HRM
500 Midterm Exam Answers
Purchase From Here:
The policies,
practices, and systems that influence employees’ behavior, attitudes, and
performance constitute:
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materials
management.
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labor laws.
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human resource
management.
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equal employment
opportunity.
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supply chain
management.
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As a type of resource,
human capital refers to the:
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tax-deferred value
of an employee’s 401(k) plan.
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total budget
allocated to the HR department in an organization.
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wages, benefits, and
other costs incurred in support of HR functions in an organization.
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employee
characteristics that add economic value to the organization.
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cash, equipment,
technology, and facilities that the organization uses.
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One of the qualities
of human resources is that _____.
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it is easily
imitated by rivals
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it is easily
available for all companies to utilize
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it is negligible in
terms of value
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it is indispensable
for building a competitive advantage
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it is highly
substitutable and interchangeable
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Which of the following
responsibilities is specifically associated with the HR function of support for
strategy?
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Human resource planning
and forecasting
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Wage and salary
administration
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Discipline
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Developing an HR
information system
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Developing employee
handbooks and company publications
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Which of the following
refers to the process of getting detailed information about jobs?
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Policy creation
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Job orientation
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Job rotation
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Supply chain
management
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Job analysis
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Job design is the
process of:
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identifying suitable
candidates for jobs.
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enabling employees
to learn job-related knowledge, skills, and behavior.
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presenting
candidates with positive and negative information about a job.
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defining the way
work will be performed and the tasks that a given job requires.
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generating a pool of
potential candidates for a job.
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Which of the following
refers to the process through which an organization seeks applicants for
potential employment?
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Orientation
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Work analysis
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Training
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Recruitment
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Job design
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The process by which
the organization attempts to identify applicants with the necessary knowledge,
skills, abilities, and other characteristics that will help the organization
achieve its goals is referred to as _____.
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performance
management
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selection
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work analysis
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orientation
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compensation
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_____ is a planned
effort to enable employees to learn job-related knowledge, skills, and
behavior.
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Training
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Compensation
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Performance
appraisal
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Recruitment
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Selection
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The HR function of
_____ involves acquiring knowledge, skills, and behavior that improve
employees’ ability to meet the challenges of a variety of new or existing jobs,
including the client and customer demands of those jobs.
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recruitment
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selection
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development
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employee relations
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personnel policy
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The process of
ensuring that employees’ activities and outputs match the organization’s goals
is called _____.
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employee development
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performance
management
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job analysis
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supply chain
management
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career planning
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How does establishing
and administering policies help organizations?
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It encourages
employees to defend themselves by claiming ignorance of disciplinary norms.
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It leaves a lot of
room for subjective decision-making.
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It allows companies
to address issues on a case-by-case basis.
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It eliminates the
need for documentation and record-keeping.
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It allows companies
to handle situations fairly and objectively.
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_____ refers to the
use of quantitative tools and scientific methods to analyze data from human
resource databases and other sources to make evidence-based decisions that
support business goals.
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Workforce analytics
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Career development
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Task analysis
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Conjoint analysis
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Performance
management
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Under the principle of
“employment at will”, the employer may terminate employment:
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immediately after
written notice.
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after two weeks’
notice.
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only if the employee
voluntarily resigns.
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at any time without
notice.
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only if he cannot
show just cause.
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The process that helps
the human resource department to forecast the organization’s needs for hiring,
training, reassigning employees along with handling or avoiding layoffs is
known as _____.
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evidence-based HR
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supply chain
management
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corporate social
responsibility
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human resource
planning
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job development
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An organization’s
ability to profit without depleting its resources, including employees, natural
resources, and the support of the surrounding community is called _____.
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social media
optimization
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high-performance
management
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sustainability
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substitutability
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supply chain
management
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The parties with an
interest in the company’s success—typically, shareholders, the community,
customers, and employees—constitute the _____ of a company.
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management
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market
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personnel
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stakeholders
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strategic partners
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Which of the following
is true of sustainable organizations?
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They focus on smooth
turnover and outsourcing rather than long-term planning.
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They are less
concerned about employee development and empowerment.
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They are more
concerned about justice and fairness rather than short-term profits.
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They are more concerned
with the quantum of output than quality standards.
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They primarily focus
on maximizing profits and delivering high returns to investors.
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Which of the following
statements is true about HR responsibilities of supervisors?
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Non-HR managers do not
need be familiar with the basics of HRM.
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HR activities are
invariably limited to the specialists in the HR department.
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Supervisors
typically have responsibilities related to all the HR functions.
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In small
organizations, all HR activities are carried out by HR specialists.
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Job analysis and job
design are techniques that lie outside the purview of supervisors.
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Which of the following
is true of ethics in human resource management?
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Most managers have a
positive perception of the ethical conduct of U.S. businesses.
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Evidence shows that
HRM practices are invariably ethical.
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Many ethical issues
in the workplace involve human resource management.
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Most people believe
that individuals apply values they hold in their personal lives to their
professional activities.
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The general public
has a positive perception of the ethical conduct of U.S. businesses.
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The right of employees
to know the nature of the job they are being hired to do and the obligation of
a company not to deceive them in this respect is mainly reflective of the basic
Kantian right of _____.
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free consent
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privacy
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freedom of
conscience
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due process
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freedom of speech
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Which one of Kant’s
basic human rights is violated when a supervisor requires an employee to do something
that is unsafe or environmentally damaging, in spite of the employee clearly
objecting to the order?
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Right of freedom of
conscience
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Right of equal
opportunity employment
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Right to due process
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Right of freedom of
speech
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Right of privacy
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People’s right of
privacy is the right to:
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fight against a
wrongful discharge.
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know the nature of
the job they are being hired for.
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control what they
reveal about their private life.
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autonomy in how they
carry out their work.
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a fair and impartial
hearing.
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If people believe
their rights are being violated, they have the right to a fair and impartial
hearing. This reflects the basic human right to:
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privacy.
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freedom of
conscience.
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lifetime employment.
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due process.
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free consent.
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Which of the following
is a standard that human resource managers must satisfy for HRM practices to be
ethical?
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Human resource
practices must result in the greatest good for the largest number of people.
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Employment practices
must respect employees’ right of lifetime employment.
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Employment practices
must limit the application of the principle of employment-at-will as it is
unfair to employees.
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Managers must treat
employees as family.
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Managers must always
maintain that customers are right.
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Which of the following
statements best explains the term “labor force”?
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All the people
willing and able to work
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All the permanent
employees of an organization
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All the adult
members of a population
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All the people who
have contracts to work at the company
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All the temporary
workers of an organization
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Which of the following
statements about the composition of the U.S. labor force during the next decade
is true?
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The largest
proportion of the labor force is expected to be in the 16- to 25-year age
group.
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For the first time
ever, the number of workers under 40 years of age will exceed the number of
workers 40 years of age or older.
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The labor force is
expected to grow at a greater rate than at any other time in U.S. history.
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Despite a small
increase in the number of young workers, the overall workforce will be aging.
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The total cost of
labor in the United States would considerably decrease.
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Managing cultural
diversity involves:
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avoiding the use of
affirmative action policies.
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encouraging career
development for women and minorities.
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reducing cultural
diversity by selective hiring.
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creating separate
career tracks for employees with families.
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forming different
pay structures for various groups.
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Which of the following
skills are more actively sought by U.S. employers today?
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Physical strength
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Mastery of
particular machinery
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Ability to perform
routine tasks
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Ability to work with
a tool
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Interpersonal skills
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Which of the following
defines organizations with the best possible fit between their social system
and their technical system?
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Holistic management
systems
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High-performance
work systems
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Total quality
management systems
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Supply chain systems
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Workforce analysis
systems
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Which of the following
is a trend that is seen in present day high-performance work systems?
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Employee empowerment
in decision making
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Mismatches in
technical system and social system
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Centralized decision
making
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Increase in
individual assignments
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Reduced reliance on
knowledge workers
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Employee empowerment
primarily involves _____.
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continually learning
and improving one’s skills and abilities
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following a
centralized and tall organizational structure
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providing increased
salary and benefits to employees
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leading employees by
the strength of one’s charisma
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giving employees
responsibility and authority to make decisions
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_____ refers to full
involvement in one’s work and commitment to one’s job and company.
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Employee selection
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Job enlargement
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Employee appraisal
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Job specialization
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Employee engagement
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The term teamwork
essentially refers to:
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centralizing
responsibility and authority to make decisions regarding all aspects of
product development.
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providing employees
with individual opportunities to grow, thereby achieving organizational
goals.
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having the best
possible fit between an organization’s social system and technical system.
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making efforts to
continuously improve the ways people, machines, and systems accomplish work.
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assigning work to a
group of employees with various skills who interact to assemble a product.
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Which of the following
terms describes a company wide effort to continuously improve the way people,
machines, and systems accomplish work?
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Total quality
management
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Optimal performance
system
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Business
reengineering
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High-performance
work system
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Performance
management
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When two companies
join forces and become one entity, it is referred to as a(n):
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joint venture.
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merger.
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take-over.
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strategic alliance.
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acquisition.
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A chemical company
buying a medical equipment manufacturing company is an example of a(n) _____.
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partnership
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acquisition
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consolidation
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strategic alliance
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joint venture
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When an organization
undertakes a complete review of its critical work processes to make them more
efficient and to be able to deliver higher quality, it is engaging in:
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offshoring.
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codetermining.
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greenfield
venturing.
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outsourcing.
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reengineering.
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Home Needs is a
consumer goods company who provide the option of door-to-door delivery. They
have partnered with a packaging company for transporting their goods to the
customers. This practice of having another company to provide one of the
services of the company is known as _____.
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outsourcing
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reengineering
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cause marketing
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disinvesting
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downsizing
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Which of the following
is the reason why more organizations are looking overseas to hire talented
people?
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Lack of demand for
their products in the U.S.
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Governmental
pressure
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Poor quality of
labor in the U.S.
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Low cost of labor in
foreign countries
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Lack of technology
in the U.S.
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Employees who take
assignments in other countries are called _____.
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external employees
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expatriates
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emigrants
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immigrants
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home-country
nationals
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Employees who take
assignments in other countries are called _____.
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expatriates
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emigrants
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external employees
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immigrants
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home-country
nationals
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A(n) _____ provides
insight into business trends and patterns and helps businesses improve
decisions.
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shared service
center
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electronic
performance support systems
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Internet portal
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application service
provider
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business
intelligence system
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A system in which
employees have online access to information about HR issues and go online to
enroll themselves in programs and provide feedback through surveys is termed
as:
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data mining.
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payroll automation.
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social facilitation
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cloud computing.
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self-service.
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The relationship
between employer and employee can be thought of in terms of a(n) _____, a
description of what an employee expects to contribute in an employment
relationship and what the employer will provide the employee in exchange for
those contributions. Unlike a written sales contract, this is not formally put
into words.
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union bond
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psychological
contract
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employee contract
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legal agreement
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offer letter
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The new type of
psychological contract has resulted in reduced:
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creativity.
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training and
development opportunities.
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employee
compensation.
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job security.
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flexibility.
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Employees realize that
many companies are no longer able to provide long-term employment security.
Instead, the employees now want:
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employability.
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increased pay.
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written employment
contracts.
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additional benefits.
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less demanding work.
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Independent
contractors are:
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employed directly by
a company for a specific time.
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usually full-time
company employees.
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self-employed
individuals with multiple clients.
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people employed by
the company to work on an independent project through a written contract.
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people employed by a
temporary agency.
