motivation.c.Workers needed the clarity of jobs provided during this period of time given the

complexity of the work.d.Simplifying work allowed workers of diverse ethnic backgrounds to work together in a systematic way.

ANS: D PTS: 1 DIF: Moderate REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management (Work Simplification)MSC: BLOOMS Level II Comprehension

16. Scientific management includes all of the following elements except:a.the integration of management and work such that workers had to exercise self-managementb.differential piece rate payment systemsc.work simplificationd.scientific selection and job placement of workers

ANS: A PTS: 1 DIF: Moderate REF: p. 231-232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level I Knowledge

17. A shortcoming of work simplification is that:a.it doesn't bring about a close match of worker capabilities and demands of the jobb.it removes or reduces managerial authority of supervisorsc.it undervalues the human capacity for thought and creativityd.it only works in manufacturing settings

ANS: C PTS: 1 DIF: Hard REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management (Work Simplification)MSC: BLOOMS Level II Comprehension

18. Scientific management focuses primarily on:a.

work simplificationb.definition of management authorityc.worker training for increased job responsibilitiesd.standard hour wage payment systems

ANS: A PTS: 1 DIF: Easy REF: p. 231OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level II Comprehension

19. Mass production jobs:a.tend to be nonrepetitiveb.require minimal or surface mental attentionc.are self-pacedd.require craftsman level skills

ANS: B PTS: 1 DIF: Moderate REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level I Knowledge

20. The problem of overspecialization has been addressed by:a.increasing the variety in jobsb.increasing participationc.increasing authority at lower levelsd.a renewed emphasis on integration

ANS: A PTS: 1 DIF: Moderate REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level I Knowledge

21. As an office manager, you are trying to find ways to enlarge or expand several clerical jobs that you supervise. One approach is to:a.reschedule work into a flextime arrangement

b.rotate employees among several positionsc.increase the number of clerical tasks or duties performed by each individuald.more effectively match worker skills to job requirements

ANS: C PTS: 1 DIF: Moderate REF: p. 232OBJ: 2 NAT: AACSB Analytic | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level III Application

22. Job rotation and cross training are variations of:a.job enrichmentb.job enlargementc.specializationd.work specialization

ANS: B PTS: 1 DIF: Moderate REF: p. 232-233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level II Comprehension

23. Both job enrichment and job enlargement were intended to increase:a.the productivity of employeesb.the commitment of employees to their job and workc.the involvement with employee's workd.job satisfaction for employees

ANS: D PTS: 1 DIF: Hard REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level II Comprehension

24. The job design method aimed at increasing the motivational factors in a job is called:a.

job enrichmentb.job enlargementc.job rotationd.cross-training

ANS: A PTS: 1 DIF: Easy REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level I Knowledge

25. Job enrichment is based on:a.McClelland's power motiveb.Vroom's expectancy model of motivationc.Maslow's need for esteemd.Herzberg's two-factor motivation theory

ANS: D PTS: 1 DIF: Easy REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level I Knowledge

26. A significant difference between job enlargement and job enrichment is that:a.enlargement has a minimal impact on employee motivationb.enrichment vertically loads a job whereas enlargement horizontally loads a jobc.enrichment can only be successful with supervisory retrainingd.enlargement empowers employees while enrichment does not

ANS: B PTS: 1 DIF: Moderate REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level II Comprehension

27. When a secretarial employee is given the responsibility and authority to handle certain types of correspondence, the job has been:a.

enrichedb.enlargedc.horizontally loadedd.rotated

ANS: A PTS: 1 DIF: Moderate REF: p. 233OBJ: 2 NAT: AACSB Analytic | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level III Application

28. A problem with job enrichment as a strategy for work design is:a.the overemphasis on individual differencesb.that it is based on a complex motivational theoryc.that increasing variety has its motivational limitsd.that it is based on an oversimplified motivational theory

ANS: D PTS: 1 DIF: Moderate REF: p. 233OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Enrichment MSC: BLOOMS Level I Knowledge

29. A major difference between the job characteristics theory and earlier approaches to job design is:a.earlier approaches differentiated among individualsb.the job characteristic theory is a universal approach to the design of workc.the job characteristic theory emphasizes the interaction between the individual and attributes of the jobd.the manner in which work was defined

ANS: C PTS: 1 DIF: Moderate REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level IVAnalysis

30. The Job Characteristics Model is a/an:

a.job enrichment approach to job designb.person-job fit approach to job design and employee job placementc.task specification approach to job designd.individual abilities approach to job design

ANS: B PTS: 1 DIF: Moderate REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level IV Analysis

31. The JDS refers to:a.job design satisfactionb.the survey instrument used to measure the elements in the Job Characteristics Modelc.the job design survey used to measure the degree of satisfaction with the job due to redesign efforts consistent with the job characteristics theoryd.job enrichment, design of job, and satisfaction with the job

ANS: B PTS: 1 DIF: Moderate REF: p. 234OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

32. The degree to which a job entails completion of a whole task or complete sequence of tasks is:a.autonomyb.task significancec.skill varietyd.task identity

ANS: D PTS: 1 DIF: Moderate REF: p. 235OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics Theory (Five Core Characteristics)

MSC: BLOOMS Level II Comprehension

33. Enlarging a job is most closely associated with which of the following core job characteristics?a.task significanceb.job autonomyc.task identityd.skill variety

ANS: D PTS: 1 DIF: Hard REF: p. 235OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics Theory (Five Core Characteristics)MSC: BLOOMS Level II Comprehension

34. Selecting the textbook, formulating course objectives, specifying course requirements, determining instructional methods, preparing exams, and evaluating student performance provide the college professor with:a.skill heterogeneityb.task specificityc.autonomyd.feedback

ANS: C PTS: 1 DIF: Hard REF: p. 234-235OBJ: 2 NAT: AACSB Analytic | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics Theory (Five Core Job Characteristics)MSC: BLOOMS Level III Applicaiton

35. People whose jobs are high on the five core dimensions are generally:a.managersb.those with high growth need strengthc.those that have been reengineeredd.

more motivated, more satisfied, and more productive than others

ANS: DSee also Figure 14.1.

PTS: 1 DIF: Moderate REF: p. 234 OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

36. According to a recent study conducted in Egypt aimed at the disaggregation of the work autonomy component of job design theory, results indicated which of the following were three facets of work autonomy?a.work method, schedule, and criteria autonomyb.skill variety, task identity, and task significancec.work complexity, time constraints, and outcome measurementd.none of these

ANS: A PTS: 1 DIF: Hard REF: p. 234-235OBJ: 2 NAT: AACSB Diversity | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

37. When engaged in their work, people employ and express themselves:a.physicallyb.cognitivelyc.emotionallyd.all of these

ANS: D PTS: 1 DIF: Easy REF: p. 235OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Engagement MSC: BLOOMS Level I Knowledge

38. The harnessing of organizational members to their work roles is known as:a.task identity

b.job involvementc.job commitmentd.engagement

ANS: D PTS: 1 DIF: Easy REF: p. 235OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Engagement MSC: BLOOMS Level I Knowledge

39. Which of the following is NOT a basic premise of the social information processing model and the interpersonal aspects of work design?a.Other people help us judge what is important in our jobs.b.Other people tell us how they see our jobs.c.Other people's positive and negative feedback helps us understand our feelings about our jobs.d.Other people's reactions to our job-related behaviors provide us with important cognitive cues as to determine whether we fit the overall culture.

ANS: D PTS: 1 DIF: Moderate REF: p. 236OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Social Information Processing MSC: BLOOMS Level II Comprehension

40. Research on the social information processing view of job design supports the view that:a.while objective task complexity may be a motivator, social interaction may be an important additional source of motivationb.group pressure as being more important in the definition of task complexity than a objective measurec.daydreaming is more important than objective task complexity as being an additional motivatord.an objective probability estimate is still the best estimate of a task's difficulty and consequently a good indicator of the potential motivational properties of a task

ANS: A PTS: 1 DIF: Moderate REF: p. 236OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Social Information Processing MSC: BLOOMS Level II Comprehension

41. Ergonomics is used in the _____ approach to job designs.a.biologicalb.mechanisticc.perceptual/motord.motivational

ANS: C PTS: 1 DIF: Moderate REF: p. 237OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level I Knowledge

42. The interdisciplinary approach to job design by Michael Campion and Paul Thayer does not emphasize social aspects of the work environment because:a.social dimensions are too difficult to measure accuratelyb.social dimensions have not been able to predict very accurately how individuals respond to job characteristicsc.no one approach can solve all performance problems caused by poorly designed jobsd.poorly designed jobs need a biological approach and the emphasis on the physical aspect of the job

ANS: C PTS: 1 DIF: Easy REF: p. 236OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

43. The mechanistic and motivational approaches to job design are most similar to:a.job enlargement and the Job Characteristics Model, respectivelyb.

scientific management's work simplification and social information processing approaches to job design, respectivelyc.scientific management's work simplification and the Job Characteristics Model, respectivelyd.scientific management's work simplification and the Job Enrichment Model, respectively

ANS: C PTS: 1 DIF: Hard REF: p. 236-237OBJ: 3NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level IV Analysis

44. The interdisciplinary approach to job design emphasizing the person's interaction with physical aspects of the work environment and concern with physical exertion is the:a.biological approachb.mechanistic approachc.perceptual/motor approachd.motivational approach

ANS: A PTS: 1 DIF: Moderate REF: p. 237OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

45. An analysis of medical claims at Chaparral Steel Co. identified lower back problems as the most common problem experienced by steelworkers and managers alike. The interdisciplinary approach most appropriate for this problem would be:a.mechanisticb.biologicalc.perceptual/motord.motivational

ANS: B PTS: 1 DIF: Moderate REF: p. 237OBJ: 3 NAT: AACSB Analytic | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level III Application

46. Within the interdisciplinary approach to job design, the motivational approach is grounded in:a.developmental psychologyb.sociologyc.social psychologyd.industrial psychology

ANS: DSee also Table 14.2.

PTS: 1 DIF: Moderate REF: p. 237 OBJ: 3NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level I Knowledge

47. Lower job satisfaction, motivation, and higher absenteeism will be negative outcomes that should be anticipated with which one of the following interdisciplinary approaches to job design?a.perceptual/motor approachb.biological approachc.motivational approachd.mechanistic approach

ANS: DSee also Table 14.2.

PTS: 1 DIF: Easy REF: p. 237 OBJ: 3NAT: AACSB Analytic | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

48. All of the following are important components or approaches to the interdisciplinary approach to job design except:a.social aspects of the work environmentb.biological aspects of the work environmentc.mechanistic approachd.motivational approach

ANS: ASee also Table 14.2.

PTS: 1 DIF: Moderate REF: p. 237 OBJ: 3NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level I Knowledge

49. The sociotechnical system gives:a.equal attention to technical and social considerations in job designb.technology and engineering the most weight in job design decisionsc.human considerations the most importance in job design decisionsd.industrial efficiency the greatest weight and is used most often in Scandinavia

ANS: A PTS: 1 DIF: Moderate REF: p. 238OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level II Comprehension

50. A negative outcome of the mechanistic approach to job design is:a.higher absenteeismb.greater chance of errorsc.greater chance of mental overload and stressd.significantly greater financial resources required

ANS: ASee also Table 14.2.

PTS: 1 DIF: Moderate REF: p. 237 OBJ: 3NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level I Knowledge

51. The anthropocentric job design approach places:a.engineering considerations first in specifying job tasksb.emphasis on union-management cooperation in designing jobsc.emphasis on individual worker skillsd.human considerations at the center of job design decision

ANS: D PTS: 1 DIF: Moderate REF: p. 238OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level II Comprehension

52. In the design of jobs and work organizations, Germans:a.emphasize personal identity and social benefits of workb.value hierarchy and authority relationshipsc.focus on collectivismd.strongly endorse unionism

ANS: B PTS: 1 DIF: Hard REF: p. 238OBJ: 3 NAT: AACSB Diversity | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level I Knowledge

53. If you were to redesign jobs to increase the health and well-being of your workforce, similar to Scandinavian concerns, which of the following set of job characteristics would be the most beneficial?a.increase worker control, job enlargement, and job enrichmentb.reduce worker uncertainty, increase worker control, and job enlargement

c.reduce worker uncertainty, increase worker control, and manage conflictd.increase pay, reduce worker uncertainty, and job enlargement

ANS: C PTS: 1 DIF: Moderate REF: p. 238-239OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level IV Analysis

54. Which of the following statements regarding telecommuting is most accurate?a.Telecommuting is neither a cure-all nor a universally feasible alternative.b.The Real World feature describing job sharing and flexibility at Baxter Export Corp. used telecommuting extensively.c.Many telecommuters have not felt a sense of social isolation as frequently predicted.d.Telecommuting does not have the potential to create sweatshops of the 21st century.

ANS: A PTS: 1 DIF: Moderate REF: p. 241OBJ: 4 NAT: AACSB Technology | Information TechnologiesTOP: Telecommuting MSC: BLOOMS Level I Knowledge

55. An alternative work arrangement in which employees must be present to perform job duties during a required core time but starting and ending work times can vary is:a.job sharingb.compressed workweek schedulingc.task restructuringd.flextime

ANS: D PTS: 1 DIF: Moderate REF: p. 241-242OBJ: 4NAT: AACSB Reflective Thinking | Individual Dynamics | Information Technologies

TOP: Alternative Work Patterns MSC: BLOOMS Level II Comprehension

56. The J.A. Counter & Associates firm has implemented a ROWEing work environment which is a reflection of:a.job sharingb.the four day work weekc.flextimed.telecommuting

ANS: C PTS: 1 DIF: Moderate REF: p. 242OBJ: 4 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Alternative Work Patterns | Hot Trend: RoweMSC: BLOOMS Level I Knowledge

57. Which of the following IS NOT a key to the successful execution of a ROWE?a.360 degree evaluationsb.set measurable goalsc.eradicate toxic languaged.leaders set positive examples

ANS: A PTS: 1 DIF: Moderate REF: p. 242OBJ: 4 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Alternative Work Patterns | Hot Trend: RoweMSC: BLOOMS Level II Comprehension

58. Employees may experience technostress when:a.flextime is usedb.electronic performance monitoring is usedc.job tasks are certaind.job enrichment is successful

ANS: B PTS: 1 DIF: Moderate REF: p. 242OBJ: 4 NAT: AACSB Technology | Information TechnologiesTOP: Technology at Work MSC: BLOOMS Level II Comprehension

59. A mobile platform of computer, telecommunication, and information technology and services is called:a.a networkb.a virtual officec.flexible technologyd.an intranet

ANS: B PTS: 1 DIF: Easy REF: p. 242OBJ: 4 NAT: AACSB Technology | Information TechnologiesTOP: Technology at Work MSC: BLOOMS Level I Knowledge

60. The following are guidelines which can help make electronic workplace monitoring of performance less distressful except:a.using performance records to improve performanceb.having employees participate in the introduction of workplace monitoringc.using state-of-the-art monitoring equipmentd.insuring performance are perceived as fair

ANS: C PTS: 1 DIF: Easy REF: p. 242-243OBJ: 4 NAT: AACSB Technology | Information TechnologiesTOP: Technology at Work MSC: BLOOMS Level II Comprehension

TRUE/FALSE

1. Work is meaningful only when someone is paid for performing job tasks.

ANS: FWork is meaningful because through work people become securely attached to reality and securely connected in human relationships.

PTS: 1 DIF: Moderate REF: p. 229 OBJ: 1NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Work in

OrganizationsMSC: BLOOMS Level I Knowledge

2. The meaning of work is the way a person interprets and understands the value of work as part of life.

ANS: T PTS: 1 DIF: Easy REF: p. 229OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: The Meaning of Work MSC: BLOOMS Level I Knowledge

3. Job context is determined by the amount of responsibility in the job.

ANS: FJob content is determined by the amount of responsibility in the job.

PTS: 1 DIF: Moderate REF: p. 230 OBJ: 1NAT: AACSB Reflective Thinking | Group Dynamics TOP: Jobs in OrganizationsMSC: BLOOMS Level II Comprehension

4. Jobs in an assembly line manufacturing operation are highly interdependent.

ANS: T PTS: 1 DIF: Moderate REF: p. 231OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Jobs in Organizations MSC: BLOOMS Level I Knowledge

5. A fundamental limitation of scientific management is that it undervalues the human capacity for thought and ingenuity.

ANS: T PTS: 1 DIF: Moderate REF: p. 231-232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level II Comprehension

6. Scientific management involves enriching job tasks and demands.

ANS: FScientific management involves work simplification, the standardization and narrow, explicit specification of task activities.

PTS: 1 DIF: Easy REF: p. 231-232 OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Scientific ManagementMSC: BLOOMS Level II Comprehension

7. W. Edward Deming founded and developed scientific management.

ANS: FFrederick Taylor founded and developed scientific management.

PTS: 1 DIF: Easy REF: p. 231 OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Scientific ManagementMSC: BLOOMS Level I Knowledge

8. Job enlargement proposes to overcome the limitations of overspecialized work, such as boredom.

ANS: T PTS: 1 DIF: Easy REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level I Knowledge

9. Job rotation and cross-training are variations of job enrichment.

ANS: FJob rotation and cross-training are variations of job enlargement.

PTS: 1 DIF: Moderate REF: p. 232 OBJ: 2NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level II Comprehension

10. Herzberg suggested that only certain jobs should be enriched and that the first step is to select the jobs appropriate for job enrichment.

ANS: T PTS: 1 DIF: Moderate REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level I Knowledge

11. The Job Characteristics Model generally takes a person-job fit approach to the design of work.

ANS: T PTS: 1 DIF: Easy REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level I Knowledge

12. Task significance in the Job Characteristics Model is the degree to which one's job requires completion of a whole task.

ANS: FTask identity in the Job Characteristics Model is the degree to which one's job requires completion of a whole task.

PTS: 1 DIF: Moderate REF: p. 235 OBJ: 2

NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics Theory | Five Core CharacteristicsMSC: BLOOMS Level II Comprehension

13. Jobs that exhibit skill variety, task identity and significance, autonomy, and experience feedback are more likely to be satisfying.

ANS: T PTS: 1 DIF: Easy REF: p. 235OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics Theory | Five Core CharacteristicsMSC: BLOOMS Level II Comprehension

14. Work schedule has been found to be a separate facet of work autonomy.

ANS: T PTS: 1 DIF: Easy REF: p. 235OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: LOOMS Level I Knowledge

15. The harnessing of organizational members to their work roles is called psychological connection.

ANS: FThe harnessing of organizational members to their work roles is called engagement.

PTS: 1 DIF: Moderate REF: p. 235 OBJ: 3NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

16. A person’s response to job characteristics and work design is equally as important as the design of the work.

ANS: T PTS: 1 DIF: Moderate REF: p. 235OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level I Knowledge

17. The social information processing model emphasizes objective core job characteristics.

ANS: FThe traditional approaches to the design of work emphasize objective core job characteristics.

PTS: 1 DIF: Moderate REF: p. 236 OBJ: 3NAT: AACSB Reflective Thinking | Individual Dynamics

TOP: Social Information Processing MSC: BLOOMS Level II Comprehension

18. The interdisciplinary perceptual/motor approach is more relevant to managerial, administrative, and custodial jobs.

ANS: FThe interdisciplinary perceptual/motor approach is more relevant to technical work, such as keyboard operations and data entry jobs that tax a person’s concentration and attention, than to managerial, administrative, and custodial jobs which are less likely to strain concentration and attention.

PTS: 1 DIF: Moderate REF: p. 237 OBJ: 3NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

19. The biological approach to job design emphasizes the job incumbent's interaction with physical aspects of work.

ANS: T PTS: 1 DIF: Easy REF: p. 237OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level I Knowledge

20. Mechanistic and perceptual/motor approaches to job design result in higher personnel utilization levels.

ANS: T PTS: 1 DIF: Hard REF: p. 237OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

21. In defining work, the Japanese emphasize the positive effect, personal identity, and social benefits.

ANS: FIn defining work, the Japanese emphasize performance, accountability, and other- or self-directedness.

PTS: 1 DIF: Moderate REF: p. 238 OBJ: 3NAT: AACSB Diversity | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level II Comprehension

22. The anthropocentric approach places human considerations at the center of job design decisions.

ANS: T PTS: 1 DIF: Easy REF: p. 238OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level I Knowledge

23. Work design and well-being include increasing worker control and managing conflict and task/job demands.

ANS: T PTS: 1 DIF: Moderate REF: p. 240OBJ: 4 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Work Design and Well-Being MSC: BLOOMS Level I Knowledge

24. Telecommuting has been around since the 1970s.

ANS: T PTS: 1 DIF: Easy REF: p. 240OBJ: 4 NAT: AACSB Technology | Individual DynamicsTOP: Work Design and Well-Being MSC: BLOOMS Level I Knowledge

25. The use of blogs may be a source of technostress.

ANS: T PTS: 1 DIF: Easy REF: p. 241OBJ: 4 NAT: AACSB Technology | Individual DynamicsTOP: Alternative Work Patterns MSC: BLOOMS Level I Knowledge

MATCHING

Match the following:a.A designated set of tasks and work activities.b.Purposeful activity in manufacturing a product or providing a service.c.Detailed task specification and narrow job scope.d.Vertical and horizontal job expansion.e.A job design strategy requiring cross-training.

1. Work

2. Job enrichment

3. Job rotation

4. Job

5. Work simplification

1. ANS: B PTS: 1 DIF: Easy REF: p. 229OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Work in Organizations MSC: BLOOMS Level I Knowledge

2. ANS: D PTS: 1 DIF: Easy REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement MSC: BLOOMS Level I Knowledge

3. ANS: E PTS: 1 DIF: Easy REF: p. 232OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enlargement/Job Rotation MSC: BLOOMS Level I Knowledge

4. ANS: A PTS: 1 DIF: Easy REF: p. 229OBJ: 1 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Work in Organizations MSC: BLOOMS Level I Knowledge

5. ANS: C PTS: 1 DIF: Easy REF: p. 231OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Scientific Management MSC: BLOOMS Level I Knowledge

Match the following:a.Completion of whole task.b.Use of multiple skills and performance of different activities.c.Discretion and freedom in performance of job tasks.d.Information about job performance.e.Importance of job to organization.

6. Feedback

7. Task significance

8. Task identity

9. Autonomy

10. Skill variety

6. ANS: D PTS: 1 DIF: Moderate REF: p. 234

OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

7. ANS: E PTS: 1 DIF: Moderate REF: p. 234OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

8. ANS: A PTS: 1 DIF: Moderate REF: p. 234OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

9. ANS: C PTS: 1 DIF: Moderate REF: p. 234OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

10. ANS: B PTS: 1 DIF: Moderate REF: p. 234OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Motivation ConceptsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

Match the following:a.Measures of core job characteristics.b.Desire to grow and fully develop one's abilities.c.Good feeling about one's job.d.Job importance factors determined in part by social context of job.e.Study of physical work environment.

