CHAPTER 5
TRUE AND FALSE

1. Jobs designed with scientific management principles in mind are general and varied. False

2. Work teams usually do not have the authority to assign roles within the team. False

3. In highly specialised jobs, employees have little input into the way their work is performed. True

4. One of the fastest-growing productivity improvement programmes in South Africa as well as internationally, has been total quality management (TQM). True

5. With job enrichment programmes, the worker is provided with an opportunity to derive feelings of greater achievement, recognition, responsibility and personal growth in performing a job. True

6. Compressed work - weeks are schedules with fewer than the traditional five workdays a week. True

7. The systematic investigation of the activities within a job is called a job analysis. True

8. Job analysis is extremely useful when organisations undergo restructuring or downsizing. True

9. The terms “position” and “job” mean the same thing. False

10. Experience indicates that the best way to initiate an effective job analysis programme is through a representative committee. True

11. The only legally accepted way to gather job information is by mean of an interview. False

12. The Functional Job Analysis (FJA) method only rates the job on data and people. False

13. The document that provides information regarding the job duties and responsibilities of the job is called a job description. True

14. Job specifications state the minimum qualifications that applicants must possess to be considered for a job. True

15. Job design involves the content of jobs and the effect of jobs on employees. True

16. Job enlargement is achieved by adding employee responsibility. False

17. The self-directed work team is composed of individuals who are assigned a cluster of tasks, duties and responsibilities to be accomplished. True

18. Hoteling is a work arrangement where employees' offices are wherever they are. False

19. Job analysis refers to organising tasks, duties and responsibilities into a productive unit of work. False

20. Without the foundation of job analysis, it is difficult for an organisation to defend its recruiting and selection procedures, performance appraisal system, employee disciplinary actions and pay practices. True

21. A task is a distinct, identifiable work activity composed of motions, whereas a duty is a larger work segment composed of several tasks that are performed by an individual. True

22. One job analysis method requires that employees "observe" their own performance by keeping a diary of their job duties, noting how frequently they are performed and the time required for each duty. True

23. The Position Analysis Questionnaire (PAQ) focuses on "worker-oriented" elements that describe behaviours necessary to do the job, rather than on "job-oriented" elements that describe the technical aspects of the work. True

24. The primary purpose of job analysis is to comply with government laws and regulations. F

25. A job description tells what a job accomplishes and what performance is considered satisfactory in each area of the job. False

26. The job specification should list the knowledge, skills and abilities of the ideal candidate. F
27. The current incumbent's job qualifications are usually a good indication of what is necessary to perform the job satisfactorily. False

28. A job consists of different duties and responsibilities performed by one person. False

29. A statement of the different duties, tasks, and responsibilities of a job is known as a job description. True

30. A statement of the different duties, tasks, and responsibilities of a job is known as a job specification. False

31. Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal. False

32. An example of a job-related specification might be to require 3-5 years experience for a job as senior compensation analyst. True

33. A job description is a statement of the tasks, duties and responsibilities of a job to be performed. True

34. Job analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks or activities of those jobs are. True

35. Conducting job analysis is primarily the responsibility of the jobholder. False

36. Ultimately, the purpose of job analysis is to value a job and establish its pay rate. False

37. Common methods of analysing jobs include interviews, questionnaires, observation and diaries. True

38. Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions. False

39. Job analysis is usually more accurate and objective if the job analyst can prepare the job description without consulting supervisors or jobholders. False

40. Functional job analysis provides a quantitative assessment that can be used to describe the content of a job. True

41. The functional job analysis approach is worker-oriented and permits dimensions of behaviour to be compared across a number of jobs. False

42. Most job descriptions include a job title, a job identification section and a job duties section. True

43. Job specifications usually cover two areas: (1) the skill required to perform the job and (2) the level of autonomy inherent in the position. False

44. A problem with job descriptions is that they tend to broaden the scope of activities performed by a job holder. False

45. Job design should facilitate the achievement of organisational goals while recognising the capabilities and needs of those who are to perform it. True

46. Job design considers organisational objectives, industrial engineering considerations, ergonomic concerns and job descriptions. False

47. Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits. False

48. The real advantage of job enrichment is that it applies to all employees. False

49. Inherent in the concept of work teams is that employees, not managers, are in the best position to contribute to work performance. True

50. A primary difficulty with work teams is that managers often find it hard to adapt to the role of leader rather than supervisor. True