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| | ===Summary=== | | ===Summary=== |
| | :This concludes the ''Work Environments'' presentation. We have defined [[work environment]] and taken a look at [[Employment motivation model]] and [[job characteristics model]]. We mentioned [[employee compensation]] and [[work-life fit]]. Separate stops were made by [[core job dimension]]s and various parts of [[task structure]]s. If you haven't done yet so, you are now welcome to move to [[Employee Competences]]. | | :This concludes the ''Work Environments'' presentation. We have defined [[work environment]] and taken a look at [[Employment motivation model]] and [[job characteristics model]]. We mentioned [[employee compensation]] and [[work-life fit]]. Separate stops were made by [[core job dimension]]s and various parts of [[task structure]]s. If you haven't done yet so, you are now welcome to move to [[Employee Competences]]. |
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| − | ==Quiz questions==
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| − | :Every statement below is split into one true and one false question in the actual exam.
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| − | ==="Environment" questions===
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| − | :#Work environments and outcomes are (not) similar in various occupations.
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| − | :#Work structure refers (or does not refer) to a set of structural job characteristics with which the worker interacts.
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| − | ==="Error" questions===
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| − | :#In one's job, consequence of error refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, consequence of error refers (or does not refer) to how automated the job is.
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| − | :#In one's job, consequence of error refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, consequence of error refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, consequence of error refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, consequence of error refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, consequence of error refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Consequence of error (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, consequence of error refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Consequence of error refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Employees should (not) avoid mistakes at all costs.
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| − | :#Consequence of error is (not) a structural job characteristic.
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| − |
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| − | ==="Automation" questions===
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| − | :#In one's job, degree of automation refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, degree of automation refers (or does not refer) to how automated the job is.
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| − | :#In one's job, degree of automation refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, degree of automation refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, degree of automation refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, degree of automation refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, degree of automation refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Degree of automation (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, degree of automation refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Degree of automation refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Degree of automation is (not) a structural job characteristic.
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| − |
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| − | ==="Fit" questions===
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| − | :#In one's job, duration of typical workweek refers to number of hours typically worked in one week.
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| − | :#Duration of typical workweek is (not) a structural job characteristic.
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| − | :#Work schedule is (not) a structural job characteristic.
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| − |
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| − | ==="Pressure" questions===
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| − | :#In one's job, time pressure refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Time pressure is (not) a structural job characteristic.
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| − |
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| − | ==="Freedom" questions===
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to how automated the job is.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Freedom to make decisions (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, freedom to make decisions refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Freedom to make decisions refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Freedom to make decisions is (not) a structural job characteristic.
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| − |
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| − | ==="Frequency" questions===
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| − | :#In one's job, frequency of decision making refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to how automated the job is.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Frequency of decision making (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, frequency of decision making refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Frequency of decision making refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Frequency of decision making is (not) a structural job characteristic.
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| − |
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| − | ==="Impact" questions===
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| − | :#In one's job, impact of decisions refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, impact of decisions refers (or does not refer) to how automated the job is.
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| − | :#In one's job, impact of decisions refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, impact of decisions refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Impact of decisions (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, impact of decisions refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Impact of decisions refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Impact of decisions is (not) a structural job characteristic.
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| − |
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| − | ==="Exact" questions===
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to how automated the job is.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Importance of being exact or accurate (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, importance of being exact or accurate refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Importance of being exact or accurate refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Importance of being exact or accurate is (not) a structural job characteristic.
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| − | :#Employees should (not) be highly accurate and detail oriented.
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| − |
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| − | ==="Repeating" questions===
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| − | :#In one's job, importance of repeating same tasks refers (or does not refer) to the importance of repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job.
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| − | :#Importance of repeating same tasks is (not) a structural job characteristic.
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| − |
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| − | ==="Competition" questions===
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| − | :#In one's job, level of competition refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, level of competition refers (or does not refer) to how automated the job is.
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| − | :#In one's job, level of competition refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, level of competition refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, level of competition refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, level of competition refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, level of competition refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Level of competition (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, level of competition refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Level of competition refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Level of competition is (not) a structural job characteristic.
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| − |
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| − | ==="Unstructured" questions===
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| − | :#Structured versus unstructured work refers (or does not refer) to the difference between little-to-no and comprehensive instructions for the worker to perform his or her job.
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| − | :#In one's job, structured work refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, structured work refers (or does not refer) to how automated the job is.
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| − | :#In one's job, structured work refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, structured work refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, structured work refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, structured work refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, structured work refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Structured work (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, structured work refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Structured work refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Structured work is (not) a structural job characteristic.
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| − | :#In one's job, unstructured work refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, unstructured work refers (or does not refer) to how automated the job is.
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| − | :#In one's job, unstructured work refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, unstructured work refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, unstructured work refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, unstructured work refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, unstructured work refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Unstructured work (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, unstructured work refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Unstructured work refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Unstructured work is (not) a structural job characteristic.
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| − |
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| − | ==="Virtualization" questions===
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| − | :#In one's job, work virtualization refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
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| − | :#In one's job, work virtualization refers (or does not refer) to how automated the job is.
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| − | :#In one's job, work virtualization refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
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| − | :#In one's job, work virtualization refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
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| − | :#In one's job, work virtualization refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
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| − | :#In one's job, work virtualization refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
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| − | :#In one's job, work virtualization refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
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| − | :#Work virtualization (or does not assume) the worker determining his or her tasks, priorities, and goals.
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| − | :#In one's job, work virtualization refers (or does not refer) to the frequency of meeting strict deadlines.
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| − | :#Work virtualization refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
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| − | :#Work virtualization is (not) a structural job characteristic.
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| | ==See also== | | ==See also== |
