Question 1

According to the marginal productivity theory,employers pay use value to their employees.

Accepted Answer

A) True 
 B)False  True

Question 2

A layered pay structure is more hierarchical than a delayered pay structure and less egalitarian in terms of number of levels.

Accepted Answer

A) True 
 B)False  True

Question 3

Exchange value is always higher than use value.

Accepted Answer

A) True 
 B)False  False

Question 4

State the theory of marginal productivity.

Accepted Answer

The theory of marginal productivity says

Question 5

Pay for temporary workers is based upon

Accepted Answer

A)  the internal structure of their home employer. 
B)  the internal structure of the temporary workplace. 
C)  the strict requirements set by an international workers union. 
D)  education only. 
A)  the internal structure of their home employer. 
B)  the internal structure of the temporary workplace. 
C)  the strict requirements set by an international workers union. 
D)  education only.

Question 6

Labor unions support small pay differentials.

Accepted Answer

A) True 
 B)False

Question 7

In the strategic approach to pay,internal alignment is the _____ issue to be decided.

Accepted Answer

A)  first 
B)  second 
C)  third 
D)  fourth 
A)  first 
B)  second 
C)  third 
D)  fourth

Question 8

The most common bases for determining internal structures are:

Accepted Answer

A)  work content and its value 
B)  seniority and experience 
C)  use value and exchange value 
D)  pay surveys and job evaluation 
A)  work content and its value 
B)  seniority and experience 
C)  use value and exchange value 
D)  pay surveys and job evaluation

Question 9

The content and value of work are the most common bases for determining internal structures.

Accepted Answer

A) True 
 B)False

Question 10

Explain tailored and loosely coupled structures.

Accepted Answer

Tailored structure: A low-cost,customer-

Question 11

Both external and organization factors shape internal pay structures.

Accepted Answer

A) True 
 B)False

Question 12

Write a short note on pay structure.

Accepted Answer

Pay structure refers to the array of pay

Question 13

Most job structures are best described as

Accepted Answer

A)  job-based structures. 
B)  person-based structures. 
C)  both person- and job-based structures. 
D)  competency-based structures. 
A)  job-based structures. 
B)  person-based structures. 
C)  both person- and job-based structures. 
D)  competency-based structures.

Question 14

According to the text,when are pay procedures more likely to be perceived as fair?

Accepted Answer

Pay procedures are more likely to be per

Question 15

Pay structures are immune to changes in external factors such as skill shortages.

Accepted Answer

A) True 
 B)False

Question 16

A potential problem in egalitarian pay structures is that high-performing employees may feel underpaid and quit.

Accepted Answer

A) True 
 B)False

Question 17

Wage legislation affects the wage structure at both the minimum and the maximum pay level.

Accepted Answer

A) True 
 B)False

Question 18

Internal alignment is sometimes called internal equity.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT true?

Accepted Answer

A)  Greater pay dispersion is related to higher turnover among executives. 
B)  Egalitarian structures are a better fit for executive groups that need to work closely as a team. 
C)  Large raises with a promotion decreases effort and increases absenteeism. 
D)  Employees judge the fairness of their pay structure by making multiple pay comparisons. 
A)  Greater pay dispersion is related to higher turnover among executives. 
B)  Egalitarian structures are a better fit for executive groups that need to work closely as a team. 
C)  Large raises with a promotion decreases effort and increases absenteeism. 
D)  Employees judge the fairness of their pay structure by making multiple pay comparisons.

Question 20

Which of the following is NOT a characteristic of aligned pay structures?

Accepted Answer

A)  They support the way the work gets done. 
B)  They fit an organization's business strategy. 
C)  They are fair to employees. 
D)  They are designed to increase the turnover rate. 
A)  They support the way the work gets done. 
B)  They fit an organization's business strategy. 
C)  They are fair to employees. 
D)  They are designed to increase the turnover rate.

According to the marginal productivity theory,employers pay use value to their employees.

A layered pay structure is more hierarchical than a delayered pay structure and less egalitarian in terms of number of levels.

Exchange value is always higher than use value.

State the theory of marginal productivity.

Pay for temporary workers is based upon

Labor unions support small pay differentials.

In the strategic approach to pay,internal alignment is the _____ issue to be decided.

The most common bases for determining internal structures are:

The content and value of work are the most common bases for determining internal structures.

Explain tailored and loosely coupled structures.

Both external and organization factors shape internal pay structures.

Write a short note on pay structure.

Most job structures are best described as

According to the text,when are pay procedures more likely to be perceived as fair?

Pay structures are immune to changes in external factors such as skill shortages.

A potential problem in egalitarian pay structures is that high-performing employees may feel underpaid and quit.

Wage legislation affects the wage structure at both the minimum and the maximum pay level.

Internal alignment is sometimes called internal equity.

Which of the following is NOT true?

Which of the following is NOT a characteristic of aligned pay structures?

The Pay Model

Strategy: The Totality of Decisions

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 3: Defining Internal Alignment

According to the marginal productivity theory,employers pay use value to their employees.

A layered pay structure is more hierarchical than a delayered pay structure and less egalitarian in terms of number of levels.

Exchange value is always higher than use value.

State the theory of marginal productivity.

Pay for temporary workers is based upon

Labor unions support small pay differentials.

In the strategic approach to pay,internal alignment is the _____ issue to be decided.

The most common bases for determining internal structures are:

The content and value of work are the most common bases for determining internal structures.

Explain tailored and loosely coupled structures.

Both external and organization factors shape internal pay structures.

Write a short note on pay structure.

Most job structures are best described as

According to the text,when are pay procedures more likely to be perceived as fair?

Pay structures are immune to changes in external factors such as skill shortages.

A potential problem in egalitarian pay structures is that high-performing employees may feel underpaid and quit.

Wage legislation affects the wage structure at both the minimum and the maximum pay level.

Internal alignment is sometimes called internal equity.

Which of the following is NOT true?

Which of the following is NOT a characteristic of aligned pay structures?

The Pay Model

Strategy: The Totality of Decisions

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters