人力资源管理 (3)

1、chapter 3 the analysis and design of worktrue/false questions1.the way in which a firm competes has little relationship to the way it is structured and how work tasks are organized. answer: false page: 144 lo: 1 difficulty: easy aacsb: 6 bt: comprehension2.workflow design is the process of analyzing

2、 the tasks necessary for the production of a product or service. answer: true page: 145 lo: 1 difficulty: easy aacsb: 6 bt: knowledge3.work-flow design refers to the relatively stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization. answer:

3、false page: 145 lo: 1 difficulty: medium aacsb: 6 bt: knowledge4.the final stage in the work-flow analysis is to identify the inputs used in the development of the work units product. answer: true page: 148 lo: 1 difficulty: easy aacsb: 6 bt: knowledge5.centralization refers to the degree to which w

4、ork units are grouped based on functional similarity or similarity of work flow. answer: false page: 150 lo: 1 difficulty: medium aacsb: 6 bt: knowledge6.functional structures tend to be less flexible, but more innovative than divisional structures. answer: false page: 152 lo: 1 difficulty: medium a

5、acsb: 6 bt: knowledge7.divisional structures are most appropriate in stable, predictable environments where it is 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: medium aacsb:

6、6, 13 bt: comprehension8.job analysis refers to the process of getting detailed information about jobs. answer: true page: 158 lo: 2 difficulty: easy aacsb: 6 bt: knowledge9.job evaluation is a performance appraisal that deals with getting information about how ell each employee is performing. answe

7、r: false page: 159 lo: 2 difficulty: medium aacsb: 6 bt: knowledge10.a job description is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job. answer: false page: 159 lo: 2 difficulty: easy aacsb: 6 bt: knowledge11.ksaos are character

8、istics about people that are not directly observable, but that can be identified when individuals are carrying out the tdrs of the job. answer: true page: 160 lo: 2 difficulty: medium aacsb: 6 bt: knowledge12.research has shown that there is greater agreement between supervisors and subordinates whe

9、n rating general job duties than when rating specific tasks. answer: true page: 160 lo: 2 difficulty: medium aacsb: 6 bt: knowledge13.research has demonstrated that high performers give more accurate job analysis information than do low job performers. answer: false page: 160 lo: 2 difficulty: mediu

10、m aacsb: 6 bt: knowledge14.job context is not part of the position analysis questionnaire (paq). answer: false page: 160 lo: 3 difficulty: medium aacsb: 6 bt: knowledge15.a disadvantage of the position analysis questionnaire is that it requires employees to have a college reading level.answer: true

11、page: 162 lo: 3 difficulty: medium aacsb: 6 bt: knowledge16.the fleishman job analysis system provides an accurate picture of the ability requirements of a job. answer: true page: 163 lo: 3 difficulty: medium aacsb: 6 bt: knowledge17.the position analysis questionnaire is based on a taxonomy of 52 c

12、ognitive, psychomotor, physical, and sensory abilities. answer: false page: 163 lo: 3 difficulty: medium aacsb: 6 bt: knowledge18.due to technological changes in the nature of work, global competition, and a shift from stable, fixed manufacturing jobs to a more flexible, dynamic service-based econom

13、y, the dictionary of occupational titles has been replaced by o*net, the occupational information network. answer: true page: 164 lo: 4 difficulty: easy aacsb: 6 bt: knowledge19.unlike the dictionary of occupational titles, which described approximately 1,000 occupations, o*net lists some 12,000 job

14、s. answer: false page: 164 lo: 4 difficulty: easy aacsb: 6 bt: knowledge20.although we tend to view jobs as changing and evolving over time, jobs are static and stable. answer: false page: 165 lo: 4 difficulty: medium aacsb: 6 bt: knowledge21.job design is the process of defining the way work will b

15、e performed and the tasks that will be required in a given job. answer: true page: 166 lo: 5 difficulty: easy aacsb: 6 bt: knowledge22.the mechanistic approach to job design has its roots in classical engineering. answer: true page: 167 lo: 5 difficulty: easy aacsb: 6 bt: knowledge23.the motivationa

16、l approach emerged as a reaction to mechanistic approaches to job design. answer: true page: 167 lo: 5 difficulty: easy aacsb: 6 bt: knowledge24.job design interventions emphasizing the motivational approach tend to focus on increasing the autonomy of jobs. answer: false page: 168 lo: 5 difficulty:

17、medium aacsb: 6 bt: knowledge25.whereas the biological approach to job design focuses on physical capabilities and limitations, the perceptual-motor approach focuses on human mental capabilities and limitations. answer: true page: 170-171 lo: 5 difficulty: easy aacsb: 6 bt: comprehension26.the choic

18、e of various job design approaches depends on the trade-off between the effectiveness of jobs and the efficiency with which the jobs are performed. answer: false page: 173 lo: 6 difficulty: medium aacsb: 6 bt: knowledge27.jobs redesigned to increase their motivating potential result in higher costs

19、in terms of ability requirements, training, and compensation. answer: true page: 173 lo: 6 difficulty: medium aacsb: 6 bt: knowledgemultiple choice questions28.an organization needs to create a fit between its organizational design and all of the following except a)its environment b)its products and

20、 services c)philosophy d)competitive strategy answer: b page: 144 lo: 1 difficulty: medium aacsb: 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 orientation

21、c)job design has had a passive orientation d)job design focuses on analyzing existing jobs to gather information answer: a page: 145 lo: 1 difficulty: medium aacsb: 6 bt: comprehension30.which of the following refers to the process of analyzing the tasks necessary for the production of a product or

22、service prior to allocating and assigning the tasks to particular job category or person? a)job design b)job analysis c)job evaluation d)workflow design answer: d page: 145 lo: 1 difficulty: easy aacsb: 6 bt: knowledge31._ focuses on analyzing existing jobs to gather information for other human reso

23、urce management practices, whereas _ focuses on redesigning existing jobs to make them more efficient or more motivating to jobholders. a)job analysis; job design b)job design; job analysis c)job evaluation; workflow design d)workflow design; job evaluation answer: a page: 145 lo: 1 difficulty: easy

24、 aacsb: 6 bt: knowledge32.the promes system is most relevant to what part of workflow analysis? a)analyzing work outputs b)analyzing work processes c)analyzing work inputs d)analyzing work relationships answer: a page: 147 lo: 1 difficulty: medium aacsb: 6 bt: comprehension33.the _ are the activitie

25、s that members of a work unit engage in to produce a given output. a)work outputs b)work analyses c)work inputs d)work processes answer: d page: 148 lo: 1 difficulty: medium aacsb: 6 bt: knowledge34.the final stage of a workflow analysis is analyzing the a)work outputs. b)work inputs. c)work process

26、es. d)work relationships. answer: b page: 148 lo: 1 difficulty: medium aacsb: 6 bt: knowledge35.assume that you are writing a report for your class. you do not possess good writing skills, and because of this deficiency, your paper receives a grade of d. in which part of the workflow process was the

27、 deficiency? a)raw material inputs b)equipment c)human skills d)activity answer: c page: 148 lo: 1 difficulty: hard aacsb: 6 bt: application36.research has shown that creating a good fit between the skills and values of employees and _ is a powerful determinate of organizational success. a)the envir

28、onment in which they work b)their co-workers c)the culture of the department d)the tasks and mission they are assigned answer: d page: 150 lo: 1 difficulty: medium aacsb: 6 bt: comprehension37.when decision-making authority resides at the top of the organizational chart as opposed to being distribut

29、ed throughout lower levels, an organization is a)divisional. b)mechanistic. c)centralized. d)decentralized. answer: c page: 150 lo: 1 difficulty: easy aacsb: 6 bt: knowledge38.what kind of a structure combines a work-flow departmentalization scheme with relatively low levels of centralization? a)mec

30、hanistic structure b)divisional structure c)functional structure d)centralized structure answer: b page: 153 lo: 1 difficulty: medium aacsb: 6 bt: knowledge39.divisional structures are most appropriate a)when flexibility is required. b)when dealing with rapidly changing environments. c)in support of

31、 organizations that compete on differentiation. d)all of the above. answer: d page: 154 lo: 1 difficulty: medium aacsb: 6 bt: comprehension40.self-cannibalization is a concern of which one of the following structures? a)functional b)divisional c)project-based d)team-based answer: b page: 155 lo: 1 d

32、ifficulty: easy aacsb: 6 bt: comprehension41.which of the following is not a job analysis method important to hr managers? a)redesign b)selection c)performance appraisal d)training answer: a page: 158 lo: 2 difficulty: easy aacsb: 6 bt: knowledge42.identifying the most qualified applicants for emplo

33、yment refers to a)career planning. b)human resource planning. c)training. d)selection. answer: d page: 158 lo: 2 difficulty: medium aacsb: 6 bt: knowledge43.when job analysis information is used to judge the relative dollar value of each job within an organization, this hr activity is termed a)perfo

34、rmance evaluations. b)training and development. c)job evaluation. d)work redesign. answer: c page: 159 lo: 2 difficulty: medium aacsb: 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 process b)it enabl

35、es managers to make more accurate hiring decisions c)it provides an avenue for communicating policy information to employees d)it enables managers to more accurately evaluate subordinates' performance answer: c page: 159 lo: 2 difficulty: medium aacsb: 6 bt: comprehension45.which of the followin

