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Module 3: Human Resources and Job Design: Multiple Choice

This document provides a multiple choice quiz on topics related to human resources and job design. It covers concepts like mutual commitment between management and employees, trust, human resource strategies, job design components, job rotation, job enrichment vs enlargement, feedback, and methods analysis tools. The quiz questions test understanding of these key HR and job design concepts.

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Kamarul Nizam
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211 views4 pages

Module 3: Human Resources and Job Design: Multiple Choice

This document provides a multiple choice quiz on topics related to human resources and job design. It covers concepts like mutual commitment between management and employees, trust, human resource strategies, job design components, job rotation, job enrichment vs enlargement, feedback, and methods analysis tools. The quiz questions test understanding of these key HR and job design concepts.

Uploaded by

Kamarul Nizam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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MODULE 3: HUMAN RESOURCES AND JOB DESIGN

MULTIPLE CHOICE

1. Which of the following best describes mutual commitment in an organization?


a. an instance in which management is committed to the employees and the employees are committed to management
b. both management and the employees are committed to the same objective
c. both management and the employees are committed, but to different objectives
d. management obtains the commitment of the employees to a stated objective
e. both management and the employees can rely on each other

2. Mutual trust is
a. when management and the employees trust each other
b. reflected in reasonable, documented employment policies, honestly and equitably implemented to the satisfaction of
both management and the employees
c. when management has gained the trust of the employees
d. when management recognizes that the employees are competent, motivated people both able and willing to perform
at the level required to produce a quality product
e. when management and the employees both agree on the objectives

3. The objective of a human resource strategy is to


a. produce the demand forecast at lowest labor cost
b. match employment levels with demand
c. achieve a reasonable quality of work life at low cost
d. manage labor and design jobs so people are effectively and efficiently utilized
e. all of the above

4. The two most basic policies associated with employment stability are
a. job enrichment and job enlargement
b. employment for life and guaranteed minimum wage
c. follow demand exactly, and hold employment constant
d. incentive plans and piece-rate plans
e. none of the above

5. Four of the components of job design are


a. employment stability, work schedules, work sampling, motivation and incentive systems
b. job specialization, job expansion, psychological components, and self-directed teams
c. labor specialization and enrichment, motivation and incentive systems, employment stability, and work sampling
d. ergonomics and work methods, method time measurement, work schedules, and incentive systems
e. labor specialization, time studies, work sampling, and pre-determined time standards

6. Job rotation is an example of


a. job enrichment
b. job scheduling
c. job training
d. job enlargement
e. job incentive

7. The behavioral approach to job design that involves giving the worker a larger portion of the total task is
a. job enlargement
b. job enrichment
c. job enhancement
d. job rotation
e. job involvement

8. When a worker has a say in the work methods that he/she wishes to utilize, his/her job is characterized by
a. skill variety
b. job identity
c. job significance
d. feedback
e. autonomy

9. Which of the following terms implies an increase in responsibility and control?


a. job rotation
b. job enrichment
c. job re-design
d. job enlargement
e. job satisfaction

10. Which of the following statements describes job rotation?


a. The job contains a larger number of similar tasks.
b. The job includes some planning and control necessary for job accomplishment.
c. The operator works on different shifts on a regular basis.
d. The operator's schedule is flexible.
e. The operator is allowed to move, for example, from one type of CNC machine to the other.

11. The difference between job enrichment and job enlargement is that
a. enlarged jobs involve vertical expansion, while enriched jobs involve horizontal expansion
b. enriched jobs enable an employee to do a number of boring jobs instead of just one
c. job enlargement is more psychologically satisfying than job enrichment
d. job enrichment is suitable for all employees, whereas job enlargement is not
e. enriched jobs involve vertical expansion, while enlarged jobs involve horizontal expansion

12. A job characterized by _______ allows a worker to use his/her dexterity, physical strength, and skills to do his/her work.
a. feedback
b. skill variety
c. job identity
d. job significance
e. autonomy

13. When a worker obtains clear and timely information about his/her performance, his/her job is characterized by
a. feedback
b. skill variety
c. job identity
d. job significance
e. autonomy

14. Which of the following is not a limitation of job expansion?


a. higher capital cost
b. higher wage rates
c. smaller labor pool
d. increased accident rates
e. all of the above are limitations of job expansion

15. Management and labor share the labor cost reductions in which of these compensation schemes?
a. bonus system
b. quota system
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c. Scantron plan
d. Scanlon plan
e. measured day work plan

16. Which of the following statements regarding incentive systems is false ?


a. Bonuses are often used at the executive levels.
b. About half of all American manufacturing firms use productivity incentives.
c. Knowledge-based pay systems are increasing in use.
d. The Scanlon plan is based on team productivity.
e. Increasing use of cross-training has led to increasing use of knowledge-based pay systems.

17. Ergonomics is not concerned with


a. levels of illumination, noise, temperature, and humidity
b. adjusting and providing input to the machine
c. feedback (providing information to the operator)
d. adequate compensation schemes
e. the design of functional and comfortable office furniture

18. One of the elements of ergonomics is


a. allocating work time based on economics studies
b. the cost justification of technology
c. designing tools and machines that facilitate human work
d. the use of automation in a manufacturing organization
e. the establishment of time standards

19. Which of the following is not an analytical target of methods analysis?


a. movement of capital
b. body movement
c. movement of individuals
d. movement of materials
e. crew activity

20. Methods analysis focuses on


a. the design of the machines used to perform a task
b. establishing time standards
c. reducing the number of skills needed for the completion of a task
d. issues such as the movement of individuals or materials
e. evaluating training programs to see if they are efficient

21. Which of the following is used by methods analysis in analyzing body movement at the workstation level?
a. MTM chart
b. flow diagram
c. operations chart
d. process chart
e. improvement chart

22. "Designed to show economy of motion by pointing out waste motion and idle time" describes
a. flow diagrams
b. an activity chart
c. an operations chart
d. all of the above
e. none of the above

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23. In a large aerospace company, it has been discovered that some insulators have been damaged. A methods specialist is
sent out to follow the insulators through the production and storage processes and try to find out where in the process they
are damaged. The specialist should use
a. left- and right-hand charts
b. program flowcharts
c. job analysis charts
d. flow diagrams
e. activity charts

24. Method analysis employs which of the following charts in its analysis of the movement of workers and materials?
a. micro-motion chart
b. flow diagram
c. activity chart
d. man-machine chart
e. movement chart

25. Flow diagrams are used to analyze:


a. movement of people and materials
b. utilization of an operator and machine
c. body movements
d. time taken by various activities
e. unnecessary micro-motions

26. Activity charts help analyze


a. movement of people and materials
b. utilization of an operator and machine
c. body movements
d. activities that can cause injuries
e. unnecessary micro-motions

27. "Schematic used to investigate movement of people or material" describes a(n)


a. flow chart
b. activity chart
c. operations chart
d. right-hand / left-hand chart
e. none of the above

28. The visual workplace


a. uses low-cost visual devices to share information
b. includes statistical process control (SPC) charts
c. includes kanbans
d. includes andons
e. all of the above

29. Labor standards are defined as the


a. preset activities required to perform a job
b. amount of space required by a specific crew to perform the job
c. standard set of procedures to perform the job
d. standard labor agreements
e. amount of time required to perform a job or part of a job

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