ASSESSMENT TASK 2

Multiple Choice: Encircle the letter of the correct answer.

1. Combining previously fragmented tasks into one job, again to increase the variety and
meaning of repetitive work is called _________.
a. job rotation
b. job enlargement
c. job enrichment
d. job analysis

2. Which of the following statement is incorrect?

a. To remain competitive in today’s global marketplace, organizations must change.
b. One of the most effective tools to promote successful change is organization
development (OD).
c. Organization development strategy has been defined more specifically as ‘the
ability to manage people for competitive advantage’.
d. There are no variations regarding the definition of OD.

3. Which of the following is the responsibility of HR in any organization?

a. To manage and look after the monetary status of the company.
b. To make relations with other organizations and investors to invest in their
organization.
c. To focus on building organizational learning, skills and workforce productivity.
d. To manage the administrative functions of the organization.

4. ____________ refer to what is believed to be important about how people and

organizations behave.
a. Values
b. Norms
c. Work system
d. Ability
5. ______________ is an increasingly important process in flexible and delayered
organizations where more fluid interactions across the structure are required between
individuals and teams.
a. Leadership
b. Conflict
c. Networking
d. Political behavior

6. Which among the following is NOT an organizational process?

a. Power.
 b. Politics.
c. Communication.
d. Emotional Intelligence.

7. Which of the following has been defined as the psychological qualities that influence an
individual’s characteristic behavior patterns in a stable and distinctive manner?
a. Attitude.
b. Personality.
c. Emotions.
d. Intelligence.

8. ______________ is concerned with how the various processes required making a

product or providing a service should operate.
a. Work Design
b. Work system design
c. Job design
d. Organization design

9. With reference to Job design, which of the following is an appropriate choice?

a. It is about establishing what people in individual jobs or roles are
there to do.
b. It is to decide how much pay a particular employee will get.
c. Deals with the ways in which things are done in the work system of a
business by teams and individuals.
d. It deals with the set of related activities that combine to give a result that
customers want.

10. Which of the following comprises the design of jobs, working conditions and the ways in
which people are treated at work by their managers and co-workers as well as the work
system?
a. Work design.
b. Work system design.
c. Work environment.
d. Organizational structures.

ASSESSMENT TASK 3
Multiple Choice: Encircle the letter of the correct answer.

1. Which of the following is NOT a characteristic of commitment identified by Mowday et

al (1982)?
a) A strong desire to remain a member of the organization.
b) A strong belief in and acceptance of the values and goals of the organization.
c) A readiness to exert considerable effort on behalf of the organization.
 d) A strong loyalty towards organization to make it profitable at any cost.

2. According to Alfes et al (2010), thinking hard about the job and how to do it better is
called_________.
a) intellectual engagement
b) affective engagement
c) social engagement
d) personal engagement

3. Which of the following is NOT a core facet of engagement according to Alfes et al

(2010)?
a) Intellectual engagement – thinking hard about the job and how to do it better.
b) Affective engagement – feeling positively about doing a good job.
c) Personal engagement - giving time to the organization beyond regular
working hour.
d) Social engagement – actively taking opportunities to discuss work-related
improvements with others at work.

4. The expectancy theory is a theory belonging to ________ theories.

a) conjugation
b) convoluted
c) process
d) content

5. In Vroom’s expectancy theory, the term valence refers to

a) The extent of an individual’s yearning for success.
b) The extent an individual prefers a specific outcome.
c) The extent of success that follows individual’s effort.
d) The extent one can be satisfied.

6. In Vroom’s expectancy theory, the term expectancy refers to

a) Force or strength of motivation to do something.
b) Strength of the individual's preference for a particular outcome.
c) Individual’s perception of the likelihood that doing ‘x’ will result in
outcome ‘y’.
d) Expectation of benefits from an organization.

7. Which of the following is NOT a content theory of motivation?

a) Maslow’s needs theory.
b) Vroom expectancy theory.
c) ERG theory
d) Herzberg’s two factor model.
 8. Which of the following is NOT included in mutual commitment firms by Kochan and
Dyer (1993)?
a) Monitoring level.
b) Strategic level.
c) Functional.
d) Workplace level.

ASSESSMENT TASK 4
Multiple Choice: Encircle the letter of the correct answer.

1. What is labor turnover?

a) The number of employees being outsourced.
b) The number of employees being promoted.
c) The number of employees leaving an organization and being replaced.
d) The total number of employees in the organization.

2. Labor turnover is the ratio of

a) Employees employed and employee promoted in a period.
b) Employees outsourced and employees employed in a period.
c) Employees left and employees employed in a period.
d) Employees fired and employees employed in a period.

3. The Labor Stability ratio considers

a) employees with greater skill
b) employees with a certain service length
c) employees nearing retirement
d) employees with higher salaries

4. Which of the followings is NOT a cause of labor turnover?

a) Accident
b) Retirement
c) Career shift
d) Delegation

5. The employment life cycle usually shows a decision point shortly after joining, when things
are still new and perhaps difficult. This is called ________________________________.
a) first difficulty
b) first crisis
c) first Induction Crisis
d) frustration

6. An exit interview should be arranged by the employer in order to

a) Bid farewell to resigning employee who has served the organization so far.
 b) Know the reason of resignation and take consequent action.
c) Let the employee know that the re-entry door is not closed.
d) To make sure other employees are not disheartened.

7. Interviewing leaving employees is good way of

a) Showing that the organization care about them.
b) Understanding the psychology of employees.
c) Taking turnover seriously.
d) Devising a way to retain existing workforce.

8. Which of the following is conducted to gauge the general climate of the organization and the
response of the workforce as a whole to working conditions, management style and so on?
a) Attitude Survey
b) Perception Survey
c) Satisfaction Survey
d) Cognitive Survey

9. Decision of choosing between internal or external recruitment should rest on

_____________.
a) Observation of recruitment policy of competitors
b) Local labor law
c) Capability of existing staffs
d) Corporate practice in the industry

ASSESSMENT TASK
Multiple Choice: Encircle the letter of the correct answer.

1. Which of the following is NOT a use of job analysis?

a) To assess how well an employee has fulfilled the requirements of the job.
b) To decrease the number of blue-collar workers.
c) To assess the knowledge and skills necessary in a job.
d) To identify hazards in the job.

2. A Job Description provides all of the following usages EXCEPT

a) determining appropriate salary level
b) determining required skill level
c) determining level of job satisfaction
d) determining effective utilization of human resource

3. Which of the following is NOT included in a coherent promotion policy?

a) Only some key employees will get opportunity to be promoted to the highest
grades.
 b) All promotions, as far as possible, and all things being equal, are to be made from
within the firm.
c) Vacancies should be advertised and open to all employees.
d) Training should be offered to encourage and develop employees of ability and
ambition in advance of promotion.

4. In working place job analysis is carried out by any one of the following EXCEPT
a) Observation of working practice.
b) Questionnaires and interviews.
c) Diaries, time sheets and other self-recording techniques.
d) Data collection form industry journals.

5. Which of the following is generally NOT a purpose of job description?

a) To decide which skills (for example, technical, human, conceptual, design) and
qualifications are required of the job holder
b) To assess whether the job will efficiently utilize the abilities and provide scope
for the aspirations of the prospective job holder.
c) To determine a rate of pay which is fair for the job, if this has not already been
decided by some other means.
d) To find out the employees who are overpaid and have less work.

6. Which of the following statement is NOT a limitation of job descriptions?

a) They are only suited for jobs where the work is largely repetitive and therefore
performed by low-grade employees.
b) Jobs are likely to be constantly changing as turbulent business environments
impact upon them, so a job description is constantly out of date or limiting.
c) Job descriptions stifle flexibility and encourage demarcation disputes, where
people adhere strictly to the contents of the job description, rather than responding
flexibly to task or organizational requirements.
d) For manual work, job descriptions provide a list of the sequence of
operations that constitute the job, noting main levels of difficulty.

7. In a job advertisement, ‘pleasant personality’ has been sought for the post of a public
relations officer. The stated person specification is classed
as__________________________.
a) essential
b) desirable
c) contra-indicated
d) optional

8. Job performance evaluation can be based on ______________.

a) job assessment
b) job description
c) job narrative
d) job criteria