Compensation

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Compensation

  
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1.  A career is defined as _______
A.
B.
C.
D.
2.  The expectations that employers and employees have about each other is called a
A.
B.
C.
D.
3.  Sixty percent of all age groups rated __________as reasons for staying with a company. 
A.
B.
C.
D.
4.  ________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.
5.  The second step of the career management process is ______
A.
B.
C.
D.
6.  All but one of the following is true of protean careers. Name the exception.
A.
B.
C.
D.
7.  Performance appraisals provide information most relevant to _________
A.
B.
C.
D.
8.  Which of the following is not a manager’s role in career management?
A.
B.
C.
D.
9.  Turnover rates and quality of job candidates are examples of measures of success of career management systems.
A.
B.
10.  The generational age cohorts have very different desires for security and the ability to balance work and personal life.
A.
B.
11.  Disadvantages of individual incentive plans include all but _________
A.
B.
C.
D.
12.  Which of the following is not true of lump-sum bonuses? 
A.
B.
C.
D.
13.  The common feature to all types of incentive plans is ____________
A.
B.
C.
D.
14.  Straight piecework is to Taylor differential piece-rate as standard hour plan is to ________________
A.
B.
C.
D.
15.  Which of the following is not an advantage of team incentives?
A.
B.
C.
D.
16.  _________________ offer(s) a reward pool based upon achieving performance targets and communicates organizational priorities.
A.
B.
C.
D.
17.  A team leader with a free rider problem could maximize performance by _____________
A.
B.
C.
D.
18.  All but which of the following is a condition supporting use of individual incentives?
A.
B.
C.
D.
19.  In gain sharing plan formulas, ______________ is(are) the numerator and ____________ the denominator.
A.
B.
C.
D.
20.  The percent of companies using some form of variable pay is declining because many employees prefer base wages.
A.
B.
21.  _______________ is preferable to most employees.
A.
B.
C.
D.
22.  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.
23.  Growing evidence suggests that the major effect of skill-based pay is ______________
A.
B.
C.
D.
24.  Organizations using performance appraisal systems tied to both pay increases and promotions, _______________ than organizations without such a system.
A.
B.
C.
D.
25.  Which of the following wage components has the clearest line of sight for employees?
A.
B.
C.
D.
26.  ______________ is the belief that when a specified level of job performance is attained, the employee will receive a specified reward.
A.
B.
C.
D.
27.  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.
28.  Theories dealing with exchange include ____________
A.
B.
C.
D.
29.  Compensation should reinforce all but which of the following behaviors?
A.
B.
C.
D.
30.  A key factor in increasing trust in top management is ____________
A.
B.
C.
D.
31.  Benchmark jobs have all of the following characteristics except ___
A.
B.
C.
D.
32.  The answer to the question of how many firms to include in a pay survey is __________
A.
B.
C.
D.
33.  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.
34.  The purpose of collecting data on number of employees in a pay survey is to ____________
A.
B.
C.
D.
35.  The process of multiplying survey data by some factor judged to reflect the difference between a survey benchmark job and a company job is called _______________
A.
B.
C.
D.
36.  Because employers are raising employee pay at various times during the year, survey data must be updated using a process called _______ or __________
A.
B.
C.
D.
37.  A market pay line _________
A.
B.
C.
D.
38.  An organization that has a match (pay) policy will pay its employees
A.
B.
C.
D.
39.  In the regression equation, y =a + bx, job evaluation points are ___
A.
B.
C.
D.
40.  Which of the following are not advantages or characteristics of broad bands?
A.
B.
C.
D.
41.  If you were seeking a job, which of the following is most likely to offer the highest pay?
A.
B.
C.
D.
42.  In which of the following pay-mixes are bonuses and options the smallest?
A.
B.
C.
D.
43.  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.
44.  Research on efficiency wage theory shows ______________
A.
B.
C.
D.
45.  ________________ theory is the most influential in explaining pay-level differences.
A.
B.
C.
D.
46.  ____________ sets a maximum pay level an employer can pay.
A.
B.
C.
D.
47.  All of the following except ___________ is an important factor in defining a market for compensation purposes.
A.
B.
C.
D.
48.  The study referred to in the text on how managers make wage adjustment decisions found:
A.
B.
C.
D.
49.  The pay policy associated with increased productivity is ___________
A.
B.
C.
D.
50.  Most organizations pay about the same for the same job requiring similar education and experience.
A.
B.
51.  Which of the following occupational groups are not likely to be categorized as exempt.
A.
B.
C.
D.
52.  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.
53.  The concept of comparable worth has been implemented in a few state and municipal governments.
A.
B.
54.  The primary sources of the race/ethnic pay gap are differences in __________
A.
B.
C.
D.
55.  All of the following except _________ are provisions of the 1938 Fair Labor Standards Act.
A.
B.
C.
D.
56.  Factors such as shift differential, temporary assignment and training programs are examples of __________
A.
B.
C.
D.
57.  Which of the following is not one of the steps in establishing a comparable worth pay plan?
A.
B.
C.
D.
58.  Employers were more likely to offer bonuses, gain-sharing and stock options after the passage of _____________
A.
B.
C.
D.
59.  Because relatively few people are paid minimum wage, raising the minimum wage does not affect pay structures.
A.
B.
60.  Regarding pay differences for different jobs, ________
A.
B.
C.
D.
61.  The main advantage of skill-based pay plans is _____
A.
B.
C.
D.
62.  Competencies are better at ____________ than _______
A.
B.
C.
D.
63.  ___________ are to certification process as job evaluation is to factor degrees and weights.
A.
B.
C.
D.
64.  The most important factor determining success of a skill-based pay plan is ______________________
A.
B.
C.
D.
65.  One of the best ways to ensure that job evaluation plans are as free from sex bias as possible is _______________
A.
B.
C.
D.
66.  Which of the following is least likely to be used as a skill-based certification method?
A.
B.
C.
D.
67.  Skill-based plans tend to work best in organizations using ________________ strategy. 

