Question 1

Employee turnover is much higher for poor performers when pay is based on:

Accepted Answer

A) company performance 
B) departmental performance 
C) individual performance 
D) project performance 
E) team performance 
A) company performance 
B) departmental performance 
C) individual performance 
D) project performance 
E) team performance

Question 2

is a ranking process that involves ranking the best employee, then the worst employee, then the next best and worst, and so on.

Accepted Answer

A) Paired comparison ranking 
B) Behaviourally anchored rating scale 
C) Alternation ranking 
D) Management by objectives 
E) Performance outcome scale 
A) Paired comparison ranking 
B) Behaviourally anchored rating scale 
C) Alternation ranking 
D) Management by objectives 
E) Performance outcome scale

Question 3

A behaviourally anchored rating scale (BARS)is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale.

Accepted Answer

A) True 
 B)False

Question 4

One compromise in the use of self-ratings is to use them for administrative rather than developmental purposes.

Accepted Answer

A) True 
 B)False

Question 5

In which of the following situations are larger incentive components appropriate?

Accepted Answer

A) when organizations have a highly variable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
B) when organizations have a stable annual performance and employees have jobs that are fairly stable 
C) when organizations work in an unstable external environment and employees have stable jobs with little fluctuations 
D) when organizations have a stable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
E) organizations have a highly variable annual performance and employees have jobs that are fairly stable 
A) when organizations have a highly variable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
B) when organizations have a stable annual performance and employees have jobs that are fairly stable 
C) when organizations work in an unstable external environment and employees have stable jobs with little fluctuations 
D) when organizations have a stable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
E) organizations have a highly variable annual performance and employees have jobs that are fairly stable

Question 6

Seniority increases relate pay increases to a preset progression pattern based on seniority.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following wage components is most risky to the employee?

Accepted Answer

A) a-the-board increase 
B) profit-sharing 
C) lump-sum bonus 
D) merit pay 
E) g-sharing 
A) a-the-board increase 
B) profit-sharing 
C) lump-sum bonus 
D) merit pay 
E) g-sharing

Question 8

Which of the following is true of a performance appraisal method where peers act as raters?

Accepted Answer

A) Leniency errors in this method are absent. 
B) In situations where teamwork is promoted, this method is ideal. 
C) An accurate perspective of typical performance can be obtained by this method. 
D) This is the most reliable of all methods 
E) Scope for group tensions is absent in this method. 
A) Leniency errors in this method are absent. 
B) In situations where teamwork is promoted, this method is ideal. 
C) An accurate perspective of typical performance can be obtained by this method. 
D) This is the most reliable of all methods 
E) Scope for group tensions is absent in this method.

Question 9

Which of the following factors cannot motivate performance according to Herzberg's Two-Factor theory?

Accepted Answer

A) achievement 
B) empowerment 
C) promotion 
D) recognition 
E) security 
A) achievement 
B) empowerment 
C) promotion 
D) recognition 
E) security

Question 10

theory of motivation states that people cognitively evaluate potential behaviours in relation to rewards offered in exchange.

Accepted Answer

A) Two-factor 
B) Equity 
C) Expectancy 
D) Reinforcement 
E) Agency 
A) Two-factor 
B) Equity 
C) Expectancy 
D) Reinforcement 
E) Agency

Question 11

An appraiser giving favourable ratings to all job duties based on impressive performance in just one job function is committing a __________error.

Accepted Answer

A) recency 
B) leniency 
C) spillover 
D) halo 
E) first impression 
A) recency 
B) leniency 
C) spillover 
D) halo 
E) first impression

Employee turnover is much higher for poor performers when pay is based on:

is a ranking process that involves ranking the best employee, then the worst employee, then the next best and worst, and so on.

A behaviourally anchored rating scale (BARS)is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale.

One compromise in the use of self-ratings is to use them for administrative rather than developmental purposes.

In which of the following situations are larger incentive components appropriate?

Seniority increases relate pay increases to a preset progression pattern based on seniority.

Which of the following wage components is most risky to the employee?

Which of the following is true of a performance appraisal method where peers act as raters?

Which of the following factors cannot motivate performance according to Herzberg's Two-Factor theory?

theory of motivation states that people cognitively evaluate potential behaviours in relation to rewards offered in exchange.

An appraiser giving favourable ratings to all job duties based on impressive performance in just one job function is committing a __________error.

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 10: Pay for Performance: Performance Appraisal and Plan Design

Employee turnover is much higher for poor performers when pay is based on:

is a ranking process that involves ranking the best employee, then the worst employee, then the next best and worst, and so on.

A behaviourally anchored rating scale (BARS)is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale.

One compromise in the use of self-ratings is to use them for administrative rather than developmental purposes.

In which of the following situations are larger incentive components appropriate?

Seniority increases relate pay increases to a preset progression pattern based on seniority.

Which of the following wage components is most risky to the employee?

Which of the following is true of a performance appraisal method where peers act as raters?

Which of the following factors cannot motivate performance according to Herzberg's Two-Factor theory?

theory of motivation states that people cognitively evaluate potential behaviours in relation to rewards offered in exchange.

An appraiser giving favourable ratings to all job duties based on impressive performance in just one job function is committing a __________error.

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters