Question 1

Employers wishing to encourage employees to accept a promotion to a job in a higher grade would

Accepted Answer

A) increase the size of successive rate ranges. 
B) increase the point spread of pay grades. 
C) decrease the size of successive rate ranges. 
D) decrease the point spread of pay grades. 
A) increase the size of successive rate ranges. 
B) increase the point spread of pay grades. 
C) decrease the size of successive rate ranges. 
D) decrease the point spread of pay grades.

Question 2

The biggest challenge with competence-based pay is

Accepted Answer

A) encouraging employees to take advantage of it. 
B) reduction in organizational flexibility. 
C) loss of productivity. 
D) developing appropriate measures of skills and competencies. 
A) encouraging employees to take advantage of it. 
B) reduction in organizational flexibility. 
C) loss of productivity. 
D) developing appropriate measures of skills and competencies.

Question 3

A committee has been formed to evaluate the jobs at LennoCorp. They have written each job title, with a list of its duties and responsibilities, on a separate index card. Now they are putting those cards in order of importance. This committee is using a job ranking system to evaluate the jobs.

Accepted Answer

A) True 
 B)False

Question 4

A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as

Accepted Answer

A) the point system. 
B) the job ranking system. 
C) the factor comparison method. 
D) the job grade system. 
A) the point system. 
B) the job ranking system. 
C) the factor comparison method. 
D) the job grade system.

Question 5

Clarissa and her friends are all marketing managers working on different product lines at LennoCorp. When they compared their salaries, they discovered that they all make about the same amount. In this situation, Clarissa and her friends have individual pay equity.

Accepted Answer

A) True 
 B)False

Question 6

Ari works between 40 and 50 hours every week. How many hours he works in a given week depends on how much work he has. He is paid every other Friday, and the amount of his check is always the same. Ari is an hourly employee.

Accepted Answer

A) True 
 B)False

Question 7

LennoCorp is using a job evaluation system in which they evaluate jobs by comparing their descriptions with predetermined wage grades. While they appreciate the simplicity of this system, they want to switch to a system that is more precise. LennoCorp should consider moving to what type of job evaluation system?

Accepted Answer

A) Job ranking 
B) Job classification 
C) Point system 
D) Competency-based 
A) Job ranking 
B) Job classification 
C) Point system 
D) Competency-based

Question 8

Production managers at LennoCorp are required to exercise independent judgment in completing their jobs. They would be classified as exempt employees, which means that they are not covered by the overtime provisions under the Fair Labor Standards Act.

Accepted Answer

A) True 
 B)False

Question 9

If rates of pay are high, which creates a large applicant pool, then organizations may choose to raise their selection standards.

Accepted Answer

A) True 
 B)False

Question 10

Strategic compensation is the compensation of employees in ways that enhance motivation and growth while concurrently aligning their efforts with the goals of the organization.

Accepted Answer

A) True 
 B)False

Question 11

Employees are likely to accept a promotion if succeeding rate ranges are larger in size.

Accepted Answer

A) True 
 B)False

Question 12

The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of

Accepted Answer

A) expectancy theory. 
B) equity theory. 
C) instrumentality. 
D) internal equity. 
A) expectancy theory. 
B) equity theory. 
C) instrumentality. 
D) internal equity.

Question 13

Compensable factors include skills, efforts, responsibilities, and leadership.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is an internal factor that can influence the rates at which employees are paid?

Accepted Answer

A) Labor market conditions 
B) Collective bargaining 
C) The employer's ability to pay 
D) Cost of living 
A) Labor market conditions 
B) Collective bargaining 
C) The employer's ability to pay 
D) Cost of living

Question 15

Most pay increases may lack motivational value to employees when

Accepted Answer

A) legality is questionable. 
B) they are too large. 
C) salary budgets are low. 
D) benefits are insignificant. 
A) legality is questionable. 
B) they are too large. 
C) salary budgets are low. 
D) benefits are insignificant.

Question 16

Strategic compensation is the term used for all the processes used to determine the market rates to pay employees.

Accepted Answer

A) True 
 B)False

Question 17

When cost-of-living pay increases are given routinely, employees may view them as

Accepted Answer

A) insults. 
B) entitlements. 
C) highly motivating. 
D) long overdue. 
A) insults. 
B) entitlements. 
C) highly motivating. 
D) long overdue.

Question 18

The worth of a job, as it is determined by its comparative worth with jobs in other firms, is an external factor in the wage mix.

Accepted Answer

A) True 
 B)False

Question 19

Briefly discuss the legal requirements of the Fair Labor Standards Act used to regulate employee compensation, specifically with regard to minimum wage rates and child labor.

Accepted Answer

Regarding minimum wage rates, the minimu

Question 20

Which of the following is NOT a common goal of a strategic compensation policy?

Accepted Answer

A) To reward employees' past performance 
B) To mesh employees' past performance with organizational goals 
C) To remain competitive in the labor market 
D) To attract new employees 
A) To reward employees' past performance 
B) To mesh employees' past performance with organizational goals 
C) To remain competitive in the labor market 
D) To attract new employees

Employers wishing to encourage employees to accept a promotion to a job in a higher grade would

The biggest challenge with competence-based pay is

A committee has been formed to evaluate the jobs at LennoCorp. They have written each job title, with a list of its duties and responsibilities, on a separate index card. Now they are putting those cards in order of importance. This committee is using a job ranking system to evaluate the jobs.

A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as

Clarissa and her friends are all marketing managers working on different product lines at LennoCorp. When they compared their salaries, they discovered that they all make about the same amount. In this situation, Clarissa and her friends have individual pay equity.

Ari works between 40 and 50 hours every week. How many hours he works in a given week depends on how much work he has. He is paid every other Friday, and the amount of his check is always the same. Ari is an hourly employee.

Production managers at LennoCorp are required to exercise independent judgment in completing their jobs. They would be classified as exempt employees, which means that they are not covered by the overtime provisions under the Fair Labor Standards Act.

If rates of pay are high, which creates a large applicant pool, then organizations may choose to raise their selection standards.

Strategic compensation is the compensation of employees in ways that enhance motivation and growth while concurrently aligning their efforts with the goals of the organization.

Employees are likely to accept a promotion if succeeding rate ranges are larger in size.

The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of

Compensable factors include skills, efforts, responsibilities, and leadership.

Which of the following is an internal factor that can influence the rates at which employees are paid?

Most pay increases may lack motivational value to employees when

Strategic compensation is the term used for all the processes used to determine the market rates to pay employees.

When cost-of-living pay increases are given routinely, employees may view them as

The worth of a job, as it is determined by its comparative worth with jobs in other firms, is an external factor in the wage mix.

Briefly discuss the legal requirements of the Fair Labor Standards Act used to regulate employee compensation, specifically with regard to minimum wage rates and child labor.

Which of the following is NOT a common goal of a strategic compensation policy?

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

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Exam 9: Managing Compensation

Employers wishing to encourage employees to accept a promotion to a job in a higher grade would

The biggest challenge with competence-based pay is

A committee has been formed to evaluate the jobs at LennoCorp. They have written each job title, with a list of its duties and responsibilities, on a separate index card. Now they are putting those cards in order of importance. This committee is using a job ranking system to evaluate the jobs.

A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as

Clarissa and her friends are all marketing managers working on different product lines at LennoCorp. When they compared their salaries, they discovered that they all make about the same amount. In this situation, Clarissa and her friends have individual pay equity.

Ari works between 40 and 50 hours every week. How many hours he works in a given week depends on how much work he has. He is paid every other Friday, and the amount of his check is always the same. Ari is an hourly employee.

Production managers at LennoCorp are required to exercise independent judgment in completing their jobs. They would be classified as exempt employees, which means that they are not covered by the overtime provisions under the Fair Labor Standards Act.

If rates of pay are high, which creates a large applicant pool, then organizations may choose to raise their selection standards.

Strategic compensation is the compensation of employees in ways that enhance motivation and growth while concurrently aligning their efforts with the goals of the organization.

Employees are likely to accept a promotion if succeeding rate ranges are larger in size.

The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of

Compensable factors include skills, efforts, responsibilities, and leadership.

Which of the following is an internal factor that can influence the rates at which employees are paid?

Most pay increases may lack motivational value to employees when

Strategic compensation is the term used for all the processes used to determine the market rates to pay employees.

When cost-of-living pay increases are given routinely, employees may view them as

The worth of a job, as it is determined by its comparative worth with jobs in other firms, is an external factor in the wage mix.

Briefly discuss the legal requirements of the Fair Labor Standards Act used to regulate employee compensation, specifically with regard to minimum wage rates and child labor.

Which of the following is NOT a common goal of a strategic compensation policy?

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters