Chapter 3 Review Questions PDF

**1. A group of resources established to perform certain tasks within the organization is called a \_\_\_\_\_\_\_\_\_\_.** **a)** Division\ **b)** Department\ **c)** Section\ **d)** Bureau **Answer:** **b) Department**\ **Explanation:** A department groups resources and personnel to perform specif...

**1. A group of resources established to perform certain tasks within the organization is called a \_\_\_\_\_\_\_\_\_\_.** **a)** Division\ **b)** Department\ **c)** Section\ **d)** Bureau **Answer:** **b) Department**\ **Explanation:** A department groups resources and personnel to perform specific tasks or functions within an organization. **2. Size of the organization, diversity of operations, and characteristics of the personnel are \_\_\_\_\_\_\_\_\_\_ factors that must be considered in the structure of the organization.** **a)** Internal\ **b)** External\ **c)** Strategic\ **d)** Operational **Answer:** **a) Internal**\ **Explanation:** Internal factors, such as size, diversity, and personnel characteristics, directly influence the organizational structure and how responsibilities are allocated. **3. The allocation of responsibilities, the assignment of supervisory positions, and specifying lines of authority are all part of \_\_\_\_\_\_\_\_\_\_.** **a)** Planning\ **b)** Organizing\ **c)** Directing\ **d)** Controlling **Answer:** **b) Organizing**\ **Explanation:** Organizing involves structuring resources and roles, specifying lines of authority, and assigning responsibilities to achieve organizational objectives. **4. Environmental stability, technology, and outside pressures are \_\_\_\_\_\_\_\_\_\_ factors that affect the organizational structure.** **a)** Strategic\ **b)** Internal\ **c)** External\ **d)** Regulatory **Answer:** **c) External**\ **Explanation:** External factors, such as environmental stability, technological changes, and external pressures, shape how organizations adapt their structures. 5\. The assessor\'s office, by definition, may be considered a department. \_\_\_\_\_\_\_\_\_, such as appraisal, and \_\_\_\_\_\_\_\_\_\_, such as residential, are created within the assessor\'s office to address areas of specialization. **a)** Units; Compliance\ **b)** Divisions; Sections\ **c)** Branches; Groups\ **d)** Departments; Subunits **Answer:** **b) Divisions; Sections** **Explanation:**\ In the assessor\'s office, **divisions** handle broad functional tasks such as appraisal, while **sections** focus on specific areas like residential. This organizational structure ensures specialization and efficient resource allocation. **6. Organizing the assessor\'s office using \_\_\_\_\_\_\_\_\_\_ divisions categorizes jobs according to the activity to be done.** **a)** Functional\ **b)** Geographic\ **c)** Task-based\ **d)** Hierarchical **Answer:** **a) Functional**\ **Explanation:** Functional divisions categorize jobs based on the type of activity performed, ensuring specialization and efficiency. **7. Assigning parts of a job to various members of the organization is called \_\_\_\_\_\_\_\_\_\_.** **a)** Task allocation\ **b)** Work assignment\ **c)** Division of labor\ **d)** Role differentiation **Answer:** **c) Division of labor**\ **Explanation:** The division of labor involves breaking down tasks and assigning them to individuals to increase efficiency and specialization. **8. Divisions that categorize jobs according to the activity to be done are called \_\_\_\_\_\_\_ divisions. Divisions that include a specific area of the jurisdiction are called \_\_\_\_\_\_\_ divisions.** **a)** Functional; Geographic\ **b)** Task-based; Departmental\ **c)** Regional; Operational\ **d)** Activity-based; Area-specific **Answer:** **a) Functional; Geographic**\ **Explanation:**\ **Functional divisions** organize jobs based on the type of activity performed (e.g., appraisal). **Geographic divisions** focus on specific areas within a jurisdiction, ensuring coverage of localized operations. **9. Product \_\_\_\_\_ refers to the accuracy of the data developed in appraisal activities.** **a)** Precision\ **b)** Quality\ **c)** Integrity\ **d)** Consistency **Answer:** **b) Quality**\ **Explanation:**\ **Product quality** refers to the correctness and reliability of data collected and developed during appraisal activities, ensuring valid assessments. **10. All employees, especially a new employee, should be given a \_\_\_\_\_\_ manual.** **a)** Policy\ **b)** Procedures\ **c)** Training\ **d)** Operational **Answer:** **a) Policy**\ **Explanation:**\ A **policy manual** provides employees with the rules, regulations, and expectations of the organization, especially critical for onboarding new employees. **11. The \_\_\_\_\_\_\_\_\_\_ should clearly show the chain of command to everyone in the organization.** **a)** Policy manual\ **b)** Organizational chart\ **c)** Training document\ **d)** Operational flowchart **Answer:** **b) Organizational chart**\ **Explanation:**\ An **organizational chart** visually represents the hierarchy and chain of command, ensuring all employees understand the structure and reporting lines. **12. A \_\_\_\_\_\_\_\_\_\_\_\_\_ should describe the required job assignments so that an employee is evaluated only on clearly defined tasks.** **a)** Policy manual\ **b)** Performance review\ **c)** Job description\ **d)** Organizational chart **Answer:** **c) Job description**\ **Explanation:** A **job description** specifies the required assignments and tasks, ensuring employees are evaluated on predefined responsibilities. **13. During an interview with a candidate for a position in the assessor\'s office, talk no more than \_\_\_\_\_\_% of the time; for the rest of the time, listen.** **a)** 25%\ **b)** 50%\ **c)** 75%\ **d)** 90% **Answer:** **a) 25%**\ **Explanation:** During an interview, the interviewer should talk only 25% of the time, allowing the candidate to express themselves for the remaining 75%. **14. Employee development should include courses, workshops, and seminars as well as \_\_\_\_\_\_ training provided by senior staff members.** **a)** On-the-job\ **b)** In-house\ **c)** Off-site\ **d)** Leadership **Answer:** **b) In-house**\ **Explanation:** **In-house training**, often provided by senior staff, complements external development activities like courses and seminars. **15. Employee \_\_\_\_\_\_ should be competitive with the market, if the budget permits, and equitable among classes of positions.** **a)** Compensation\ **b)** Benefits\ **c)** Satisfaction\ **d)** Appraisal **Answer:** **a) Compensation**\ **Explanation:** Competitive and equitable **compensation** helps attract and retain talent while maintaining fairness among positions. **16. A system in which pay increases are linked to the number or depth of skills an employee acquires is known as \_\_\_\_\_\_\_\_\_\_ pay.** **a)** Performance-based\ **b)** Incentive\ **c)** Skill-based\ **d)** Competency **Answer:** **c) Skill-based**\ **Explanation:** **Skill-based pay** rewards employees for acquiring new skills or deepening expertise, encouraging continuous learning. **17. Allowing two people to split a single job is known as \_\_\_\_\_\_. Each person works part-time.** **a)** Job splitting\ **b)** Job sharing\ **c)** Flexible scheduling\ **d)** Dual employment **Answer:** **b) Job sharing**\ **Explanation:** **Job sharing** divides one full-time role between two part-time employees, allowing flexibility while ensuring the role is fulfilled. **18. Allowing employees to determine how they will fulfill their time commitment to the jurisdiction is known as \_\_\_\_\_\_\_\_.** **a)** Job splitting\ **b)** Flexible hours\ **c)** Remote work\ **d)** Part-time scheduling **Answer:** **b) Flexible hours**\ **Explanation:** **Flexible hours** let employees choose their start and end times within agreed parameters while fulfilling the required hours. **19. The employee works extra hours each day to have extra days off. The 9/80 and 4/10 are the most common. This is called \_\_\_\_\_\_.** **a)** Compressed work schedule\ **b)** Flexible days\ **c)** Part-time scheduling\ **d)** Extended shifts **Answer:** **b) Flexible days** **Explanation:**\ **Flexible days** refer to work schedules like the 9/80 (working nine hours a day over two weeks to gain an extra day off) or 4/10 (working ten hours a day for four days to gain an additional day off). These arrangements prioritize flexibility in how employees manage their workweek. **20. A scheduling technique that allows employees to work at home while communicating via telephone or computer is called \_\_\_\_\_\_.** **a)** Flexible scheduling\ **b)** Remote work\ **c)** Telecommuting\ **d)** Work-from-home **Answer:** **c) Telecommuting**\ **Explanation:** **Telecommuting** enables employees to work from home while staying connected to the office through technology.