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_____ are employed
directly by a company for a specific time, specified in a formal agreement
between the company and the workers.
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On-call workers
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Part-time workers
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Temporary workers
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Independent
contractors
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Contract company
workers
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The use of independent
contractors, on-call workers, temporary workers, and contract company workers,
collectively constitute:
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alternative work
arrangements.
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outsourcing.
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offshoring.
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consolidation.
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high performance
work systems.
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Which of the following
is enforced by the Equal Employment Opportunity Commission?
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Fourteenth Amendment
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Thirteenth Amendment
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Americans with
Disabilities Act of 1990
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Rehabilitation Act
of 1973
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Executive Order
11246
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According to the Equal
Pay Act of 1963, men and women performing the same job cannot have differences
in pay on the basis of _____.
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quality of
production
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sex
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education
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seniority
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merit
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Which of the following
is true about Title VII of the Civil Rights Act of 1964?
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The act permits
employers to retaliate against employees participating in a proceeding
against the employer.
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The act applies to organizations
with 15 or more employees.
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The act protects
employers from an employee’s opposition to an alleged illegal employment
practice.
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The act permits
employers to hire job applicants belonging exclusively to a particular
nationality.
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The act permits
employers to hire an individual based on his gender and race in the absence
of a BFOQ.
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Which of the following
categories is NOT covered by Title VII of the Civil Rights Act of 1964?
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Age discrimination
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Gender
discrimination
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Discrimination on
the basis of nationality
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Religious
discrimination
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Racial
discrimination
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Which of the following
is true about Age Discrimination in Employment Act (ADEA)?
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ADEA permits an
employer to reduce the fringe benefits to all employees over 40.
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ADEA permits
companies to lay off older workers when the economy is slow.
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ADEA favors the idea
of coercing employees to accept early-retirement incentives.
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ADEA recommends
early-retirement incentive programs wherein employees agree not to sue the
company for ageism.
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ADEA outlaws making
employment decisions based on a person’s age being over 40.
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Which of the following
terms refer to an organization’s active effort to find opportunities to hire or
promote people in a particular group?
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Disparate impact
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Reasonable
accommodation
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Adverse impact
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Reverse
discrimination
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Affirmative action
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Vocational
Rehabilitation Act of 1973 was introduced to enhance employment opportunity for
_____.
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older employees
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minors
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individuals with
disabilities
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minorities
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women
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Which of the following
individuals will NOT be covered under the Americans with Disabilities Act?
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An individual with
cancer in remission
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An individual with a
history of heart disease
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An individual who is
deaf and blind
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An individual who is
subject to substance abuse
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An individual with a
history of mental illness
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Which of the following
is true about the Americans with Disabilities Act?
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It classifies a
person, who needs ordinary eyeglasses or contact lenses to perform each major
life activity with little or no difficulty, as disabled.
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It goes beyond
prohibiting discrimination to require that employers take steps to
accommodate individuals covered under the legislation.
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It is used to
protect individuals with conditions such as obesity and substance abuse.
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It permits the
employer to cut down on fringe benefits of individuals with disabilities.
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It permits
discrimination in areas such as layoff and leave.
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Which of the following
is true about the Civil Rights Act of 1991?
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It prohibits
violators from paying compensatory damages.
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It requires
violators to pay punitive damages that specifically cover emotional pain and
suffering.
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It limits damage
claims to attorney’s fees and costs.
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It limits the
maximum punitive damages allowed, depending on the size of the organization.
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It limits the
maximum punitive damages to $50,000 for all organizations even if the
discrimination was intentional.
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An employee leaves an
organization for three years to fulfill military duties. Which of the following
observations is true of the employer’s obligation to reemploy the worker under
the Uniformed Services Employment and Reemployment Rights Act?
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The employer is not
obligated to reemploy the worker.
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The employer should
implement an early-retirement incentive program for the employee.
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The employer must
reemploy the worker but is exempted from providing him any fringe benefits or
retirement benefits.
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The employer must
reemploy the worker with the same seniority and status.
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The employer must
reemploy the employee with a lower pay scale to compensate for the loss of
his absence.
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An individual wishing
to file a complaint with the EEOC or a similar state agency must file the
complaint within _____ days of the incident.
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30
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7
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14
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180
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360
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_____ refers to an
agreement between the EEOC and an organization that the organization will cease
certain discriminatory practices and possibly institute additional
affirmative-action practices to rectify its history of discrimination.
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Letter of indemnity
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Consent decree
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Good faith
bargaining
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Judicial estoppel
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Trust agreement
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_____ is the set of
guidelines issued by the EEOC and other agencies to identify how an
organization should establish a recruitment process that is free and fair.
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Code of Federal
Regulations
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Equal Opportunity
Legislation and Policy
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Uniform Guidelines
on Employee Selection Procedures
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EEO-1 Report
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Uniform Commercial
Code
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Which of the following
refers to a comparison of the race, sex, and ethnic composition of the
employer’s workforce with that of the available labor supply?
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Applied behavior
analysis
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SWOT analysis
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Utilization analysis
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Content analysis
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Job analysis
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_____ refer(s) to a
plan identifying the ways in which for how the organization will meet its
diversity goals.
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Utilization analysis
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Disparate impact
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Affirmative action
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Action steps
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Diversification
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Differing conduct
toward individuals, where the differences are clearly based on the individuals’
race, color, religion, sex, national origin, age, or disability status is
termed as _____.
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disparate treatment
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disparate impact
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reverse
discrimination
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reasonable
accommodation
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affirmative action
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Disparate treatment could
be legal if the discrimination _____.
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is intended to
reduce affirmative action
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is performed by a
private employer
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is performed by a
governmental organization
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is practiced to
increase efficiency
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is categorized as a
bona fide occupational qualification
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_____ refers to a
condition in which employment practices are seemingly neutral yet
disproportionately exclude a protected group from employment opportunities.
|
Corrective action
|
|
|
Disparate impact
|
|
|
Reasonable
accommodation
|
|
|
Disparate treatment
|
|
|
Affirmative action
|
Which of the following
actions of employers can result in reverse discrimination?
|
Affirmative action
|
|
|
Disparate impact
|
|
|
Disparate treatment
|
|
|
Retaliation
|
|
|
Reasonable
accommodation
|
Which of the following
refers to an employer’s obligation to do something to enable an otherwise
qualified person to perform a job?
|
Reverse
discrimination
|
|
|
Adverse action
|
|
|
Disparate impact
|
|
|
Reasonable
accommodation
|
|
|
Reverse
discrimination
|
Sexual harassment
refers to _____.
|
undue benefits
provided to males
|
|
|
unwelcome sexual
advances
|
|
|
reasonable
accommodation based on gender
|
|
|
discrimination based
on gender
|
|
|
preferential
treatment for a particular sex
|
When an individual is
promised a positive outcome for submission to sex, or threatened with a
negative outcome for failure to submit to sex, this is referred to as _____.
|
undue hardship
|
|
|
disparate impact
|
|
|
reverse
discrimination
|
|
|
quid pro quo
harassment
|
|
|
adverse impact
|
Which of the following
is the most comprehensive U.S. law regarding worker safety?
|
OSH Act
|
|
|
Civil Rights Act of
1991
|
|
|
Rehabilitation Act
of 1973
|
|
|
Thirteenth amendment
|
|
|
Fourteenth amendment
|
Under OSHA’s Hazard
Communication Standard, organizations must have _____ for chemicals that
employees are exposed to.
|
material safety data
sheets
|
|
|
standard operating
protocols
|
|
|
white papers
|
|
|
EEOC 1 forms
|
|
|
action reports
|
The process of
analyzing the tasks necessary for the production of a product or service is
termed as _____.
|
break-even analysis
|
|
|
ergonomics
|
|
|
industrial
engineering
|
|
|
utilization analysis
|
|
|
work flow design
|
_____ are the products
of any work unit.
|
Processes
|
|
|
Inputs
|
|
|
Jobs
|
|
|
Outputs
|
|
|
Tasks
|
_____ are the
activities that a team’s members engage in to produce a given output.
|
Work processes
|
|
|
Task identities
|
|
|
Job analyses
|
|
|
Group dynamics
|
|
|
Ergonomic activities
|
The process of getting
detailed information about jobs is known as _____.
|
job analysis
|
|
|
job rotation
|
|
|
job definition
|
|
|
job swapping
|
|
|
job training
|
Job descriptions
generally contain all of the following components EXCEPT _____.
|
the details of pay
and benefits attached to the job
|
|
|
the job title
|
|
|
a list of essential
duties
|
|
|
the details of the
tasks involved
|
|
|
a brief description
of the responsibilities
|
A _____ is a list of
the knowledge, skills, abilities, and other characteristics (KSAOs) that an
individual must have to perform a particular job.
|
job scope
|
|
|
job definition
|
|
|
job rotation
|
|
|
job specification
|
|
|
job evaluation
|
Carla Warne is an HR
executive looking for a new job. She comes across an advertisement in a
newspaper seeking applications for the post of an HR manager. The advertisement
exclusively highlights requirements such as strong communication skills,
excellent teamwork, and leadership skills. These requirements constitute the
_____.
|
Ability
|
|
|
Responsibility
|
|
|
Skill
|
|
|
Knowledge
|
|
|
Personality traits
|
Skill is defined as
_____.
|
the tangible aspects
of an employee’s abilities like licenses or certifications
|
|
|
the personality
traits such as someone’s persistence or motivation to achieve
|
|
|
the factual or
procedural information that is necessary for successfully performing a task
|
|
|
an individual’s
level of proficiency at performing a particular task
|
|
|
the past experience
a person has in performing similar jobs
|
The _____
Questionnaire is a standardized job analysis questionnaire containing 194
questions about work behaviors, work conditions, and job characteristics that
apply to a wide variety of jobs.
|
Conjoint Analysis
|
|
|
Fleishman Job
Analysis
|
|
|
Work Flow Design
|
|
|
Position Analysis
|
|
|
Utilization Analysis
|
Which of the following
job analysis methods requires subject-matter experts to evaluate a job in terms
of abilities required to perform the job?
|
Position Analysis
Questionnaire
|
|
|
Work Sampling
Technique
|
|
|
Fleishman Job
Analysis System
|
|
|
Conjoint Analysis
Technique
|
|
|
Participatory
Observation Technique
|
Which of the following
HR activities is similar to analyzing a job that does not yet exist?
|
Work redesign
|
|
|
Career development
|
|
|
Job evaluation
|
|
|
Human resource
planning
|
|
|
Selection
|
_____ involves
assessing the relative dollar value of each job to the organization in order to
set up fair pay structures.
|
Career planning
|
|
|
Job rotation
|
|
|
Performance
appraisal
|
|
|
Training
|
|
|
Job evaluation
|
Which of the following
best defines competency?
|
It is the set of
related duties for accomplishing work.
|
|
|
It is the list of
tasks, duties, and responsibilities (TDRs) that a particular job entails.
|
|
|
It is the activity
that a work unit’s members engage in to produce a given output.
|
|
|
It is an area of
personal capability that enables employees to perform successfully.
|
|
|
It is the set of
duties performed by a particular team.
|
The process of
defining how work will be performed and what tasks will be required in a given
job is known as _____.
|
job rotation
|
|
|
job design
|
|
|
job enrichment
|
|
|
job extension
|
|
|
job evaluation
|
The industrial
engineering approach is most likely to emphasize _____.
|
designing jobs in
such a way that they require minimal specialization
|
|
|
creating complex and
challenging jobs that require innovative employees
|
|
|
streamlining jobs to
make them simpler, efficient, and automatic
|
|
|
elaborate work
arrangements and reporting requirements
|
|
|
exploring new and
diverse ways of doing the same job
|
Which of the following
models was developed by Richard Hackman and Greg Oldham to describe ways to
make jobs more motivating?
|
The
Motivation-Hygiene Model
|
|
|
The Cognitive
Dissonance Model
|
|
|
The Situational
Leadership Model
|
|
|
The Push and Pull
Model
|
|
|
The Job
Characteristics Model
|
In terms of the Job
Characteristics Model, feedback refers to the extent to which _____.
|
a person receives
clear information about performance effectiveness from the work itself
|
|
|
performance
appraisals are perceived as transparent and fair by employees
|
|
|
employees are given
the authority to make decisions
|
|
|
a job requires a
variety of skills to carry out the tasks involved
|
|
|
a job requires a variety
of skills to carry out the tasks involved in the job and its duties
|
In which of the
following scenarios will workers be less motivated to perform the job?
|
When the job allows
individuals to take autonomous decisions about the job
|
|
|
When a person
receives clear information about performance effectiveness from the work
itself
|
|
|
When the job has
minimal impact on the lives of other people
|
|
|
When the job
requires completing the whole piece of work from beginning to end
|
|
|
When the job
requires a variety of skills to be performed
|
Which of the following
is the objective of job enlargement?
|
To increase
efficiency by identifying one best way to perform a job
|
|
|
To decrease the
impact the job has on the lives of other people
|
|
|
To make jobs less repetitive
and more interesting
|
|
|
To decrease the
burden of decision-making responsibilities for employees
|
|
|
To assess the
relative dollar value of each job to the organization
|
Which of the following
job design techniques involving the addition of decision-making authorities to
a job is credited to Frederick Herzberg?
|
Job sharing
|
|
|
Job extension
|
|
|
Job enlargement
|
|
|
Job enrichment
|
|
|
Job rotation
|
According to
Herzberg’s two-factor theory, which of the following factors would motivate individuals
the most?
|
Share in company
stock
|
|
|
Fringe benefits in
the job
|
|
|
Periodic bonuses
|
|
|
Meaningfulness of a
job
|
|
|
Salary and
allowances
|
Which of the following
is true of self-managing work teams?
|
Team members usually
share work assignments.
|
|
|
Team members’ joint
responsibilities are minimal.
|
|
|
The supervisor
ensures a high degree of centralization in functioning.
|
|
|
Team members’ job
duties are narrowly defined.
|
|
|
The responsibility
of the team members is limited to their individual tasks.
|
Which of the following
best describes ergonomics?
|
The study of the
relationship between intrinsic rewards and employee motivation in the context
of human resource management.
|
|
|
The study of the
knowledge, skills, and abilities of the job.
|
|
|
The study of the
interface between individuals’ physiology and the characteristics of the
physical work environment.
|
|
|
The study of jobs to
find the simplest way to structure work in order to maximize efficiency.
|
|
|
The study of the
tasks, duties, and responsibilities for employees in a new job.
|
The final stage in
work flow analysis is to identify the _____.
|
market forces of
demand and supply for the outputs
|
|
|
inputs used in the
development of the work unit’s product
|
|
|
operating procedures
to be applied in production
|
|
|
tangible outputs of
a particular work unit
|
|
|
work processes used
to generate the outputs of the work unit
|
Which of the following
statements is true with regard to work flow analysis?
|
Inputs and outputs
are the two stages that represent the complete work flow cycle.
|
|
|
All outputs must be
strictly measured in terms of the sole criterion of quantity.
|
|
|
Outputs may be
tangible or intangible products of different work processes.
|
|
|
Information cannot
be considered to be an input as it is not tangible.
|
|
|
Quality standards
are not a key criterion in the process of work flow analysis.
|
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