Question 1

A customer-driven health care plan that offers employees a choice of medical plans that include systems of varying cost is the:

Accepted Answer

A)  full-defined contribution. 
B)  health savings account. 
C)  managed competition. 
D)  tiered networks. 
A)  full-defined contribution. 
B)  health savings account. 
C)  managed competition. 
D)  tiered networks.

Question 2

According to available evidence,a good strategy for a company to remain non-union is to offer the same benefits as those provided by unionized firms.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is not a disadvantage of flexible benefit programs?

Accepted Answer

A)  Administrative burdens and expenses increase. 
B)  Adverse selection. 
C)  New benefits are more difficult to introduce. 
D)  Flexible benefits are subject to nondiscrimination requirements in Section 125 of IRS code. 
A)  Administrative burdens and expenses increase. 
B)  Adverse selection. 
C)  New benefits are more difficult to introduce. 
D)  Flexible benefits are subject to nondiscrimination requirements in Section 125 of IRS code.

Question 4

Tiered networks,managed competition and health savings accounts are all examples of choices for _____________

Accepted Answer

A)  menu-driven health care. 
B)  flexible benefits. 
C)  cafeteria plans. 
D)  customer-driven health care. 
A)  menu-driven health care. 
B)  flexible benefits. 
C)  cafeteria plans. 
D)  customer-driven health care.

Question 5

All of the following are cost containment practices except:

Accepted Answer

A)  probationary periods. 
B)  physical exams of all new hires. 
C)  copay. 
D)  seeking competitive bids for benefit delivery. 
A)  probationary periods. 
B)  physical exams of all new hires. 
C)  copay. 
D)  seeking competitive bids for benefit delivery.

Question 6

Which of the following benefits has been found to increase productivity in organizations?

Accepted Answer

A)  Child care 
B)  Employee stock options 
C)  Health care 
D)  No benefit has been found to increase productivity. 
A)  Child care 
B)  Employee stock options 
C)  Health care 
D)  No benefit has been found to increase productivity.

Question 7

Employers prefer the noncontributory approach to financing benefits because this allows greater control of costs.

Accepted Answer

A) True 
 B)False

Question 8

A study of the factors affecting MBA students' job choice showed _____ was ranked as least important.

Accepted Answer

A)  geographic location 
B)  promotion opportunities 
C)  employee benefits 
D)  opportunity for advancement 
A)  geographic location 
B)  promotion opportunities 
C)  employee benefits 
D)  opportunity for advancement

Question 9

A job ad stating generous benefits leads applicants to place higher value on benefits in choosing among jobs.

Accepted Answer

A) True 
 B)False

Question 10

The average per hour cost of benefits is higher in state and local governments than in the private sector.

Accepted Answer

A) True 
 B)False

Question 11

Employers prefer contributory benefits financing for all except which of the following?

Accepted Answer

A)  more favorable tax treatment 
B)  A "free good," is less valuable to an employee. 
C)  Employees have little personal interest in controlling the costs of a free good. 
D)  It helps control benefit costs. 
A)  more favorable tax treatment 
B)  A "free good," is less valuable to an employee. 
C)  Employees have little personal interest in controlling the costs of a free good. 
D)  It helps control benefit costs.

Question 12

When future cost containment of a benefit may be a problem,the benefit should be offered on a noncontributory basis.

Accepted Answer

A) True 
 B)False

Question 13

In 1959,benefits were approximately _____ percent of payroll and in 2010,the percent was _____.

Accepted Answer

A)  30, 50 
B)  20, 38 
C)  25, 30 
D)  30, 60 
A)  30, 50 
B)  20, 38 
C)  25, 30 
D)  30, 60

Question 14

_____ mandates 12 weeks of leave for all workers at companies that employ 50 or more people.

Accepted Answer

A)  Health Maintenance Act 1973 
B)  FLSA 1938 
C)  FMLA 1993 
D)  COBRA 1984 
A)  Health Maintenance Act 1973 
B)  FLSA 1938 
C)  FMLA 1993 
D)  COBRA 1984

Question 15

Employees feel their benefits are very fair when they are given extensive communications about benefits but plan design is left to experts.

Accepted Answer

A) True 
 B)False

Question 16

All of the following are advantages of flexible benefits except:

Accepted Answer

A)  costs of benefits are contained. 
B)  employee understanding of benefits increases. 
C)  introduction of new benefits is less costly. 
D)  administrative expenses increase. 
A)  costs of benefits are contained. 
B)  employee understanding of benefits increases. 
C)  introduction of new benefits is less costly. 
D)  administrative expenses increase.

Question 17

Illustrate the issue of communication of benefits to the employees.

Accepted Answer

The most frequent method for communicati

Question 18

Which of the following benefits are not mandated by state or federal legislation?

Accepted Answer

A)  Workers' compensation 
B)  Pensions 
C)  Social security 
D)  Unemployment insurance 
A)  Workers' compensation 
B)  Pensions 
C)  Social security 
D)  Unemployment insurance

Question 19

All of the following factors are reasons for the growth of benefits except:

Accepted Answer

A)  foreign competition. 
B)  unions. 
C)  cost effectiveness of benefits. 
D)  government impetus. 
A)  foreign competition. 
B)  unions. 
C)  cost effectiveness of benefits. 
D)  government impetus.

Question 20

What is the importance of the demographic approach in determining employee preferences?

Accepted Answer

The demographic approach assumes that de

A customer-driven health care plan that offers employees a choice of medical plans that include systems of varying cost is the:

According to available evidence,a good strategy for a company to remain non-union is to offer the same benefits as those provided by unionized firms.

Which of the following is not a disadvantage of flexible benefit programs?

Tiered networks,managed competition and health savings accounts are all examples of choices for _____________

All of the following are cost containment practices except:

Which of the following benefits has been found to increase productivity in organizations?

Employers prefer the noncontributory approach to financing benefits because this allows greater control of costs.

A study of the factors affecting MBA students' job choice showed _____ was ranked as least important.

A job ad stating generous benefits leads applicants to place higher value on benefits in choosing among jobs.

The average per hour cost of benefits is higher in state and local governments than in the private sector.

Employers prefer contributory benefits financing for all except which of the following?

When future cost containment of a benefit may be a problem,the benefit should be offered on a noncontributory basis.

In 1959,benefits were approximately _ percent of payroll and in 2010,the percent was _.

_____ mandates 12 weeks of leave for all workers at companies that employ 50 or more people.

Employees feel their benefits are very fair when they are given extensive communications about benefits but plan design is left to experts.

All of the following are advantages of flexible benefits except:

Illustrate the issue of communication of benefits to the employees.

Which of the following benefits are not mandated by state or federal legislation?

All of the following factors are reasons for the growth of benefits except:

What is the importance of the demographic approach in determining employee preferences?

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 Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

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 12: The Benefit Determination Process

A customer-driven health care plan that offers employees a choice of medical plans that include systems of varying cost is the:

According to available evidence,a good strategy for a company to remain non-union is to offer the same benefits as those provided by unionized firms.

Which of the following is not a disadvantage of flexible benefit programs?

Tiered networks,managed competition and health savings accounts are all examples of choices for _____________

All of the following are cost containment practices except:

Which of the following benefits has been found to increase productivity in organizations?

Employers prefer the noncontributory approach to financing benefits because this allows greater control of costs.

A study of the factors affecting MBA students' job choice showed _____ was ranked as least important.

A job ad stating generous benefits leads applicants to place higher value on benefits in choosing among jobs.

The average per hour cost of benefits is higher in state and local governments than in the private sector.

Employers prefer contributory benefits financing for all except which of the following?

When future cost containment of a benefit may be a problem,the benefit should be offered on a noncontributory basis.

In 1959,benefits were approximately _____ percent of payroll and in 2010,the percent was _____.

_____ mandates 12 weeks of leave for all workers at companies that employ 50 or more people.

Employees feel their benefits are very fair when they are given extensive communications about benefits but plan design is left to experts.

All of the following are advantages of flexible benefits except:

Illustrate the issue of communication of benefits to the employees.

Which of the following benefits are not mandated by state or federal legislation?

All of the following factors are reasons for the growth of benefits except:

What is the importance of the demographic approach in determining employee preferences?

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 Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

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

In 1959,benefits were approximately _ percent of payroll and in 2010,the percent was _.