Chapter 4

Question 1

Vision

Answer 1

Long-term goals regarding what the organization wants to become and accomplish, describing its image of an ideal future

Question 2

Core Values

Answer 2

The enduring beliefs and principles that guide an organization’s decisions and goals

Question 3

Business Strategy

Answer 3

How an organization will compete in a particular market

Question 4

Other Characteristics

Answer 4

A miscellaneous category for worker characteristics that are not knowledges, skills, or abilities, including personality traits, values, and work styles

Question 5

Human Resource Planning

Answer 5

Aligning the organization’s human resources to effectively and efficiently accomplish the organization’s strategic goals

Question 6

Strategic Planning

Answer 6

A process for making decisions about an organizations long-term goals and how they are to be achieved

Question 7

Labor Gap Analysis

Answer 7

Comparison of the organization’s forecasted labor demand with its forecaster labor supply

Question 8

Action Plan

Answer 8

A strategy for proactively addressing an expected talent shortage or surplus

Question 9

Job Characteristics Model

Answer 9

Objective job characteristics including skill variety, task identity, task significance, autonomy, and task feedback lead to job satisfaction for people with a high growth need strength

Question 10

Job Task

Answer 10

An observable unit of work with a beginning and an end

Question 11

Talent Inventories

Answer 11

Worksheets or databases summarizing each employee’s competencies, qualifications, and anything else that can help the company understand how the employee can contribute

Question 12

Job Rotation

Answer 12

Workers are moved through a variety of jobs to increase their interest and motivation

Question 13

Job Enrichment

Answer 13

A job design approach that increases a job’s complexity to give workers greater responsibility and opportunities to feel a sense of achievement

Question 14

Cross-Training

Answer 14

Training employees in more than one job or in multiple skills to enable them to do different jobs

Question 15

Job Enlargement

Answer 15

Adding more tasks at the same level of responsibility and skill related to an employee’s current position

Question 16

Mission

Answer 16

The organization’s basic purpose and the scope of its operations

Question 17

Person Specification

Answer 17

Summarizes the characteristics of someone able to perform the job

Question 18

Scientific Management

Answer 18

Breaks work down into simplest elements and then systematically improves the worker’s performance of each element

Question 19

Intrinsic Rewards

Answer 19

Nonmonetary rewards derived from the work itself

Question 20

Task Statements

Answer 20

Identity in specific behavioral terms the regular duties and responsibilities of a position

Question 21

Total Rewards

Answer 21

The combined intrinsic and extrinsic rewards of a job

Question 22

Job Analysis

Answer 22

A systematic process used to identify and describe the important aspects of a job and the characteristics a worker needs to perform the job well

Question 23

Essential Criteria

Answer 23

Job holder characteristics that are vital to job performance

Question 24

Job Description

Answer 24

Written descriptions of the duties and responsibilities of the job itself

Question 25

Centralized Organization

Answer 25

Concentrated power and decision-making authority at higher levels of the organization

Question 26

Extrinsic Rewards

Answer 26

Rewards with monetary value

Question 27

Organizational Design

Answer 27

Selecting and managing aspects of organizational structure to facilitate organizational goal accomplishment

Question 28

Succession Planning

Answer 28

Identifying, developing, and tracking employees to enable them to eventually assume higher level positions

Question 29

Ability

Answer 29

A stable and enduring capability to perform a variety of tasks

Question 30

Knowledge

Answer 30

organized factual or procedural information that can be applied to perform a task

Question 31

Structured Interview Technique

Answer 31

Job experts provide information about the job during a structured interview

Question 32

Rule

Answer 32

Statements of what employees may or may not do

Question 33

Procedure

Answer 33

Describes how a policy directive is accomplished along with relevant details (who, when, where)

Question 34

Skill

Answer 34

The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities

Question 35

Business Process Reengineering

Answer 35

A more radical rethinking and redesign of workflow and business processes to achieve large improvements in speed and customer satisfaction

Question 36

Forecasting Labor Supply

Answer 36

Determining the demand for an organization's products or services, which is a major influencer of the organization's need for workers

Question 37

Organizational Structure

Answer 37

The organization's formal system of task, power, and reporting relationships

Question 38

Strategic Planning

Answer 38

A process for making decisions about an organization's long-term goals and how they are to be achieved

Question 39

Formalization

Answer 39

The degree to which organizational rules, procedures, and communications are documented

Question 40

Organizational Chart

Answer 40

Diagram illustrating the chain of command and reporting relationships in a company

Question 41

Division of Labor

Answer 41

The degree to which employees specialize

Question 42

Workflow

Answer 42

How work is organized to meet the organization's goals

Question 43

Forecasting Labor Demand

Answer 43

Determining an organization's need for workers in anticipation of the demand for an organization's products or services

Question 44

Hierarchy

Answer 44

The degree to which some employees have formal authority over others

Question 45

Competencies

Answer 45

Broad worker characteristics that underlie successful job performance