11. Social information processing

12. Job satisfaction

13. Ergonomics

14. Job diagnostic survey

15. Growth need strength

11. ANS: D PTS: 1 DIF: Moderate REF: p. 236OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Social Information Processing MSC: BLOOMS Level II Comprehension

12. ANS: C PTS: 1 DIF: Moderate REF: p. 233OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Enrichment MSC: BLOOMS Level II Comprehension

13. ANS: E PTS: 1 DIF: Moderate REF: p. 236OBJ: 3 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

14. ANS: A PTS: 1 DIF: Moderate REF: p. 234OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

15. ANS: B PTS: 1 DIF: Moderate REF: p. 234OBJ: 2 NAT: AACSB Reflective Thinking | Individual DynamicsTOP: Job Characteristics TheoryMSC: BLOOMS Level II Comprehension

Match the following:a.Human factors of engineering, ergonomics, and experimental psychology used in an approach to job design.b.Technology and engineering as central to job design.c.Human considerations as central to job design.d.Tension associated with new and advancing technologies.e.Modification of incorrectly specified roles or jobs.

16. Anthropocentric

17. Task revision

18. Perceptual/motor approach

19. Technostress

20. Technocentric

16. ANS: C PTS: 1 DIF: Moderate REF: p. 238

OBJ: 3 NAT: AACSB Diversity |AACSB Reflective Thinking | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level II Comprehension

17. ANS: E PTS: 1 DIF: Moderate REF: p. 240OBJ: 4 NAT: AACSB Diversity |AACSB Reflective Thinking | Individual DynamicsTOP: Work Design and Well Being MSC: BLOOMS Level II Comprehension

18. ANS: A PTS: 1 DIF: Moderate REF: p. 236OBJ: 3 NAT: AACSB Diversity |AACSB Reflective Thinking | Individual DynamicsTOP: Ergonomics and Interdisciplinary FrameworkMSC: BLOOMS Level II Comprehension

19. ANS: D PTS: 1 DIF: Moderate REF: p. 242OBJ: 4 NAT: AACSB Diversity |AACSB Reflective Thinking | Individual DynamicsTOP: Technology at Work MSC: BLOOMS Level II Comprehension

20. ANS: B PTS: 1 DIF: Moderate REF: p. 238OBJ: 3 NAT: AACSB Diversity |AACSB Reflective Thinking | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level II Comprehension

Match the following:a.Working at home or from a remote location through a data/communication system.b.Scheduling 40 hours of work in less than five days.c.Core work time with variable start and quit time.d.Two persons working less than full time in the same job but at different times.e.Job restudy and analysis for purposes of engineering job modification.

21. Flextime

22. Compressed workweek

23. Job redesign

24. Job sharing

25. Telecommuting

21. ANS: C PTS: 1 DIF: Easy REF: p. 241OBJ: 4NAT: AACSB Reflective Thinking | Individual Dynamics | Information TechnologiesTOP: Alternative Work Patterns MSC: BLOOMS Level I Knowledge

22. ANS: B PTS: 1 DIF: Easy REF: p. 241OBJ: 4NAT: AACSB Reflective Thinking | Individual Dynamics | Information TechnologiesTOP: Alternative Work Patterns MSC: BLOOMS Level I Knowledge

23. ANS: E PTS: 1 DIF: Easy REF: p. 233OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics | Information TechnologiesTOP: Alternative Work Patterns MSC: BLOOMS Level I Knowledge

24. ANS: D PTS: 1 DIF: Easy REF: p. 241OBJ: 4NAT: AACSB Reflective Thinking | Individual Dynamics | Information TechnologiesTOP: Alternative Work Patterns MSC: BLOOMS Level I Knowledge

25. ANS: A PTS: 1 DIF: Easy REF: p. 240OBJ: 4NAT: AACSB Reflective Thinking | Individual Dynamics | Information TechnologiesTOP: Telecommuting MSC: BLOOMS Level I Knowledge

ESSAY

1. Distinguish between job enlargement and job enrichment, and provide an example showing any differences in these two job design approaches.