A.
B.
C.
D.
68.  Reliability of job evaluations may be measured by:
A.
B.
C.
D.
69.  An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is __________________.
A.
B.
C.
D.
70.  In a skill-based pay system, workers with greater seniority and experience receive higher pay.
A.
B.
71.  _____________ 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.
72.  Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?
A.
B.
C.
D.
73.  Which of the following is not a characteristic of a benchmark job.
A.
B.
C.
D.
74.  All of the following are advantages of the ranking method of job evaluation except ___________
A.
B.
C.
D.
75.  A company changes its strategy to be more “lean” and efficient. What if anything should the company do about the compensable factor “scope of responsibility” that is measured by number of subordinates?
A.
B.
C.
D.
76.  Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?
A.
B.
C.
D.
77.  The best single compensable factor for creating a job structure, is ________
A.
B.
C.
D.
78.  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.
79.  A hospital would most likely have one job evaluation plan rather than multiple plans because a single plan best fits the workflow.
A.
B.
80.  The primary criterion for scaling compensable factors is use the number of degrees necessary to distinguish among jobs.
A.
B.
81.  Which of the following is not one of the major decisions in job analysis?
A.
B.
C.
D.
82.  The method of job analysis claimed to be able to analyze any job is __________
A.
B.
C.
D.
83.  Job analysis is important for both managers and employees because it is
A.
B.
C.
D.
84.  “Responsible for ensuring that accurate information is provided to customers” is an example of a ________________
A.
B.
C.
D.
85.  “Essential elements” refers to _______________
A.
B.
C.
D.
86.  One of the best reasons to involve employees and supervisors in the job analysis process is to ___________________
A.
B.
C.
D.
87.  “Does the analysis create an accurate perception of the work?” is a question answered by ______________ .
A.
B.
C.
D.
88.  All but which of the following affects reliability of job analysis?
A.
B.
C.
D.
89.  Broad, generic job descriptions increase the flexibility of a job structure.
A.
B.
90.  When job analysis shows managers and employees disagree on parts of a job, what is the best answer?
A.
B.
C.
D.
91.  __________________ addresses how pay design and administration issues are made and the consistency of pay procedures.
A.
B.
C.
D.
92.  ______________ refers to rules and procedures that determine pay for different jobs in an organization and allocates employees among these jobs.
A.
B.
C.
D.
93.  Common bases for modern pay structures include all but which of the following?
A.
B.
C.
D.
94.  The most common bases for determining internal structures are:
A.
B.
C.
D.
95.  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.
96.  Which of the following is not a factor in defining equal work in the Equal Pay Act?
A.
B.
C.
D.
97.  Which of the following pay structure procedures would not increase perceptions of pay fairness?
A.
B.
C.
D.
98.  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.
99.  Which of the following is not true?
A.
B.
C.
D.
100.  In practice, pay differentials and pay levels mean basically the same thing.
A.
B.
101.  The primary reason compensation is important to managers is because:
A.
B.
C.
D.
102.  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.
103.  Which form of pay is likely to be least expensive for employers?
A.
B.
C.
D.
104.  In the pay model, costs are to management as __________ is to alignment.
A.
B.
C.
D.
105.  Managers seek internal alignment within their organization by:
A.
B.
C.
D.
106.  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.
107.  ______________ are most likely to seek lower labor costs?
A.
B.
C.
D.
108.  An inclusive categorization of total returns includes:
A.
B.
C.
D.
109.  Which of the following is not an objective of external competitiveness pay decisions?
A.
B.
C.
D.
110.  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.
111.  The most common approach to managing labor costs is
A.
B.
C.
D.
112.  All of the following except _______ are factors affecting the size of an average wage level increase.
A.
B.
C.
D.
113.  Which of the following has the greatest effect on a planned level rise when an organization has problems with their ability to pay?
A.
B.
C.
D.
114.  All of the following are examples of embedded or inherent controls except
A.
B.
C.
D.
115.  If San Diego has a CPI of 165 and Los Angeles has a CPI of 145, this means
A.
B.
C.
D.
116.  A(n)_____ circle rate is if an employee were given a pay raise indicated by the merit increase rate, their new pay would be a _____ circle rate.
A.
B.
C.
D.
117.  Which of the following is not a legitimate reason why a como-ration may be less than 1?
A.
B.
C.
D.
118.  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.
119.  In a _______ approach in a compensation communication program, the focus is on explaining practices and how pay is determined.
A.
B.
C.
D.
120.  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.
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