Question 1

Introduction of a gain-sharing plan is particularly effective when union members participate in plan development.

Accepted Answer

A) True 
 B)False  True

Question 2

A study of unions in 114 companies concluded that _____.

Accepted Answer

A)  the impact of unions on wages is lesser during recession 
B)  the union-nonunion gap is the greatest during strong economies 
C)  unions make a difference in wages across all studies and time periods 
D)  unions are not responsible for any differences in wages 
A)  the impact of unions on wages is lesser during recession 
B)  the union-nonunion gap is the greatest during strong economies 
C)  unions make a difference in wages across all studies and time periods 
D)  unions are not responsible for any differences in wages C

Question 3

For the past 10 years,a stable _____ of all major collective bargaining agreements in the private sector have contained a provision for lump-sum payouts.

Accepted Answer

A)  three-fourths 
B)  one-half 
C)  one-quarter 
D)  one-third 
A)  three-fourths 
B)  one-half 
C)  one-quarter 
D)  one-third D

Question 4

Basically a phenomenon of the union sector,two-tier wage structures differentiate pay based upon the _____.

Accepted Answer

A)  type of work 
B)  hiring date 
C)  place of work 
D)  length of contract,if applicable 
A)  type of work 
B)  hiring date 
C)  place of work 
D)  length of contract,if applicable

Question 5

Which of the following is the most likely reason for most unions to insist on group-based performance measures with equal payouts to members?

Accepted Answer

A)  It enables employees to learn new skills. 
B)  It cuts down on strife and internal quarrels. 
C)  It encourages individual differences. 
D)  It causes a leniency effect. 
A)  It enables employees to learn new skills. 
B)  It cuts down on strife and internal quarrels. 
C)  It encourages individual differences. 
D)  It causes a leniency effect.

Question 6

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making,and the workers receive the rewards already obtained by their unionized counterparts is known as _____.

Accepted Answer

A)  automatic progression 
B)  the spillover effect 
C)  experience differential 
D)  the equal mirror effect 
A)  automatic progression 
B)  the spillover effect 
C)  experience differential 
D)  the equal mirror effect

Question 7

Pay-for-knowledge plans do all of the following EXCEPT _____.

Accepted Answer

A)  make employees less expendable to their firms 
B)  increase the probability of work being subcontracted out to nonunion organizations 
C)  make each individual employee more valuable 
D)  pay employees more for learning a variety of different jobs or skills 
A)  make employees less expendable to their firms 
B)  increase the probability of work being subcontracted out to nonunion organizations 
C)  make each individual employee more valuable 
D)  pay employees more for learning a variety of different jobs or skills

Question 8

What are the reasons for the decline in unionization?

Accepted Answer

Four popular explanations are usually of

Question 9

There are numerous possible costs and benefits to union members for agreeing to a gain-sharing plan.

Accepted Answer

A) True 
 B)False

Question 10

An alternative strategy for organizations hurt by intense competition is to control base wages in exchange for giving employees part ownership in the company.

Accepted Answer

A) True 
 B)False

Question 11

A study shows that a 10 percent rise in import share has the effect of lowering the union wage differential by approximately 2 percent.

Accepted Answer

A) True 
 B)False

Question 12

What is meant by automatic progression?

Accepted Answer

The vast majority of contracts specify s

Question 13

Increased global competition has caused unions to:

Accepted Answer

A)  demand higher base wages than their international counterparts. 
B)  become more receptive to alternate reward systems that link pay to performance. 
C)  accept less variable pay in exchange for higher base pay. 
D)  demand increases in product prices to cover for increased wage costs. 
A)  demand higher base wages than their international counterparts. 
B)  become more receptive to alternate reward systems that link pay to performance. 
C)  accept less variable pay in exchange for higher base pay. 
D)  demand increases in product prices to cover for increased wage costs.

Question 14

_____ is movement through the wage ranges where seniority is specified as the basis of the movement.

Accepted Answer

A)  Length-of-stay progression 
B)  Automatic progression 
C)  Merit differential 
D)  Performance differential 
A)  Length-of-stay progression 
B)  Automatic progression 
C)  Merit differential 
D)  Performance differential

Question 15

With gain-sharing plans,the most common union strategy is to _____.

Accepted Answer

A)  delay taking a stand until real benefits are more apparent 
B)  be very enthusiastic 
C)  have direct opposition to the plans as soon as they are suggested by the management 
D)  have no concern for the plans 
A)  delay taking a stand until real benefits are more apparent 
B)  be very enthusiastic 
C)  have direct opposition to the plans as soon as they are suggested by the management 
D)  have no concern for the plans

Question 16

Which of the following plans gives employees part ownership in the company?

