人力资源第四章习题(3)

49.

50.

51.

52.

The ________ classifies all workers into one of 23 major groups of jobs. a. Department of Labor Procedure b. Job analysis

c. Standard Occupational Classification d. Federal Professions Classification System e. none of the above (c; easy; p. 145)

Under the ________, the individual must have the requisite skills, educational background, and experience to perform the job’s essential functions. a. SOC b. DOL c. ADA d. FCC e. SIC

(c; moderate; p. 145)

Which section of a job description should define the limits of the

jobholder’s authority, direct supervision of other personnel, and budgetary limitations?

a. job identification b. job summary c. relationships

d. responsibilities and duties e. pay levels

(d; moderate; p. 145)

When is an employer required to make a “reasonable accommodation” for a disabled individual?

a. any time a disabled individual applies for a position

b. employers are only encouraged to make reasonable accommodations c. when a disabled individual has the necessary skills, education, and

experience to perform the job, but can’t because of the job’s current structure

d. when it would present an undue hardship e. when the job function is essential (c; moderate; p. 146)

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53.

54.

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Job duties that employees must be able to perform, with or without reasonable accommodation, are called ________. a. essential job functions b. job requirements c. primary job activities d. work activities e. all of the above (a; easy; p. 146)

The job specification takes the job description and answers the question, ________?

a. What human traits and experience are required to do this job well

b. When will the supervisor be completely satisfied with a worker’s work c. What are the four main activities making up this job

d. How many other employees are available to perform job functions e. What are the performance standards for the job (a; difficult; p. 148)

When filling jobs with untrained people, the job specifications may include ________. a. quality of training

b. length of previous service c. previous job performance d. physical traits e. all of the above (d; moderate; p. 148)

Which of the following work behaviors is considered “generic” or important to all jobs? a. industriousness b. intelligence c. experience d. morality e. motivation

(a; moderate; p. 149)

All of the following work behaviors are considered “generic” or important to all jobs except ________. a. thoroughness b. attendance c. experience

d. schedule flexibility e. industriousness (c; moderate; p. 149)

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58.

59.

________ means assigning workers additional same-level activities, thus increasing the number of activities they perform. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjustment (d; easy; p. 153)

________ means systematically moving workers from one job to another. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjustment (a; easy; p. 153)

_________ means redesigning jobs in a way that increases the

opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjustment (b; easy; p. 154)

Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment? a. Adam Smith b. Frederick Taylor c. Frederick Herzberg d. Abraham Maslow e. Milton Friedman (c; moderate; p. 154)

________ refers to broadening the responsibilities of the company’s jobs, and encouraging employees not to limit themselves to what’s on their job descriptions. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Dejobbing (e; easy; p. 154)

60.

61.

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63.

64.

Dejobbing can be described as ________.

a. assigning workers additional work at the same level

b. redesigning jobs to increase opportunities for responsibility c. moving workers from one job to another

d. encouraging employees not to limit themselves to what’s on their job

descriptions

e. focusing workers on highly specialized jobs (d; moderate; p. 154)

Job enrichment can be described as ________.

a. assigning workers additional work at the same level

b. redesigning jobs to increase opportunities for responsibility c. moving workers from one job to another

d. encouraging employees not to limit themselves to what’s on their job

descriptions

e. focusing workers on highly specialized jobs (b; moderate; p. 154)

Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of ________. a. job enlargement b. job rotation c. job enrichment d. dejobbing

e. job specialization (b; easy; p. 154)

The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called ________. a. job redesign b. reengineering

c. process engineering d. job enlargement e. outsourcing (b; easy; p. 155)

Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a ________. a. competency-based job analysis b. Department of Labor Procedure c. functional job analysis d. SOC classification system e. none of the above (a; easy; p. 155)

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68.

Competency analysis focuses on ________. a. what is accomplished

b. how work is accomplished c. when work is accomplished d. who accomplishes the work e. where the work is accomplished (b; difficult; p. 155)

69. Traditional job analysis focuses on ________.

a. what is accomplished

b. how work is accomplished c. when work is accomplished d. who accomplishes the work e. where the work is accomplished (a; difficult; p. 156)

70. When a supervisor bases an employee’s training, appraisals, and rewards

on the skills and competences he or she needs to achieve his or her goals, the supervisor is using ________. a. competency analysis b. traditional analysis

c. performance management

d. functional systems management e. none of the above (c; moderate; p. 156)

True/ False

71. Job analysis produces information used for writing job descriptions and

job specifications. (T; easy; p. 126)

72. The information gathered during a job analysis is primarily used for listing

what jobs entail and what kind of people to hire for the job. (T; easy; p. 126)

73. Organization charts show the division of work throughout the organization,

how the job relates to others, and where the job fits in the organization. (T; easy; p. 127)

74. A process chart shows the organization-wide division of work, how the

job in question relates to other jobs, and where the job fits in the overall organization. (F; moderate; p. 128)

75. Conducting the job analysis is the sole responsibility of the HR specialist.

(F; moderate; p. 129)

76. The interview is the most widely used method for identifying job duties

and responsibilities. (T; easy; p. 130)

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