Question 1

Employee participation is not necessarily a component of goal-sharing plans.

Accepted Answer

A) True 
 B)False  True

Question 2

Which bonus allocation method best supports the philosophy of gain sharing?

Accepted Answer

A)  Everyone receives an equal share after minor adjustments are made for time worked. 
B)  Higher performers receive a greater share. 
C)  Higher-paid employees receive a greater share. 
D)  Part-time and newly hired employees receive nothing. 
A)  Everyone receives an equal share after minor adjustments are made for time worked. 
B)  Higher performers receive a greater share. 
C)  Higher-paid employees receive a greater share. 
D)  Part-time and newly hired employees receive nothing. A

Question 3

What is NOT a necessary component of goal-sharing plans?

Accepted Answer

A)  employee participation 
B)  performance goals 
C)  bonus payouts 
D)  achievement levels 
A)  employee participation 
B)  performance goals 
C)  bonus payouts 
D)  achievement levels A

Question 4

The Scanlon plan has changed over the years.A central reason for these changes is the notion that employees can reduce labour input as a function of output by increasing other costs.

Accepted Answer

A) True 
 B)False

Question 5

What is the least common basis for allocating profit-sharing bonuses across employees in Canadian firms?

Accepted Answer

A)  seniority 
B)  individual performance 
C)  salary level 
D)  equal distribution across all employees 
A)  seniority 
B)  individual performance 
C)  salary level 
D)  equal distribution across all employees

Question 6

According to research on Canadian firms,in the majority of cases,which employees are included in the profit-sharing plan?

Accepted Answer

A)  all full-time and part-time employees 
B)  non-unionized employees only 
C)  designated employees only 
D)  all full-time employees 
A)  all full-time and part-time employees 
B)  non-unionized employees only 
C)  designated employees only 
D)  all full-time employees

Question 7

Which gain-sharing plan requires that management has access to historical data so as to be able to calculate a so-called "normal labour cost"?

Accepted Answer

A)  Rucker plan 
B)  family of measures plan 
C)  Scanlon plan 
D)  Improshare plan 
A)  Rucker plan 
B)  family of measures plan 
C)  Scanlon plan 
D)  Improshare plan

Question 8

In designing gain-sharing plans,why is there a need to decide on the historical baseline against which to compare productivity?

Accepted Answer

A)  to determine whether real productivity gains actually occurred 
B)  to satisfy the unions 
C)  to allow for flexibility 
D)  to increase employee participation 
A)  to determine whether real productivity gains actually occurred 
B)  to satisfy the unions 
C)  to allow for flexibility 
D)  to increase employee participation

Question 9

In which type of organization is profit-sharing the most common?

Accepted Answer

A)  high-involvement 
B)  human relations 
C)  defender 
D)  classical 
A)  high-involvement 
B)  human relations 
C)  defender 
D)  classical

Question 10

Discuss the key issues in designing a nonmonetary reward plan.

Accepted Answer

To have value,the recognition offered by

Question 11

Identify how design issues for stock plans differ for private corporations.

Accepted Answer

Plans are more difficult to implement be

Question 12

Which of the following is NOT an issue to be considered when designing a gain-sharing plan?

Accepted Answer

A)  deciding on the split among employees 
B)  deciding on the share price 
C)  deciding on the frequency for payout 
D)  developing procedures for communicating results 
A)  deciding on the split among employees 
B)  deciding on the share price 
C)  deciding on the frequency for payout 
D)  developing procedures for communicating results

Question 13

Which plan does NOT make employee involvement an important part of the system?

Accepted Answer

A)  Rucker 
B)  Scanlon 
C)  Improshare 
D)  family of measures 
A)  Rucker 
B)  Scanlon 
C)  Improshare 
D)  family of measures

Question 14

Which condition makes a gain-sharing plan NOT viable and requires you to consider another option?

Accepted Answer

A)  No valid historical benchmark can be set. 
B)  Employee involvement is not an integral part of the system. 
C)  The plan involves large expenditures to implement. 
D)  Employees receive only 50 percent of the share. 
A)  No valid historical benchmark can be set. 
B)  Employee involvement is not an integral part of the system. 
C)  The plan involves large expenditures to implement. 
D)  Employees receive only 50 percent of the share.

Question 15

Which of the following is NOT associated with gain-sharing plans?

Accepted Answer

A)  cooperation between employees and management 
B)  teamwork among employees 
C)  equality in gains 
D)  individual rewards 
A)  cooperation between employees and management 
B)  teamwork among employees 
C)  equality in gains 
D)  individual rewards

Question 16

Human resource professionals have identified three types of goal-sharing plans.Which of the following is NOT one of those types?

Accepted Answer

A)  standard plus plans 
B)  single-goal plans 
C)  multi-goal plans 
D)  financially funded plans 
A)  standard plus plans 
B)  single-goal plans 
C)  multi-goal plans 
D)  financially funded plans

Question 17

You have been tasked with providing management with a list of factors distinguishing goal-sharing plans from gain-sharing plans.Which of the following should NOT be included in your list?

Accepted Answer

A)  Both have lost popularity in recent years. 
B)  Goal-sharing plans typically include several levels of attainment. 
C)  Goal-sharing plans quantify cost savings and then share those benefits with both employees and the company using a fixed formula. 
D)  Both require that management identify the group participating in the plan. 
A)  Both have lost popularity in recent years. 
B)  Goal-sharing plans typically include several levels of attainment. 
C)  Goal-sharing plans quantify cost savings and then share those benefits with both employees and the company using a fixed formula. 
D)  Both require that management identify the group participating in the plan.

Question 18

Historically,which group has received the most access to stock options?

Accepted Answer

A)  top executives 
B)  human resource managers 
C)  full-time employees 
D)  unionized employees 
A)  top executives 
B)  human resource managers 
C)  full-time employees 
D)  unionized employees

Question 19

A group of farm workers normally pick 10,000 kilograms of cherries during a regular eight-hour shift.Joe,the operations manager,decides he will provide each picker in the group with a meaningful monetary reward if the farm workers are able to meet a new "stretch goal" of 12,500 kilograms per eight-hour shift? Which term best describes this new "stretch goal"?

Accepted Answer

A)  standard plus 
B)  goal plus 
C)  goal level 
D)  red circle plus 
A)  standard plus 
B)  goal plus 
C)  goal level 
D)  red circle plus

Question 20

What is generally NOT considered in allocating the bonus in goal-sharing plans?

Accepted Answer

A)  seniority 
B)  salary 
C)  organizational performance 
D)  individual performance 
A)  seniority 
B)  salary 
C)  organizational performance 
D)  individual performance

Employee participation is not necessarily a component of goal-sharing plans.

Which bonus allocation method best supports the philosophy of gain sharing?

What is NOT a necessary component of goal-sharing plans?

The Scanlon plan has changed over the years.A central reason for these changes is the notion that employees can reduce labour input as a function of output by increasing other costs.

What is the least common basis for allocating profit-sharing bonuses across employees in Canadian firms?

According to research on Canadian firms,in the majority of cases,which employees are included in the profit-sharing plan?

Which gain-sharing plan requires that management has access to historical data so as to be able to calculate a so-called "normal labour cost"?

In designing gain-sharing plans,why is there a need to decide on the historical baseline against which to compare productivity?

In which type of organization is profit-sharing the most common?

Discuss the key issues in designing a nonmonetary reward plan.

Identify how design issues for stock plans differ for private corporations.

Which of the following is NOT an issue to be considered when designing a gain-sharing plan?

Which plan does NOT make employee involvement an important part of the system?

Which condition makes a gain-sharing plan NOT viable and requires you to consider another option?

Which of the following is NOT associated with gain-sharing plans?

Human resource professionals have identified three types of goal-sharing plans.Which of the following is NOT one of those types?

You have been tasked with providing management with a list of factors distinguishing goal-sharing plans from gain-sharing plans.Which of the following should NOT be included in your list?

Historically,which group has received the most access to stock options?

What is generally NOT considered in allocating the bonus in goal-sharing plans?

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters

Exam 11: Designing Performance Pay Plans

Employee participation is not necessarily a component of goal-sharing plans.

Which bonus allocation method best supports the philosophy of gain sharing?

What is NOT a necessary component of goal-sharing plans?

The Scanlon plan has changed over the years.A central reason for these changes is the notion that employees can reduce labour input as a function of output by increasing other costs.

What is the least common basis for allocating profit-sharing bonuses across employees in Canadian firms?

According to research on Canadian firms,in the majority of cases,which employees are included in the profit-sharing plan?

Which gain-sharing plan requires that management has access to historical data so as to be able to calculate a so-called "normal labour cost"?

In designing gain-sharing plans,why is there a need to decide on the historical baseline against which to compare productivity?

In which type of organization is profit-sharing the most common?

Discuss the key issues in designing a nonmonetary reward plan.

Identify how design issues for stock plans differ for private corporations.

Which of the following is NOT an issue to be considered when designing a gain-sharing plan?

Which plan does NOT make employee involvement an important part of the system?

Which condition makes a gain-sharing plan NOT viable and requires you to consider another option?

Which of the following is NOT associated with gain-sharing plans?

Human resource professionals have identified three types of goal-sharing plans.Which of the following is NOT one of those types?

You have been tasked with providing management with a list of factors distinguishing goal-sharing plans from gain-sharing plans.Which of the following should NOT be included in your list?

Historically,which group has received the most access to stock options?

What is generally NOT considered in allocating the bonus in goal-sharing plans?

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters