Chapter 4: Job Analysis and Job Design Flashcards
(T/F) It is more beneficial for multinational organizations to standardize their job designs.
False
(T/F) Hackman and Oldham identified five job characteristics that they believed to have a role in driving three psychological states essential for enhancing and improving a worker’s performance: meaningfulness, responsibility, and knowledge of results.
True
(T/F) Job design provides a clear understanding of the job duties, as well as the skills and capabilities necessary to deliver the desired job outcomes.
False
Which of the following is one reason job design is essential to employee motivation and satisfaction?
a. Job design allows human resource managers to focus on the employees’ needs rather than the needs of the organization.
b. Job design can motivate knowledgeable employees by giving them more leadership and autonomy.
c. Job design can prevent less experienced employees from having to deal with task variety.
d. Job design prevents experienced employees from having to spend their time training new employees.
b. Job design can motivate knowledgeable employees by giving them more leadership and autonomy.
the methodology through which HR collects and evaluates information pertaining to a particular job’s content and human requirements
define job analysis
to create a standard or a benchmark that can be used in various HR activities, such as
- job planning
- recruiting
- compensation and performance evaluation
- assessing human capabilities
- determining disciplinary decisions in case of employee misconduct
job analysis
(1) provides a clear understanding of the job duties, skills, and capabilities necessary to deliver the desired job outcomes, which is important for matching the right people to jobs and enhancing organizational performance
(2) makes it possible to recognize job aspects related to health and safety, potential personnel injury, and other relevant physical job demands
(3) critical to the successful completion of tasks and responsibilities and, ultimately, to the success of the entire organization
Job analysis
(T/F) Job design provides a clear understanding of the job duties, as well as the skills and capabilities necessary to deliver the desired job outcomes.
False
(T/F) Hackman and Oldham identified five job characteristics that they believed to have a role in driving three psychological states essential for enhancing and improving a worker’s performance: meaningfulness, responsibility, and knowledge of results.
True
What are two things upon which technical competency analysis focuses?
a. Specialization and knowledge
b. Technical expertise and interpersonal skills
c. Skills and character dimensions
d. Knowledge and personality traits
a. Specialization and knowledge
Job dissatisfaction, social unrest, and a poor organizational reputation in foreign markets are some negative consequences that can occur when:
a. appropriate accommodations are not made for individuals with disabilities.
b. alternative work arrangements such as compressed workweeks are not a factor in job design.
c. cultural differences and social expectations are not taken into account in job design.
d. ergonomics and emotional health are not a focus of employers.
c. cultural differences and social expectations are not taken into account in job design.
__________ is the degree to which the job allows the worker to complete an identifiable work product and see clearly perceivable or tangible outcomes.
Task identity
Which of the following is one reason job design is essential to employee motivation and satisfaction?
a. Job design prevents experienced employees from having to spend their time training new employees.
b. Job design can prevent less experienced employees from having to deal with task variety.
c. Job design can motivate knowledgeable employees by giving them more leadership and autonomy.
d. Job design allows human resource managers to focus on the employees’ needs rather than the needs of the organization.
c. Job design can motivate knowledgeable employees by giving them more leadership and autonomy.
Which of the following is NOT a way that job analysis facilitates another human resource management process?
a. Job descriptions are used to make decisions about benefit administration.
b. Job descriptions and specifications can trigger training initiatives.
c. Job descriptions are used as the basis for performance appraisals.
d. Job specifications are used to make direct comparisons across jobs for compensation purposes.
a. Job descriptions are used to make decisions about benefit administration.
focuses on structuring jobs in a way that attracts talent and enhances satisfaction, both of which improve organizational efficiency and effectiveness and therefore enhance job’s success
job design
