BUS243 Chapter 4

Which statement about work flow analysis is true?

• Information cannot be considered to be an input because it is not tangible.

• All outputs must be strictly measured in terms of quantity.

• Outputs may be tangible or intangible products of the work processes.

• Quality standards are not a key criterion in the process of work flow analysis.

Answer explanation

Outputs are the products of any work unit, say, a department or team. Outputs may be tangible, as in the case of a restaurant meal or finished part. They may also be intangible, such as building security or an answered question about employee benefits.

Bao, a production manager, works with a human resource consultant to design a new work flow for the production unit. Together they define the necessary inputs. These include raw materials, information, human resources, and

• skills.

• outputs.

• work processes.

• equipment.

Answer explanation

The final stage in work flow analysis identifies the inputs required to carry out the work processes. Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities).

What is a basic difference between job specifications and job descriptions?

• Job descriptions look at a job's activities, and job specifications look at the qualities needed to do the job.

• Job descriptions define tasks, and job specifications define responsibilities.

• Job specifications list observable actions, and job descriptions describe general qualities.

• Job specifications define tasks, and job descriptions define responsibilities.

Answer explanation

A job description focuses on the activities involved in carrying out a job, whereas a job specification looks at the qualities or requirements the person performing the job must possess.

Which statement about competency models is true?

• They identify and describe a few competencies required for success in a particular occupation or set of jobs.

• They are only applicable to middle managers of an organization.

• They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy.

• They focus on tasks and outcomes and not on how people work.

Answer explanation

Competency models help HR professionals ensure that all aspects of talent management are aligned with the organization's strategy. They focus more on how people work, whereas job analysis focuses more on work tasks and outcomes.

What is most likely to contribute to errors in a job analysis?

• use of multiple analysis methods to obtain a detailed job analysis

• inputs from multiple sources such as incumbents and supervisors

• fixed and unchanging job descriptions for various jobs

• the creation of comprehensive and detailed job descriptions

Answer explanation

Although errors in job analysis can have many sources, most inaccuracy is likely to result from job descriptions being outdated. For this reason, job analysis must not only define jobs when they are created but also detect changes in jobs as time passes.

What is the objective of job enlargement?

• to make jobs less repetitive and more interesting

• to increase efficiency by identifying the best way to perform a job

• to decrease the burden of decision-making responsibilities for employees

• to decrease the impact a job has on the lives of other people

Answer explanation

In a job design, job enlargement refers to broadening the types of tasks performed. The objective of job enlargement is to make jobs less repetitive and more interesting.

Job enrichment differs from job rotation in that job enrichment

• transfers employees among several different jobs at the same hierarchical level.

• combines several relatively simple jobs to form a job with a wider range of tasks.

• assesses the relative dollar value of each job to an organization.

• empowers workers by adding more decision-making authority to their jobs.

Answer explanation

Job enrichment is the idea of empowering workers by adding more decision-making authority to their jobs. Job rotation moves employees among several different jobs.

Which statement about self-managing work teams is true?

• Team members' job duties are narrowly defined.

• Team members usually share work assignments.

• Team members' joint responsibilities are minimal.

• Team members are only responsible for their individual tasks.

Answer explanation

In a self-managing team, members' responsibilities are great. Their jobs usually are defined broadly and include sharing of work assignments.

Which scenario qualifies as a compressed workweek?

• Employees are required to be at work from 10:00 a.m. to 3:00 p.m. and can choose additional hours before or after this period.

• Two part-time employees work in different shifts and share the tasks of a specific job.

• Employees work in the office two days a week and work from home the other three days.

• Employees work 10 hours a day so that they work fewer days per week to reach 40 hours.

Answer explanation

A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days.

This review has been...

• fun.

• hard.

• easy.

• a PITA.

Answer explanation

Yeah, riiiiight.