Question 1

Briefly discuss the provisions of the employment standards acts pertaining to employee compensation.

Accepted Answer

5 times the base rate must be paid for a

Question 2

Vidya works at Paymore Shoes and is paid for time she works in the store.How would you classify Vidya?

Accepted Answer

A) a salaried employee 
B) an hourly employee 
C) an exploited employee 
D) a white-collar employee 
A) a salaried employee 
B) an hourly employee 
C) an exploited employee 
D) a white-collar employee

Question 3

Pay equity legislation is administered at what jurisdictional level?

Accepted Answer

A) international 
B) federal 
C) provincial 
D) municipal 
A) international 
B) federal 
C) provincial 
D) municipal

Question 4

Which of the following clauses are found in some labour agreements that periodically adjust compensation rates to reflect increases in cost of living?

Accepted Answer

A) maintenance clauses 
B) escalator clauses 
C) roll-up clauses 
D) guarantee clauses 
A) maintenance clauses 
B) escalator clauses 
C) roll-up clauses 
D) guarantee clauses

Question 5

Pay levels are limited in part by profitability of the firm and productivity of employees.

Accepted Answer

A) True 
 B)False

Question 6

Executives,administrators,and professional employees are exempt from overtime payments identified in employment standards acts.

Accepted Answer

A) True 
 B)False

Question 7

What is a key implication of expectancy theory when applied to pay systems?

Accepted Answer

A) Employees must get pay raises to cover increased living costs. 
B) Employees expect their managers to be competent. 
C) Employers expect their employees to be competent. 
D) Rewards must be valuable for motivation to occur. 
A) Employees must get pay raises to cover increased living costs. 
B) Employees expect their managers to be competent. 
C) Employers expect their employees to be competent. 
D) Rewards must be valuable for motivation to occur.

Question 8

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 9

Using job evaluation and wage survey data jointly improves the likelihood of both internal and external equity.

Accepted Answer

A) True 
 B)False

Question 10

Indirect compensation includes bonuses and commissions.

Accepted Answer

A) True 
 B)False

Question 11

Wage survey data can be obtained from government sources,trade associations,or professional groups,or organizations can conduct their own surveys.

Accepted Answer

A) True 
 B)False

Question 12

Wages paid above the range maximum are called blue square rates.

Accepted Answer

A) True 
 B)False

Question 13

In developing a wage curve,what are market wage rates plotted against?

Accepted Answer

A) job evaluation points 
B) employee benefits 
C) the size of a firm 
D) employee wages and salaries 
A) job evaluation points 
B) employee benefits 
C) the size of a firm 
D) employee wages and salaries

Question 14

Which of the following is job classification often used to help determine pay for?

Accepted Answer

A) merit bonuses 
B) the company's CEO 
C) classified university professors' jobs 
D) government jobs 
A) merit bonuses 
B) the company's CEO 
C) classified university professors' jobs 
D) government jobs

Question 15

HR professionals establish predetermined wage grades as a basis for evaluating jobs in the job classification system of job evaluation.

Accepted Answer

A) True 
 B)False

Question 16

Some organizations can choose a strategy to pay higher than market wages and salaries.Which of the following will this likely help them do?

Accepted Answer

A) be more selective in their employee hiring 
B) reduce their direct labour costs 
C) reduce their indirect labour costs 
D) achieve pay equity between men and women 
A) be more selective in their employee hiring 
B) reduce their direct labour costs 
C) reduce their indirect labour costs 
D) achieve pay equity between men and women

Question 17

Wage-rate compression commonly occurs when organizations grant pay adjustments to lower-rated jobs but do not extend the adjustments up the hierarchy.

Accepted Answer

A) True 
 B)False

Question 18

Rewarding an employee's past performance is a goal of strategic compensation policy.

Accepted Answer

A) True 
 B)False

Question 19

Equal pay for work of equal value involves providing equal pay to women when they perform work historically performed by men.

Accepted Answer

A) True 
 B)False

Question 20

Expectancy theory posits that there are three conditions that must be met for employees to be motivated through rewards.Which is the following is NOT one of these conditions?

Accepted Answer

A) high motivation need 
B) high instrumentality 
C) high expectancy 
D) high valence 
A) high motivation need 
B) high instrumentality 
C) high expectancy 
D) high valence

Briefly discuss the provisions of the employment standards acts pertaining to employee compensation.

Vidya works at Paymore Shoes and is paid for time she works in the store.How would you classify Vidya?

Pay equity legislation is administered at what jurisdictional level?

Which of the following clauses are found in some labour agreements that periodically adjust compensation rates to reflect increases in cost of living?

Pay levels are limited in part by profitability of the firm and productivity of employees.

Executives,administrators,and professional employees are exempt from overtime payments identified in employment standards acts.

What is a key implication of expectancy theory when applied to pay systems?

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.

Using job evaluation and wage survey data jointly improves the likelihood of both internal and external equity.

Indirect compensation includes bonuses and commissions.

Wage survey data can be obtained from government sources,trade associations,or professional groups,or organizations can conduct their own surveys.

Wages paid above the range maximum are called blue square rates.

In developing a wage curve,what are market wage rates plotted against?

Which of the following is job classification often used to help determine pay for?

HR professionals establish predetermined wage grades as a basis for evaluating jobs in the job classification system of job evaluation.

Some organizations can choose a strategy to pay higher than market wages and salaries.Which of the following will this likely help them do?

Wage-rate compression commonly occurs when organizations grant pay adjustments to lower-rated jobs but do not extend the adjustments up the hierarchy.

Rewarding an employee's past performance is a goal of strategic compensation policy.

Equal pay for work of equal value involves providing equal pay to women when they perform work historically performed by men.

Expectancy theory posits that there are three conditions that must be met for employees to be motivated through rewards.Which is the following is NOT one of these conditions?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work 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

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 9: Managing Compensation

Briefly discuss the provisions of the employment standards acts pertaining to employee compensation.

Vidya works at Paymore Shoes and is paid for time she works in the store.How would you classify Vidya?

Pay equity legislation is administered at what jurisdictional level?

Which of the following clauses are found in some labour agreements that periodically adjust compensation rates to reflect increases in cost of living?

Pay levels are limited in part by profitability of the firm and productivity of employees.

Executives,administrators,and professional employees are exempt from overtime payments identified in employment standards acts.

What is a key implication of expectancy theory when applied to pay systems?

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.

Using job evaluation and wage survey data jointly improves the likelihood of both internal and external equity.

Indirect compensation includes bonuses and commissions.

Wage survey data can be obtained from government sources,trade associations,or professional groups,or organizations can conduct their own surveys.

Wages paid above the range maximum are called blue square rates.

In developing a wage curve,what are market wage rates plotted against?

Which of the following is job classification often used to help determine pay for?

HR professionals establish predetermined wage grades as a basis for evaluating jobs in the job classification system of job evaluation.

Some organizations can choose a strategy to pay higher than market wages and salaries.Which of the following will this likely help them do?

Wage-rate compression commonly occurs when organizations grant pay adjustments to lower-rated jobs but do not extend the adjustments up the hierarchy.

Rewarding an employee's past performance is a goal of strategic compensation policy.

Equal pay for work of equal value involves providing equal pay to women when they perform work historically performed by men.

Expectancy theory posits that there are three conditions that must be met for employees to be motivated through rewards.Which is the following is NOT one of these conditions?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work 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

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters