Question 1

Pay-for-performance programs have little if any effect on employee productivity.

Accepted Answer

A) True 
 B)False

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

____________ may create problems for managers who wish to maintain pay secrecy among employees.

Accepted Answer

A)  NASDAQ information 
B)  Internet salary survey data 
C)  FLSA requirements 
D)  Davis-Bacon standards 
A)  NASDAQ information 
B)  Internet salary survey data 
C)  FLSA requirements 
D)  Davis-Bacon standards

Question 4

The term pay-for-performance can encompass all of the following except:

Accepted Answer

A)  merit pay. 
B)  base salary. 
C)  cash bonuses. 
D)  gainsharing plans. 
A)  merit pay. 
B)  base salary. 
C)  cash bonuses. 
D)  gainsharing plans.

Question 5

The expectancy theory of motivation predicts that one's level of motivation depends on the attractiveness of the rewards sought by employees and the probability of obtaining those rewards.

Accepted Answer

A) True 
 B)False

Question 6

With respect to Pay Equity Theory,which of the following is NOT considered an input?

Accepted Answer

A)  salary 
B)  ability 
C)  skill 
D)  experience 
A)  salary 
B)  ability 
C)  skill 
D)  experience

Question 7

Which of the following is a common major compensable factor?

Accepted Answer

A)  leadership 
B)  fiscal accountability 
C)  teamwork 
D)  responsibility 
A)  leadership 
B)  fiscal accountability 
C)  teamwork 
D)  responsibility

Question 8

Which job evaluation system serves to direct compensation dollars to the type of work pivotal to organizational goals?

Accepted Answer

A)  the point method. 
B)  job ranking. 
C)  work valuation 
D)  the Hay profile method. 
A)  the point method. 
B)  job ranking. 
C)  work valuation 
D)  the Hay profile method.

Question 9

Nonexempt employees are not covered by overtime requirements under the Fair Labor Standards Act and are therefore nonexempt.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is an example of a nonfinancial compensation?

Accepted Answer

A)  bonuses 
B)  commissions 
C)  health insurance 
D)  employee recognition programs 
A)  bonuses 
B)  commissions 
C)  health insurance 
D)  employee recognition programs

Question 11

A system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

Accepted Answer

A)  point system 
B)  job valuation system 
C)  job classification system 
D)  job ranking system 
A)  point system 
B)  job valuation system 
C)  job classification system 
D)  job ranking system

Question 12

One of the major criticisms of job-based compensation systems is that they often fail to reward employees for their skills or the knowledge they possess.

Accepted Answer

A) True 
 B)False

Question 13

Which system of job evaluation is being used when cards that list the duties and responsibilities of the job are arranged by raters in order of the importance of the job?

Accepted Answer

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

Question 14

An advantage of published wage surveys is compatibility with the organization's jobs.

Accepted Answer

A) True 
 B)False

Question 15

The job classification system is a quantitative job evaluation procedure that determines a job's relative value by calculating the total points assigned to it.

Accepted Answer

A) True 
 B)False

Question 16

While most managers agree that pay should be linked to performance,employees do not.

Accepted Answer

A) True 
 B)False

Question 17

Collapsing many salary grades into a few wide salary bands is known as:

Accepted Answer

A)  red circling 
B)  broadbanding 
C)  pay ranging 
D)  factor comparison 
A)  red circling 
B)  broadbanding 
C)  pay ranging 
D)  factor comparison

Question 18

For real wages to increase,which of the following must be true?

Accepted Answer

A)  An employee's wage increase must be greater than the increase in the CPI. 
B)  An employee must receive a lump-sum wage increase equal to the increase in the CPI. 
C)  An employee's wage must simply increase. 
D)  The CPI must increase at least as much as the employee's wage. 
A)  An employee's wage increase must be greater than the increase in the CPI. 
B)  An employee must receive a lump-sum wage increase equal to the increase in the CPI. 
C)  An employee's wage must simply increase. 
D)  The CPI must increase at least as much as the employee's wage.

Question 19

Compensable factors include skills,effort,responsibilities,and working conditions.

Accepted Answer

A) True 
 B)False

Question 20

A U.S.survey found that _____ of employees say they work in a place where discussions of pay are "formally prohibited and/or employees caught discussing wages could be punished."

Accepted Answer

A)  19 percent 
B)  38 percent 
C)  57 percent 
D)  76 percent 
A)  19 percent 
B)  38 percent 
C)  57 percent 
D)  76 percent

Pay-for-performance programs have little if any effect on employee productivity.

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

____________ may create problems for managers who wish to maintain pay secrecy among employees.

The term pay-for-performance can encompass all of the following except:

The expectancy theory of motivation predicts that one's level of motivation depends on the attractiveness of the rewards sought by employees and the probability of obtaining those rewards.

With respect to Pay Equity Theory,which of the following is NOT considered an input?

Which of the following is a common major compensable factor?

Which job evaluation system serves to direct compensation dollars to the type of work pivotal to organizational goals?

Nonexempt employees are not covered by overtime requirements under the Fair Labor Standards Act and are therefore nonexempt.

Which of the following is an example of a nonfinancial compensation?

A system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

One of the major criticisms of job-based compensation systems is that they often fail to reward employees for their skills or the knowledge they possess.

Which system of job evaluation is being used when cards that list the duties and responsibilities of the job are arranged by raters in order of the importance of the job?

An advantage of published wage surveys is compatibility with the organization's jobs.

The job classification system is a quantitative job evaluation procedure that determines a job's relative value by calculating the total points assigned to it.

While most managers agree that pay should be linked to performance,employees do not.

Collapsing many salary grades into a few wide salary bands is known as:

For real wages to increase,which of the following must be true?

Compensable factors include skills,effort,responsibilities,and working conditions.

A U.S.survey found that _____ of employees say they work in a place where discussions of pay are "formally prohibited and/or employees caught discussing wages could be punished."

The Challenge 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 and the Employee Appraisal Process

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 9: Managing Compensation

Pay-for-performance programs have little if any effect on employee productivity.

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

____________ may create problems for managers who wish to maintain pay secrecy among employees.

The term pay-for-performance can encompass all of the following except:

The expectancy theory of motivation predicts that one's level of motivation depends on the attractiveness of the rewards sought by employees and the probability of obtaining those rewards.

With respect to Pay Equity Theory,which of the following is NOT considered an input?

Which of the following is a common major compensable factor?

Which job evaluation system serves to direct compensation dollars to the type of work pivotal to organizational goals?

Nonexempt employees are not covered by overtime requirements under the Fair Labor Standards Act and are therefore nonexempt.

Which of the following is an example of a nonfinancial compensation?

A system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

One of the major criticisms of job-based compensation systems is that they often fail to reward employees for their skills or the knowledge they possess.

Which system of job evaluation is being used when cards that list the duties and responsibilities of the job are arranged by raters in order of the importance of the job?

An advantage of published wage surveys is compatibility with the organization's jobs.

The job classification system is a quantitative job evaluation procedure that determines a job's relative value by calculating the total points assigned to it.

While most managers agree that pay should be linked to performance,employees do not.

Collapsing many salary grades into a few wide salary bands is known as:

For real wages to increase,which of the following must be true?

Compensable factors include skills,effort,responsibilities,and working conditions.

A U.S.survey found that _____ of employees say they work in a place where discussions of pay are "formally prohibited and/or employees caught discussing wages could be punished."

The Challenge 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 and the Employee Appraisal Process

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters