In the context of work flow design, which of the following best describes a position?

The set of duties performed by a person

A set of related duties fulfilled by many employees

The set of skills and abilities that is required of a person in a job

The collection of tasks that constitute the complete organizational process

Dave wants to set up a manufacturing unit. He has obtained all the required licenses and legal approvals. In order to start production in the unit, which of the following is Dave most likely to do first?

Identify the type of products that will need to be manufactured

Examine the processes that will be involved in manufacturing

Determine the number of people required for production

Take an inventory of the special equipment, facilities, and systems needed for production

Estimate the data and information needed by the work unit

Which of the following statements is true of work flow analysis?

C. Outputs may be tangible or intangible products of different work processes.

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

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

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

E. Inputs and outputs are only the two stages required to represent a complete work flow cycle.

Kidzi Inc. is a toy manufacturing company. As the new production manager, Andrew notices that the production unit has been underperforming. In an attempt to streamline the existing work flow, Andrew works on a new set of ideas that will help improve the efficiency of the production unit. He first identifies discrepancies in the quality and quantity of the toys produced by Kidzi. Which of the following steps should Andrew consider next in order to get a clearer view of how to increase the effectiveness of the production unit?

Andrew should carefully examine the work processes used to generate the end product.

Andrew should identify the raw materials required to generate the end product.

Andrew should determine the number of employees he will need for production.

Andrew should have an inventory of equipment, facilities, and systems required for production.

Andrew should estimate the data and information required by the production unit.

Bitstar Global Inc. is a soft drink manufacturing company. Kelly, the production manager, designs a new work flow for the production unit. She is confident that the new work flow design will help increase the unit's productivity and efficiency. If Kelly is at the last stage of analyzing the work flow, she is ____.

identifying the inputs utilized in the creation of the soft drinks

identifying the tangible outputs of the production unit

identifying the operating processes that need to be employed in the production of the soft drinks

identifying the work processes applied to generate the outputs of the production unit

identifying the market forces of demand and supply for the outputs

LRPN Consulting is a business consulting firm based in Nevada. The departments in the organization are based on the functions carried out by employees, such as customer service, marketing, tech support, and business consulting. Which of the following is most likely true of the organizational structure of LRPN Consulting?

The workers work alone at highly specialized jobs.

The organizational functions are aligned with the different departments in LRPN.

The jobs mostly involve teamwork or broad responsibilities.

The focus is primarily on products or customer groups within LRPN.

The workers have more authority and are involved in decision making.

A manager of a functional department would require skills in aligning employees' efforts with the organization's higher-level goals. This is a valid statement because:

employees in functional departments tend to identify more with their own departments rather than with other departments.

employees in a functional department need to work in a team.

broad responsibilities are assigned to employees working in a functional department.

employees expect their managers to empower them by allowing them to work in self-managing teams.

employees in such departments tend to work in cross-functional teams.

Marjorie has joined the HR department of Thomas Johnson Inc. as an intern. The organization plans on giving all newly hired site engineers copies of their job descriptions to help them understand what the organization expects of them. Marjorie has been given the task of conducting job analyses and creating job descriptions for the site engineers. Which of the following should Marjorie consider while creating the job descriptions?

Job descriptions contain detailed specifications of the tasks involved in carrying out each duty.

Job descriptions do not include the job title.

Job descriptions focus on the qualities or requirements a person performing a job must possess.

Job descriptions contain only a brief statement that represents the set of responsibilities.

Job descriptions are lists of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job.

Leeding Engines Inc. specializes in manufacturing internal combustion engines for flexible fuel vehicles. Mark, the HR manager, is conducting a job analysis for the organization. He creates a list of tasks, duties, and responsibilities to help him determine how well employees are meeting each job requirement. Mark intends to identify the essential duties of the jobs. If Mark were to formulate job descriptions, which of the following would be his appropriate course of action?

Mark should consider preparing new job descriptions whenever a new job is created in the organization.

Mark should make changes in the standard format of the job descriptions within his organization to suit individual jobs.

Mark should take care to avoid including the titles of the jobs while formulating new job descriptions.

Mark should refrain from making changes in the job descriptions based on individual performance appraisals.

Mark should make sure that the job descriptions are not altered once they are created.

The difference between job specifications and job descriptions is that job specifications primarily describe the:

E. qualities a person performing the job must possess.

A. list of the tasks and responsibilities that the job entails.

B. observable actions that comprise the various job demands.

C. steps involved in getting detailed information about a job.

D. details of payment associated with the tasks involved.

INRT Software Solutions is a firm that builds information systems for banks and other financial institutions. In its presentations to prospective clients, the firm claims to have skilled employees. What does INRT Software Solutions mean by this?

Its employees have a significant level of proficiency required to perform a particular task.

Its employees have previous experience in performing similar jobs.

It has factual or procedural information that is necessary for successfully performing a task.

Its employees are highly motivated.

Its employees have software certifications.

Henry has been newly appointed as the head of the HR team at AAS Technologies. In an attempt to establish a more efficient and reliable workflow, Henry has taken up the responsibility of creating job descriptions and job specifications for the newly hired and current engineers within the organization. While doing so, Henry gathers information about the knowledge, skills, abilities, and other characteristics (KSAOs) required for an engineer to successfully perform the job. Which of the following statements highlights the importance of a thorough understanding of KSAOs if Henry is attempting to fill a position?

KSAOs play a significant role in interviews and selection decisions.

KSAOs are a set of characteristics about the work to be performed rather than the person on the job.

KSAOs are primarily used in job descriptions rather than in job specifications.

KSAOs must be used as a clear basis for selection because they are directly observable in a person.

Only one element of KSAOs should be considered while developing job specifications.

Information from observers should be used as a supplement to information from incumbents. Identify the statement that is most likely to support this argument.

Incumbents provide accurate information, but they may have an incentive to exaggerate what they do to appear more valuable to the organization.

Incumbents are a logical source of information; however, they may not be able to provide precise information.

Incumbents provide accurate estimates of the importance of job duties, whereas supervisors provide accurate information about the time spent on safety-related risk factors.

Depending on external job analysts to supplement incumbents' information could be risky due to the relative inexperience of the analysts involved.

Information provided by observers who look for a match between what incumbents are doing and what they are supposed to do may be unreliable.

Chapter 04 Analyzing Work and Designing Jobs

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Chapter 04 Analyzing Work and Designing Jobs

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MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Through the process of work flow design, managers analyze the tasks needed to produce a product or service.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Work processes are the activities that a work unit's members engage in to produce a given output.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

All job descriptions within an organization should follow the same format. This helps the organization make consistent decisions about such matters as pay and promotions. It also helps the organization show that it makes human resource decisions fairly.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

In a job specification, a skill refers to a general enduring capability that an individual possesses. A skill is an individual's level of proficiency at performing a particular task—that is, the capability to perform it well. Ability, in contrast to skill, refers to a more general enduring capability that an individual possesses.

True

False

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Chapter 04 Analyzing Work and Designing Jobs

Through the process of work flow design, managers analyze the tasks needed to produce a product or service.

Work processes are the activities that a work unit's members engage in to produce a given output.

Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.

Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.

The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.

All job descriptions within an organization should follow the same format. This helps the organization make consistent decisions about such matters as pay and promotions. It also helps the organization show that it makes human resource decisions fairly.

The Occupational Information Network relies on fixed job titles and narrow task descriptions to describe the occupational requirements.

The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents.

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