Accepted Answer

A)  ESOPs 
B)  Pay-for-knowledge plans 
C)  Gain-sharing plans 
D)  Profit-sharing plans 
A)  ESOPs 
B)  Pay-for-knowledge plans 
C)  Gain-sharing plans 
D)  Profit-sharing plans

Question 17

Unions respond relatively rapidly to wage increases during inflationary periods.

Accepted Answer

A) True 
 B)False

Question 18

_____ are one-time cash payments to employees that are not added to an employee's base wages.

Accepted Answer

A)  Relational returns 
B)  Merit increases 
C)  Lump-sum awards 
D)  Cost-of-living increases 
A)  Relational returns 
B)  Merit increases 
C)  Lump-sum awards 
D)  Cost-of-living increases

Question 19

Company A and Company B are in the same industry,but Company A is unionized and Company B is not.Therefore,_____.

Accepted Answer

A)  it can be argued with assurance that any wage differences between the two firms are due to the presence of the union in Company A and the absence of the union in Company B 
B)  it is difficult to argue with assurance that wage differences between the two firms are attributable to the presence of the union,although the possibility exists 
C)  Company B has to form a union to compete with Company A 
D)  any wage differences between the two firms can never be attributed to the presence of the union in Company A 
A)  it can be argued with assurance that any wage differences between the two firms are due to the presence of the union in Company A and the absence of the union in Company B 
B)  it is difficult to argue with assurance that wage differences between the two firms are attributable to the presence of the union,although the possibility exists 
C)  Company B has to form a union to compete with Company A 
D)  any wage differences between the two firms can never be attributed to the presence of the union in Company A

Question 20

Lump-sum awards are added to base wages.

Accepted Answer

A) True 
 B)False

Introduction of a gain-sharing plan is particularly effective when union members participate in plan development.

A study of unions in 114 companies concluded that _____.

For the past 10 years,a stable _____ of all major collective bargaining agreements in the private sector have contained a provision for lump-sum payouts.

Basically a phenomenon of the union sector,two-tier wage structures differentiate pay based upon the _____.

Which of the following is the most likely reason for most unions to insist on group-based performance measures with equal payouts to members?

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making,and the workers receive the rewards already obtained by their unionized counterparts is known as _____.

Pay-for-knowledge plans do all of the following EXCEPT _____.

What are the reasons for the decline in unionization?

There are numerous possible costs and benefits to union members for agreeing to a gain-sharing plan.

An alternative strategy for organizations hurt by intense competition is to control base wages in exchange for giving employees part ownership in the company.

A study shows that a 10 percent rise in import share has the effect of lowering the union wage differential by approximately 2 percent.

What is meant by automatic progression?

Increased global competition has caused unions to:

_____ is movement through the wage ranges where seniority is specified as the basis of the movement.

With gain-sharing plans,the most common union strategy is to _____.

Which of the following plans gives employees part ownership in the company?

Unions respond relatively rapidly to wage increases during inflationary periods.

_____ are one-time cash payments to employees that are not added to an employee's base wages.

Company A and Company B are in the same industry,but Company A is unionized and Company B is not.Therefore,_____.

Lump-sum awards are added to base wages.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 15: Union Role in Wage and Salary Administration

Introduction of a gain-sharing plan is particularly effective when union members participate in plan development.

A study of unions in 114 companies concluded that _____.

For the past 10 years,a stable _____ of all major collective bargaining agreements in the private sector have contained a provision for lump-sum payouts.

Basically a phenomenon of the union sector,two-tier wage structures differentiate pay based upon the _____.

Which of the following is the most likely reason for most unions to insist on group-based performance measures with equal payouts to members?

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making,and the workers receive the rewards already obtained by their unionized counterparts is known as _____.

Pay-for-knowledge plans do all of the following EXCEPT _____.

What are the reasons for the decline in unionization?

There are numerous possible costs and benefits to union members for agreeing to a gain-sharing plan.

An alternative strategy for organizations hurt by intense competition is to control base wages in exchange for giving employees part ownership in the company.

A study shows that a 10 percent rise in import share has the effect of lowering the union wage differential by approximately 2 percent.

What is meant by automatic progression?

Increased global competition has caused unions to:

_____ is movement through the wage ranges where seniority is specified as the basis of the movement.

With gain-sharing plans,the most common union strategy is to _____.

Which of the following plans gives employees part ownership in the company?

Unions respond relatively rapidly to wage increases during inflationary periods.

_____ are one-time cash payments to employees that are not added to an employee's base wages.

Company A and Company B are in the same industry,but Company A is unionized and Company B is not.Therefore,_____.

Lump-sum awards are added to base wages.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters