Question1) Which of the following core dimensions or characteristics of a job is defined as the degree to which the job necessitates the use of various skills for the different activities to be performed?
(i) Autonomy
(ii) Task identity
(iii) Feedback
(iv) Task significance
(v) Skill variety.
Question2) Individual interview method of job analysis is employed when a job in question is complex and has different tasks. In this regard, individual interview method of job analysis is very effective in which of the following condition(s)?
I. When an interview is structured.
II. When an interview is unstructured.
III. When an interviewer is clear about the information to be obtained.
(i) Only (I) above
(ii) Only (II) above
(iii) Only (III) above
(iv) Both (I) and (III) above
(v) Both (II) and (III) above.
Question3) There are several methods of job analysis. In which of the following methods, the entire job related information is gathered from ’experts’, generally supervisors, and not the job incumbents?
(i) Dairy method
(ii) Technical conference method
(iii) Questionnaire method
(iv) Group interview method
(v) Observation method.
Question4) According to John Flanagan, who proposed Critical Incident Technique (CIT), behaviours in specific situations contribute to success or failure of individuals or organizations. CIT is more appropriate for
(i) Top level jobs that have unusual job profile
(ii) Middle and top management level jobs
(iii) Middle level jobs which include extra burden
(iv) Lower level jobs which are routine
(v) All levels of jobs as critical incidents can take place at all levels.
Question5) Job rotation enhances employee motivation by periodically assigning employee to alternative jobs. Job rotation helps managers to deal with which of the following?
(i) Employee occupational safety and health
(ii) Absenteeism and high turnover of workforce
(iii) Employee wage policy
(iv) Employee trade unions
(v) Employee compensation policy.
Question6) A program in which employees continue their present jobs, but duties are added with intention of making job more rewarding is called
(i) Job enrichment
(ii) Job enlargement
(iii) Job rotation
(iv) Job specification
(v) Job description.
Question7) New company is created from merger of two companies which previously competed for the same target customers. To streamline activities and Make sure there is no overlap of jobs or company activities, the company must complete
(i) Job specification
(ii) Job evaluation
(iii) Job analysis
(iv) Job rotation
(v) Job posting.
Question8) Process of analyzing a job consists of different steps. In ‘developing the job description’, description of which of the following is not prepared?
(i) Employees
(ii) Tasks
(iii) Responsibilities
(iv) Duties
(v) Functions.
Question9) Well executed job analysis and well drafted job description and job specification could be used for various human resource activities in an organization. Which of the following is/are the areas where job analysis is useful?
I. Performance appraisal.
II. Training and development.
III. Promotion and transfer.
IV. Compensation management.
(i) Only (I) above
(ii) Both (I) and (II) above
(iii) Both (III) and (IV) above
(iv) (I), (II) and (IV) above
(v) All (I), (II), (III) and (IV) above.
Question10) High motivating potential score indicates a positive effect on motivation, performance and satisfaction of incumbents and reduces likelihood of
(i) Transfers
(ii) Promotions
(iii) Turnover and absenteeism
(iv) Feedback
(v) Job enrichment.
Question11) Job enrichment is the most popular technique for enhancing employee motivation. Which of the following steps in the process of job enrichment precedes the others?
(i) Making list of changes and enrichment in job design
(ii) Changing content of a job rather than changing the employees
(iii) Providing adequate training, guidance, encouragement and help
(iv) Concentrating on motivational factors
(v) Providing scope for change and enrichment in job design.