Question :
71. Which of the following approaches to job design focuses job : 1251003
71. Which of the following approaches to job design focuses on job satisfaction as the major outcome of interest?
A. Motivational approach
B. Mechanistic approach
C. Biological approach
D. Perceptual-motor approach
According to “Job Characteristics Model.”, when the core job characteristics are high, individuals will have a high level of internal work motivation. This is expected to result in higher quantity and quality of work as well as higher levels of job satisfaction.
72. As a manager, you want to redesign a job because your most recent attitude survey indicated that individuals were very bored with the monotony of their jobs. Which job design approach would be most helpful to you?
A. Motivational approach
B. Mechanistic approach
C. Biological approach
D. Perceptual-motor approach
The prescriptions of the motivational approach focus on increasing the meaningfulness of jobs through such interventions as job enlargement, job enrichment, and the construction of jobs around sociotechnical systems.
73. All but one of the following are outcomes of jobs high in the core job characteristics of the Job Characteristics Model. Identify the exception.
A. Increased performance quality
B. Lower job complexity
C. Increased job satisfaction
D. Higher internal work motivation
According to Job Characteristics Model, when the core job characteristics (and thus the critical psychological states) are high, individuals will have a high level of internal work motivation. Also leads to higher quantity and quality of work as well as higher levels of job satisfaction.
74. Within the Job Characteristics Model, the degree to which the job allows an individual to make decisions about the way the work is carried out is called:
A. task identity.
B. task discretion.
C. skill variety.
D. autonomy.
According to Job Characteristics Model, jobs can be described in terms of five characteristics: Skill variety, Task identity, Autonomy, Feedback and Task significance. Autonomy is the degree to which the job allows an individual to make decisions.
75. The degree to which a job requires completing a “whole” piece of work from beginning to end is:
A. task identity.
B. skill variety.
C. autonomy.
D. task significance.
According to Job Characteristics Model, jobs can be described in terms of five characteristics: Skill variety, Task identity, Autonomy, Feedback and Task significance. Task identity is the degree to which a job requires completing a “whole” piece of work from beginning to end.
76. The extent to which the job has an important impact on the lives of other people is:
A. task identity.
B. skill variety.
C. autonomy.
D. task significance.
According to Job Characteristics Model, jobs can be described in terms of five characteristics: Skill variety, Task identity, Autonomy, Feedback and Task significance. Although all five characteristics are important, the belief that the task is significant because performing it well leads to outcomes one values may be the most critical motivational aspect of work.
77. All but one of following are the three psychological states associated with the Job Characteristics Model. Name the exception.
A. Experienced meaningfulness
B. Responsibility
C. Social interaction
D. Knowledge of results
The three critical psychological states are “experienced meaningfulness,” “responsibility,” and “knowledge of results.” They determine the motivating potential of a job.
78. Within the Job Characteristics Model, the extent to which a person receives clear information about his/her performance from the job itself is termed:
A. autonomy.
B. communication.
C. feedback.
D. task identity.
According to Job Characteristics Model, jobs can be described in terms of five characteristics: Skill variety, Task identity, Autonomy, Feedback and Task significance. And Feedback is the extent to which a person receives clear information about performance effectiveness from the work itself.
79. All but one of the following interventions are consistent with the motivational approach to job design. Identify the exception.
A. Self-managing work teams
B. Task specialization
C. Job enrichment
D. Job enlargement
Much of the work on job enlargement (broadening the types of tasks performed), job enrichment (empowering workers by adding more decision-making authority to jobs), and self-managing work teams has its roots in the motivational approach to job design.
80. The goal of the biological approach to job design is:
A. to make the work simple so that anyone can be trained quickly and easily to perform it.
B. to minimize physical strain on the worker by structuring the physical work environment around the way the human body works.
C. to focus on increasing the meaningfulness of jobs.
D. to design jobs in a way that ensures they do not exceed people’s mental capabilities and limitations.
Biological approach to job design focuses on outcomes such as physical fatigue, aches and pains, and health complaints.