36、g refers to a list of the tasks, duties, and responsibilities that a job entails? a)job specification b)job description c)job analysis d)job design answer: b page: 159 lo: 2 difficulty: easy aacsb: 6 bt: knowledge46.which of the following refers to the knowledge, skills, abilities, and other charact

37、eristics that an individual must have to perform the job? a)job specification b)job description c)job analysis d)job design answer: a page: 160 lo: 2 difficulty: easy aacsb: 6 bt: knowledge47.a person's factual or procedural information that is necessary for successfully performing a task is cal

38、led a)knowledge. b)ability. c)skill. d)responsibility. answer: c page: 160 lo: 2 difficulty: medium aacsb: 6 bt: knowledge48.job descriptions generally contain all but one of the following components. name the exception. a)job title b)essential duties c)percentage of time spent on duties d)pay level

39、 answer: d page: 160 lo: 2 difficulty: medium aacsb: 6 bt: knowledge49.job analysis information usually is obtained from a)coworkers and customers.b)job incumbents and coworkersc)customers and supervisors. d)job incumbents and supervisors. answer: d page: 161 lo: 2 difficulty: medium aacsb: 6 bt: kn

40、owledge50.which of the following sources of job analysis information would most likely provide accurate information regarding the time spent on various tasks? a)supervisors b)incumbents c)customers d)subordinates answer: b page: 161 lo: 2 difficulty: hard aacsb: 6 bt: comprehension51.which of the fo

41、llowing sources of job analysis information would be the most likely to provide accurate information regarding the importance of various tasks? a)supervisors b)incumbents c)customers d)subordinates answer: a page: 161 lo: 2 difficulty: medium aacsb: 6 bt: comprehension52.which of the following is no

42、t one of the methods for analyzing jobs in use today? a)position analysis questionnaire b)task analysis inventory c)dictionary of occupational titles d)fleishman job analysis system answer: c page: 161 lo: 3 difficulty: medium aacsb: 6 bt: knowledge53.all but one of the following is true of the posi

43、tion analysis questionnaire (paq). name the exception. a)it requires trained job analysts to complete it b)it is a standardized, off-the-shelf instrument c)it describes specific task activities that comprise the actual job d)it is a well-researched and widely used instrument answer: c page: 162 lo:

44、3 difficulty: medium aacsb: 6 bt: comprehension54.which of the following is not one of the six sections of the position analysis questionnaire (paq)? a)mental processes b)data output c)work output d)job context answer: b page: 161-162 lo: 3 difficulty: medium aacsb: 6 bt: knowledge55.which job analy

45、sis method entails rating the job in terms of the extent to which it requires each of 52 cognitive, psychomotor, physical, and sensory abilities? a)job element method b)task analysis inventory c)fleishman job analysis method d)position analysis questionnaire answer: c page: 163 lo: 3 difficulty: med

46、ium aacsb: 6 bt: knowledge56.assume that you are thinking of developing a career planning system based on the abilities that are required in the jobs you are examining. which job analysis method would be the most useful to you? a)job element method b)task analysis inventory c)fleishman job analysis

47、method d)position analysis questionnaire answer: c page: 163 lo: 3 difficulty: hard aacsb: 6 bt: application57.o*net a)is a private job-listing index, which is provided at no cost to employees or employersb)uses a common language that generalizes across jobs to describe the abilities, work styles, w

48、ork activities, and work context required for various occupations. c)provides descriptive information regarding over 12,000 jobs, as well as some of the skills and educational requirements of successful job incumbents. d)was designed to increase the efficiency of labor hours answer: b page: 164 lo:

49、3 difficulty: medium aacsb: 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 misrepresentative d)job descriptions being too broadanswer: a page: 165 lo:

50、4 difficulty: medium aacsb: 6 bt: comprehension59.which of the following refers to the process of defining the way work will be performed and the tasks that will be required in a given job? a)job specification b)job evaluation c)job analysis d)job design answer: d page: 166 lo: 5 difficulty: easy aa

51、csb: 6 bt: knowledge60.which term refers to changing the tasks or the way work is performed in an existing job? a)job redesign b)job engineering c)job reconfiguration d)job design answer: a page: 166 lo: 5 difficulty: easy aacsb: 6 bt: knowledge61.which of the following approaches to job design focu

52、ses on efficiency as the major outcome of interest? a)motivational approach b)mechanistic approach c)biological approach d)perceptual-motor approach answer: b page: 167 lo: 5 difficulty: medium aacsb: 6 bt: knowledge62.which of the following approaches to job design entails performing time-and-motio

53、n studies? a)motivational approach b)mechanistic approach c)biological approach d)perceptual-motor approach answer: b page: 167 lo: 5 difficulty: medium aacsb: 6 bt: knowledge63.which of the following approaches to job design has its roots in the organizational psychology and management literatures? a)motivational approach b)mechanistic approach c)biological approach d)percept