Question 1

Incentive pay systems are an effective way to motivate workers to perform a variety of tasks in changing situations.

Accepted Answer

A) True 
 B)False

Question 2

If you worked in a cyclical industry such autos,which set of pay components would be least desirable?

Accepted Answer

A)  gain sharing and lump-sum bonus 
B)  merit pay and base wage 
C)  profit sharing and lump-sum bonus 
D)  cost of living and base wage 
A)  gain sharing and lump-sum bonus 
B)  merit pay and base wage 
C)  profit sharing and lump-sum bonus 
D)  cost of living and base wage

Question 3

What are the four standards managers need to focus on when designing a pay-for-performance system?

Accepted Answer

When designing a pay-for-perfo

Question 4

The ability triangle includes _____.

Accepted Answer

A)  selection 
B)  performance management 
C)  compensation 
D)  organization development 
A)  selection 
B)  performance management 
C)  compensation 
D)  organization development

Question 5

Which of the following is not true?

Accepted Answer

A)  More companies are using pay based upon individual, group and organization performance. 
B)  Workers with high security needs may accept lower pay for pay security. 
C)  Workers may need higher pay to stay and perform in an at-risk pay company. 
D)  Companies are moving back to entitlement-oriented pay to reduce turnover. 
A)  More companies are using pay based upon individual, group and organization performance. 
B)  Workers with high security needs may accept lower pay for pay security. 
C)  Workers may need higher pay to stay and perform in an at-risk pay company. 
D)  Companies are moving back to entitlement-oriented pay to reduce turnover.

Question 6

_____ theory contends that we choose to do those things that we believe are most likely to lead to desired rewards.

Accepted Answer

A)  Expectancy 
B)  Reinforcement 
C)  Agency 
D)  Equity 
A)  Expectancy 
B)  Reinforcement 
C)  Agency 
D)  Equity

Question 7

Research suggests that for employees to notice and work hard to perform behaviors desired by the organization,incentives need to be _____ percent.

Accepted Answer

A)  5-8 
B)  8-10 
C)  15-20 
D)  25-30 
A)  5-8 
B)  8-10 
C)  15-20 
D)  25-30

Question 8

Work load and work variety are both components of a total reward system.

Accepted Answer

A) True 
 B)False

Question 9

A business has a centralized structure and a compensation system that rewards sales volume.However,sales volumes are low compared to competitors who respond more quickly to changes in consumer demand.Which of the following is the most likely source of the low sales performance?

Accepted Answer

A)  A poorly designed compensation program 
B)  An ineffective recruitment and selection program 
C)  An inappropriate organization design 
D)  A poorly designed performance management program 
A)  A poorly designed compensation program 
B)  An ineffective recruitment and selection program 
C)  An inappropriate organization design 
D)  A poorly designed performance management program

Question 10

Generally,team-based incentives are more attractive than individual incentives.

Accepted Answer

A) True 
 B)False

Question 11

According to expectancy theory,effort level depends on which of these factors? (1)expectancy (2)valence (3)instrumentality (4)reward (5)goals

Accepted Answer

A)  1, 2, 3 
B)  2, 3, 4 
C)  1, 4, 5 
D)  2, 5, 4 
A)  1, 2, 3 
B)  2, 3, 4 
C)  1, 4, 5 
D)  2, 5, 4

Question 12

Identifying desired behaviors is the emphasis of agency theory.

Accepted Answer

A) True 
 B)False

Question 13

Security in terms of compensation refers to the predictability of one's paycheck from one time to another.

Accepted Answer

A) True 
 B)False

Question 14

All of the following except ____ require periodically "re-earning" the added pay.

Accepted Answer

A)  success sharing plan 
B)  lump-sum bonus 
C)  profit-sharing plan 
D)  cost of living 
A)  success sharing plan 
B)  lump-sum bonus 
C)  profit-sharing plan 
D)  cost of living

Question 15

Evidence suggests that skill-based pay may not increase productivity.

Accepted Answer

A) True 
 B)False

Question 16

Explain how personality characteristics can influence an employee's preference for rewards.

Accepted Answer

Recent research suggests job candidates

Question 17

_____ theory contends that success-sharing plans will be motivating but at-risk plans will be de-motivating.

Accepted Answer

A)  Equity 
B)  Expectancy and agency 
C)  Herzberg's two-factor 
D)  Agency 
A)  Equity 
B)  Expectancy and agency 
C)  Herzberg's two-factor 
D)  Agency

Question 18

Which of the following best supports a culture of flexibility and innovation?

Accepted Answer

A)  A flexible benefits package 
B)  A strong commitment to job security 
C)  High base wage 
D)  Stock options 
A)  A flexible benefits package 
B)  A strong commitment to job security 
C)  High base wage 
D)  Stock options

Question 19

Evidence suggests that talented people are motivated to join organizations with strong links between performance and pay.

Accepted Answer

A) True 
 B)False

Question 20

The trend today is toward less stable and less secure compensation packages.

Accepted Answer

A) True 
 B)False

Incentive pay systems are an effective way to motivate workers to perform a variety of tasks in changing situations.

If you worked in a cyclical industry such autos,which set of pay components would be least desirable?

What are the four standards managers need to focus on when designing a pay-for-performance system?

The ability triangle includes _____.

Which of the following is not true?

_____ theory contends that we choose to do those things that we believe are most likely to lead to desired rewards.

Research suggests that for employees to notice and work hard to perform behaviors desired by the organization,incentives need to be _____ percent.

Work load and work variety are both components of a total reward system.

A business has a centralized structure and a compensation system that rewards sales volume.However,sales volumes are low compared to competitors who respond more quickly to changes in consumer demand.Which of the following is the most likely source of the low sales performance?

Generally,team-based incentives are more attractive than individual incentives.

According to expectancy theory,effort level depends on which of these factors? (1)expectancy (2)valence (3)instrumentality (4)reward (5)goals

Identifying desired behaviors is the emphasis of agency theory.

Security in terms of compensation refers to the predictability of one's paycheck from one time to another.

All of the following except ____ require periodically "re-earning" the added pay.

Evidence suggests that skill-based pay may not increase productivity.

Explain how personality characteristics can influence an employee's preference for rewards.

_____ theory contends that success-sharing plans will be motivating but at-risk plans will be de-motivating.

Which of the following best supports a culture of flexibility and innovation?

Evidence suggests that talented people are motivated to join organizations with strong links between performance and pay.

The trend today is toward less stable and less secure compensation packages.

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 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 9: Pay-For-Performance: the Evidence

Incentive pay systems are an effective way to motivate workers to perform a variety of tasks in changing situations.

If you worked in a cyclical industry such autos,which set of pay components would be least desirable?

What are the four standards managers need to focus on when designing a pay-for-performance system?

The ability triangle includes _____.

Which of the following is not true?

_____ theory contends that we choose to do those things that we believe are most likely to lead to desired rewards.

Research suggests that for employees to notice and work hard to perform behaviors desired by the organization,incentives need to be _____ percent.

Work load and work variety are both components of a total reward system.

A business has a centralized structure and a compensation system that rewards sales volume.However,sales volumes are low compared to competitors who respond more quickly to changes in consumer demand.Which of the following is the most likely source of the low sales performance?

Generally,team-based incentives are more attractive than individual incentives.

According to expectancy theory,effort level depends on which of these factors? (1)expectancy (2)valence (3)instrumentality (4)reward (5)goals

Identifying desired behaviors is the emphasis of agency theory.

Security in terms of compensation refers to the predictability of one's paycheck from one time to another.

All of the following except ____ require periodically "re-earning" the added pay.

Evidence suggests that skill-based pay may not increase productivity.

Explain how personality characteristics can influence an employee's preference for rewards.

_____ theory contends that success-sharing plans will be motivating but at-risk plans will be de-motivating.

Which of the following best supports a culture of flexibility and innovation?

Evidence suggests that talented people are motivated to join organizations with strong links between performance and pay.

The trend today is toward less stable and less secure compensation packages.

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 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