Compensation

120 Questions  I  By Sbmccla on April 30, 2012
 

  
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1.  Managers seek internal alignment within their organization by:
A.
B.
C.
D.
2.  Sixty percent of all age groups rated __________as reasons for staying with a company. 
A.
B.
C.
D.
3.  Questions such as should a job be paid at a flat rate and should pay for performance be emphasized are part of which pay policy choice?
A.
B.
C.
D.
4.  Which of the following is not a characteristic of a benchmark job.
A.
B.
C.
D.
5.  Turnover rates and quality of job candidates are examples of measures of success of career management systems.
A.
B.
6.  ______________ are most likely to seek lower labor costs?
A.
B.
C.
D.
7.  Which of the following is least likely to be used as a skill-based certification method?
A.
B.
C.
D.
8.  Disadvantages of individual incentive plans include all but _________
A.
B.
C.
D.
9.  The generational age cohorts have very different desires for security and the ability to balance work and personal life.
A.
B.
10.  Research shows that employees tend to ________ the actual pay of those in jobs above them and _______ the pay of those below them.
A.
B.
C.
D.
11.  All but which of the following affects reliability of job analysis?
A.
B.
C.
D.
12.  The answer to the question of how many firms to include in a pay survey is __________
A.
B.
C.
D.
13.  Which of the following are not advantages or characteristics of broad bands?
A.
B.
C.
D.
14.  All of the following except _______ are factors affecting the size of an average wage level increase.
A.
B.
C.
D.
15.  ______________ is the belief that when a specified level of job performance is attained, the employee will receive a specified reward.
A.
B.
C.
D.
16.  The pay policy associated with increased productivity is ___________
A.
B.
C.
D.
17.  Which of the following is not a legitimate reason why a como-ration may be less than 1?
A.
B.
C.
D.
18.  Broad, generic job descriptions increase the flexibility of a job structure.
A.
B.
19.  The primary sources of the race/ethnic pay gap are differences in __________
A.
B.
C.
D.
20.  Growing evidence suggests that the major effect of skill-based pay is ______________
A.
B.
C.
D.
21.  Most organizations pay about the same for the same job requiring similar education and experience.
A.
B.
22.  A team leader with a free rider problem could maximize performance by _____________
A.
B.
C.
D.
23.  The most common bases for determining internal structures are:
A.
B.
C.
D.
24.  _____________ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization’s job structure.
A.
B.
C.
D.
25.  The percent of companies using some form of variable pay is declining because many employees prefer base wages.
A.
B.
26.  The pay policy choice with the greatest effect on employee perceptions of fairness of pay with other workers in their organization is:
A.
B.
C.
D.
27.  Performance appraisals provide information most relevant to _________
A.
B.
C.
D.
28.  ______________ refers to rules and procedures that determine pay for different jobs in an organization and allocates employees among these jobs.
A.
B.
C.
D.
29.  The best single compensable factor for creating a job structure, is ________
A.
B.
C.
D.
30.  In gain sharing plan formulas, ______________ is(are) the numerator and ____________ the denominator.
A.
B.
C.
D.
31.  Because relatively few people are paid minimum wage, raising the minimum wage does not affect pay structures.
A.
B.
32.  An inclusive categorization of total returns includes:
A.
B.
C.
D.
33.  Research on efficiency wage theory shows ______________
A.
B.
C.
D.
34.  The purpose of collecting data on number of employees in a pay survey is to ____________
A.
B.
C.
D.
35.  _________________ offer(s) a reward pool based upon achieving performance targets and communicates organizational priorities.
A.
B.
C.
D.
36.  A hospital would most likely have one job evaluation plan rather than multiple plans because a single plan best fits the workflow.
A.
B.
37.  The concept of comparable worth has been implemented in a few state and municipal governments.
A.
B.
38.  An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is __________________.
A.
B.
C.
D.
39.  The most important factor determining success of a skill-based pay plan is ______________________
A.
B.
C.
D.
40.  From discussion of the behavior = f (M, A, E) model, one may conclude that while other HR functions are important, compensation has the greatest effect on influencing employee behavior.
A.
B.
41.  The minimum wage that must be paid for work done on covered government projects or purchases is defined by the government as the ___________ wage.
A.
B.
C.
D.
42.  ___________ are to certification process as job evaluation is to factor degrees and weights.
A.
B.
C.
D.
43.  All of the following except ___________ is an important factor in defining a market for compensation purposes.
A.
B.
C.
D.
44.  Straight piecework is to Taylor differential piece-rate as standard hour plan is to ________________
A.
B.
C.
D.
45.  Regarding pay differences for different jobs, ________
A.
B.
C.
D.
46.  An organization that has a match (pay) policy will pay its employees
A.
B.
C.
D.
47.  All but one of the following is true of protean careers. Name the exception.
A.
B.
C.
D.
48.  The method of job analysis claimed to be able to analyze any job is __________
A.
B.
C.
D.
49.  Which of the following occupational groups are not likely to be categorized as exempt.
A.
B.
C.
D.
50.  Which of the following is not one of the major decisions in job analysis?
A.
B.
C.
D.
51.  _______________ is preferable to most employees.
A.
B.
C.
D.
52.  According to expectancy theory, effort level depends on which of these factors?     (1)  expectancy      (2)  valence      (3)  instrumentality      (4)  reward      (5)  goals
A.
B.
C.
D.
53.  In the pay model, costs are to management as __________ is to alignment.
A.
B.
C.
D.
54.  One of the best ways to ensure that job evaluation plans are as free from sex bias as possible is _______________
A.
B.
C.
D.
55.  Competencies are better at ____________ than _______
A.
B.
C.
D.
56.  If San Diego has a CPI of 165 and Los Angeles has a CPI of 145, this means
A.
B.
C.
D.
57.  A company using a skill-based pay system prices the job of lead assembler at between $10 and $22 per hour. Survey data showed the job assembler averaged $10 per hour and the job of assembly supervisor at $22 per hour. The company was using the _________ method of job matching.
A.
B.
C.
D.
58.  Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?
A.
B.
C.
D.
59.  All of the following are advantages of the ranking method of job evaluation except ___________
A.
B.
C.
D.
60.  Which of the following wage components has the clearest line of sight for employees?
A.
B.
C.
D.
61.  “Essential elements” refers to _______________
A.
B.
C.
D.
62.  All of the following except _________ are provisions of the 1938 Fair Labor Standards Act.
A.
B.
C.
D.
63.  Skill-based plans tend to work best in organizations using ________________ strategy. 

A.
B.
C.
D.
64.  Theories dealing with exchange include ____________
A.
B.
C.
D.
65.  When job analysis shows managers and employees disagree on parts of a job, what is the best answer?
A.
B.
C.
D.
66.  Reliability of job evaluations may be measured by:
A.
B.
C.
D.
67.  If Company A raises its pay rate one dollar per hour to hire additional workers and competitors immediately match the increase, what is the most likely result?
A.
B.
C.
D.
68.  5. The pay for the job of accountant in London, Los Angles and Berlin is likely to be different due to
A.
B.
C.
D.
69.  ____________ sets a maximum pay level an employer can pay.
A.
B.
C.
D.
70.  The expectations that employers and employees have about each other is called a
A.
B.
C.
D.
71.  In practice, pay differentials and pay levels mean basically the same thing.
A.
B.
72.  Which of the following is not true of lump-sum bonuses? 
A.
B.
C.
D.
73.  ________is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships.
A.
B.
C.
D.
74.  Job analysis is important for both managers and employees because it is
A.
B.
C.
D.
75.  Employers were more likely to offer bonuses, gain-sharing and stock options after the passage of _____________
A.
B.
C.
D.
76.  Which form of pay is likely to be least expensive for employers?
A.
B.
C.
D.
77.  In the regression equation, y =a + bx, job evaluation points are ___
A.
B.
C.
D.
78.  If you were seeking a job, which of the following is most likely to offer the highest pay?
A.
B.
C.
D.
79.  The common feature to all types of incentive plans is ____________
A.
B.
C.
D.
80.  Which of the following is not an advantage of team incentives?
A.
B.
C.
D.
81.  Factors such as shift differential, temporary assignment and training programs are examples of __________
A.
B.
C.
D.
82.  In which of the following pay-mixes are bonuses and options the smallest?
A.
B.
C.
D.
83.  Benchmark jobs have all of the following characteristics except ___
A.
B.
C.
D.
84.  Which of the following pay structure procedures would not increase perceptions of pay fairness?
A.
B.
C.
D.
85.  You have just read a research article about the effects of a type of lottery to reduce absenteeism. Which of the following factors are least relevant for judging the value of the research?
A.
B.
C.
D.
86.  __________________ addresses how pay design and administration issues are made and the consistency of pay procedures.
A.
B.
C.
D.
87.  A key factor in increasing trust in top management is ____________
A.
B.
C.
D.
88.  One of the best reasons to involve employees and supervisors in the job analysis process is to ___________________
A.
B.
C.
D.
89.  ________________ theory is the most influential in explaining pay-level differences.
A.
B.
C.
D.
90.  “Does the analysis create an accurate perception of the work?” is a question answered by ______________ .
A.
B.
C.
D.
91.  A compensable factor of effort has a weight 30% and has two sub-factors, physical and mental. Mental has a degree rating of 4. How many points does the mental effort receive?
A.
B.
C.
D.
92.  The primary reason compensation is important to managers is because:
A.
B.
C.
D.
93.  Employee A received the highest performance rating, has a comp-ration of 1.2, and received a pay increase of 10 percent. Employee B received the highest performance rating and has a comp-ration of .90. Given the way most merit increase grids work, what size pay increase would you expect Employee B to receive?
A.
B.
C.
D.
94.  The primary criterion for scaling compensable factors is use the number of degrees necessary to distinguish among jobs.
A.
B.
95.  Organizations in a turbulent and unpredictable environment requiring flexibility in jobs and work processes are likely to be more successful with a ________________ internal pay structure.
A.
B.
C.
D.
96.  A market pay line _________
A.
B.
C.
D.
97.  The second step of the career management process is ______
A.
B.
C.
D.
98.  A career is defined as _______
A.
B.
C.
D.
99.  The study referred to in the text on how managers make wage adjustment decisions found:
A.
B.
C.
D.
100.  Common bases for modern pay structures include all but which of the following?
A.
B.
C.
D.