Test on Human Resources and Job Design in Operations

Question 1: Self-directed teams are universally adopted by organizations because they have no significant limitations.

A. Yes

B. No

Explanation: Self-directed teams are a form of expanded job design. The study materials state that 'If job designs that enlarge, enrich, empower, and use teams are so good, why are they not universally used? Mostly it is because of costs.' It then lists several limitations of expanded job designs, such as higher capital cost, individual differences among employees, higher wage rates, a smaller labor pool, and higher training costs. Therefore, self-directed teams do have significant limitations, and are not universally adopted.

Question 2: According to Hackman and Oldham's research on the psychological components of job design, which of the following is considered a core job characteristic?

A. Labor specialization

B. Skill variety

C. Reduced training costs

D. Horizontal enlargement

Explanation: Hackman and Oldham suggest five desirable characteristics of job design: skill variety, job identity, job significance, autonomy, and feedback. Labor specialization, reduced training costs, and horizontal enlargement are not among these five core characteristics.

Question 3: In a knowledge-based pay system, an employee's pay depends in part on their demonstrated knowledge or skills.

A. Yes

B. No

Explanation: The study materials state that 'Under knowledge-based (or skill-based) pay systems, a portion of the employee's pay depends on demonstrated knowledge or skills.'

Question 4: According to the study materials, which of the following statements accurately describe incentive systems based on individual or group productivity?

A. They commonly require employees or crews to produce at or above a predetermined standard.

B. The standards for these systems can be based on a 'standard time' per task or the number of pieces made.

C. These systems typically guarantee employees at least a base rate of pay.

D. They are exclusively monetary and do not include non-monetary rewards such as recognition or preferred work schedules.

Explanation: The study materials state that 'Production incentives often require employees or crews to produce at or above a predetermined standard.' They also mention that 'The standard can be based on a "standard time" per task or number of pieces made.' Additionally, 'Both systems typically guarantee the employee at least a base rate.' However, the materials explicitly say, 'Incentives, of course, need not be monetary. Awards, recognition, and other kinds of preferences such as a preferred work schedule can be effective,' making the fourth option incorrect.

Question 5: The study materials suggest that currently available anthropometric data and design methods ensure that all standard workplace furniture, such as chairs and desks, perfectly fit every employee's physical dimensions without the need for adjustments or specialized items.

A. Yes

B. No

Explanation: The study materials indicate that while substantial data exist for design, standard furniture often only fits certain percentiles of the population, leaving many employees at the extremes of the size distribution ill-fitted. It highlights the growing need for adjustable chairs and desks because 'extreme size' is on the rise and notes that even adjustable options for the 5th to 95th percentiles still leave out millions of people.