ANS:Job enlargement involves expanding the job horizontally or adding more tasks of a similar nature but possibly more difficult. Job enrichment involves vertical as well as horizontal expansion of the job. The vertical dimension is extended through adding decisional authority. A secretary can be given several additional tasks as job enlargement and then delegated decisional or signature authority for certain types of correspondence and documents.

PTS: 1 DIF: Easy REF: p. 232-233 OBJ: 2NAT: AACSB Analytic | Individual DynamicsTOP: Job Enlargement/Job Rotation and Job EnrichmentMSC: BLOOMS Level IV Analysis

2. What are the important, basic elements of scientific management as developed by Frederick Taylor?

ANS:Taylor's focus was on job tasks; he used concepts of industrial engineering to enhance efficiency of task performance. He broke a job down into its simplest tasks, determined through time and motion analyses the most efficient method for performing each simple task, and then carefully trained each worker to perform the task to achieve peak efficiency. He clearly delineated the roles of supervisor and worker, experimented with numerous pay incentive systems, and correctly matched workers to jobs.

PTS: 1 DIF: Moderate REF: p. 231-232 OBJ: 2NAT: AACSB Analytic | Individual Dynamics TOP: Scientific ManagementMSC: BLOOMS Level IV Analysis

3. Briefly identify core job dimensions of the Job Characteristics Model and describe aspects of the model.

ANS:The five core job characteristics are skill variety, task identity, task significance, autonomy, and feedback from the job itself. If there is a high degree of skill variety, an opportunity to start and complete the whole task or entire job (task identity), and job tasks are important for organizational success, the job incumbent will more likely experience meaningfulness of the work. Job autonomy, or freedom to decide, can produce a feeling of personal accountability and responsibility for results in the job incumbent. Feedback, or knowledge of results, gives the job incumbent performance information and an understanding about whether the job is being properly performed. The three psychological states of meaningful work, ownership and responsibility, and sense of a job well done can lead to enhanced work motivation, high job satisfaction, and low levels of job absenteeism and employee turnover.

PTS: 1 DIF: Hard REF: p. 234 OBJ: 2NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Job Characteristics TheoryMSC: BLOOMS Level IV Analysis

4. How have the Americans, Germans, and Japanese approached job design in recent years?

ANS:For many years (decades), Americans have focused on task specification and careful matching of the person to the job. More recently, Americans have begun to emphasize cross-training, mastery of multiple skills, and vertical job expansion, in part through empowerment. The Japanese since WWII have focused more strongly on the work group and cooperative working relationships. Multiple skills and job competencies and attention to the collective detail are emphasized. For decades, the Germans adopted a technology and engineering approach and focused strongly on precision and high quality. More recently, Germans have combined their technocentric job design approach with a stronger concern for human factors and the social context of work.

PTS: 1 DIF: Moderate REF: p. 237-239 OBJ: 3NAT: AACSB Analytic | AACSB Diversity | Individual DynamicsTOP: International Perspectives on the Design of WorkMSC: BLOOMS Level IV Analysis

5. Identify and briefly describe several recently developed alternative work patterns.

ANS:The workweek has been altered from the standard five-day, forty-hour schedule by many employers. Flextime, one variation, allows employees to come to work and leave work as they choose as long as they work a standard week (40 hours) and they are at their work stations during a core time (possibly 9 a.m. to 3 p.m.). The compressed workweek involves scheduling 40 hours, or less, of work in less than five days. Two alternatives are four ten-hour days or three twelve-hour work days. Job sharing is another new arrangement where two persons may occupy one job. One individual works in the morning and the other in the afternoon.

PTS: 1 DIF: Moderate REF: p. 241-242 OBJ: 4NAT: AACSB Technology | Information Technologies | Individual DynamicsTOP: Alternative Work Patterns MSC: BLOOMS Level IV Analysis