Oakland University

ORG 330

Chapter 3

Individuals/HR Planning/Job Analysis

Multiple Choice

1)What is a psychological contract?

1. 1. the           unwritten                 employment              contract                 between            a         job applicant and a prospective employer
   2. the unwritten expectations employees and employers have about the nature of their work relationships
   3. a description of a new employee's expectations after the

first days on the job

1. 4. the trade-off between tangible and intangible items the overall compensation package

2. Which term below is not synonymous with the term motive?
   1. need
   2. suspicion
   3. want
   4. desire 
3.                                                   is a positive emotional state resulting from evaluating one's job experiences.
   1. Organizational commitment
   2. Employee engagement
   3. Employee loyalty
   4. Job satisfaction 
4. The degree to which employees believe in and accept organizational goals and desire to remain with the organization is referred to as                                                                                 .
   1. organizational commitment
   2. employee loyalty
   3. job satisfaction
   4. motivation 

5. Ability, effort level expended, and organizational support are the three factors in the equation for                                                                                                                                                                                .
   1. organizational efficiency
   2. individual performance
   3. organizational effectiveness
   4. individual motivation 
6.                                                       is the desire within a person causing that person to act, and is a goal-directed drive.
   1. Motivation
   2. Loyalty
   3. Precept
   4. Attitude
7. Companies are being forced to study reasons why employees remain                      and leave                              organizations                    primarily                                   because

                                                .

1. 1. absenteeism trends are increasing
   2. there are fewer qualified and productive people in the workforce, and the higher performers are more in demand
   3. employees are less loyal today than they used to be
   4. they have control over whether employees choose to leave the organization

8. Which of the following statements is not a myth on retaining employees?
   1. If solid performers want to leave, the company cannot hold them.
   2. Money is the main reason people leave.
   3. Hiring has nothing to do with retention.
   4. Employers should be concerned about retention even in a layoff situation.

9. Which of the following is an example of involuntary turnover?

1. 1. resignation
   2. retirement
   3. military enlistment

1. 4. termination due to organizational policies 

10. Reduced productivity and decreased customer service are considered       costs of turnover.
    1. separation
    2. replacement
    3. hidden
    4. training
11. Which of the following reasons is not identified in the text as a major reason for the increased attention to job design?
    1. Job design can influence the psychological contract.
    2. Job design can influence performance.
    3. Job design can affect physical and mental health.
    4. Job design can affect job satisfaction.

12. In the context of turnover management, employees can be best viewed as          
    1. variable expense
    2. cost centers
    3. expendable
    4. free agents
13. Which of the following is not an approach to job design?
    1. job enlargement
    2. person/job fit
    3. job rotation
    4. job enrichment 
14. Retention evaluation is a facet of the HR roles of                                                                                           

and                               

1. 1. training and development
   2. employee and labor relations
   3. compensation and benefits
   4. planning and staffing

15. Jane works 8:00 a.m. – 5:00 p.m. on Monday, and 10:00 a.m. – 7:00 p.m. on Tuesday to accommodate her family situation. Jane is making use of                               .
    1. job sharing
    2. workplace accommodation
    3. flextime
    4. telework 
16. An arrangement in which two employees perform the work of one full-time job is called        .
    1. job sharing
    2. flextime
    3. part-time employment
    4. alternate work scheduling 
17. Which of the following would not be a solution that a company would offer as a solution to work/life balancing?
    1. on-site health services
    2. shift work
    3. telecommuting
    4. compressed workweeks 
18. Linda works 8:00 – 6:30 on Monday:00 – 6:30 on Tuesday, 6:00 – 5:00 on Wednesday, is off work on Thursday, and works 7:00 – 6:00 on Friday. Linda is working                                                           .
    1. shift work
    2. telework
    3. a flexible schedule
    4. a compressed workweek
19. Which is the first step in the HR planning process?
    1. review HR strategic plans
    2. assess the internal and external workforce
    3. compile forecasts

1. 4. Identify recruiting sources 

20. A formal system to gather data about what people are doing in their jobs is called       

20. 1. job classification
    2. job evaluation
    3. workforce analysis
    4. job analysis 
21. The                                                       can be evaluated by identifying both the external and internal workforce.

21. 1. labor market
    2. unemployment rate
    3. AAP goals
    4. available workforce
22. Which of the following statements is true about job analysis?

1. 1. It has grown in importance.
   2. It is less important than before.
   3. New technologies make it virtually obsolete
   4. It has little use outside the area of compensation administration.

23. The main outputs of a job analysis are                                                                                                    and

23. 1. job classifications and salary bands
    2. succession charts and organization charts
    3. job descriptions and job specifications
    4. OSHA data and EEO data 
24. Which is the most common form of job analysis?

24. 1. worker based
    2. manager based
    3. task based
    4. legal-based 
25. Job analysis that focuses on how knowledge and skills are used is called  .

25. 1. psychology based
    2. competency based
    3. biographically based
    4. historically based 
26. Turnover that occurs when an employee decides to stay home for family reasons is classified as                                                                                                                                                                   .
    1. controllable turnover
    2. uncontrollable turnover
    3. functional turnover
    4. dysfunctional turnover 
27. The U.S. Department of Labor uses “separation” to mean

                                                .

27. 1. involuntary termination
    2. retention management
    3. departure from the organization
    4. de-hiring 
28. Tina, the director of HR, is concerned about the high level of turnover at her company. From exit interviews, she suspects that certain supervisors may have higher turnover than others due to their supervisory skills, or lack thereof. In order to verify this hunch, Tina should analyze turnover by                                                              .
    1. employee                   performance                       rating                      and                demographic characteristics
    2. department and reason for leaving
    3. reason for leaving and length of service
    4. job level and business unit

29.                                                           include exit interview time, unemployment expenses, and legal fees for challenged dismissals.
    1. Productivity costs
    2. Hiring costs
    3. Replacement charts
    4. Separation costs 
30. Developing job descriptions and specifications is done in which phase of a job analysis?
    1. Legal review
    2. Pay scale development
    3. Implementation
    4. Competitor analysis 
31. O*NET is a job analysis database provided by                                                                            

1. 1. AFL-CIO
   2. OSHA
   3. EEOC
   4. U. S. Department of Labor

True and False

32. Psychological contracts include both tangible items such as wages, benefits, employee productivity, and attendance; and intangible items such as loyalty, fair treatment, and job security.

33. Organizational commitment is a measure of the employee’s willingness and ability to contribute to the organization.

34. If employees are satisfied with their jobs and committed to the organization, they are less likely to withdraw from the organization.

35. Motivation is highly individualized, so managerial strategies must be broad based in order to address these individual concerns.

36. The psychological contract can create either a positive or a negative relationship between an organization and an individual.

37. One positive result of corporate downsizing has been the improved level of employee loyalty and retention of the remaining employees who survived the layoffs.

38. Job design refers to organizing tasks, duties, and responsibilities into a productive unit of work.

39. Job rotation is the process of shifting a person from department to department.

40. If the characteristics of an employee do not match well with the characteristics of the job, it could be said that there is not a good person-job fit.

41. An employer who shifts from using terms like “workers” and “employees” to “crew members” and “associates” is likely trying to place more emphasis on teamwork.

42. Turnover is costly and managers should take every precaution to avoid it.

43. If a key employee leaves the firm, it is considered to be dysfunctional turnover.

Essay

44. Identify what is meant by the term “psychological contract,” and explain why this is an important concept.

45. Discuss the topics of job satisfaction and organizational commitment. Provide a definition for each and identify the advantages of a satisfied and committed workforce.