Compensation

1. Because relatively few people are paid minimum wage, raising the minimum wage does not affect pay structures.

True

False

2. The primary criterion for scaling compensable factors is use the number of degrees necessary to distinguish among jobs.

True

False

3. Turnover rates and quality of job candidates are examples of measures of success of career management systems.

True

False

4. Broad, generic job descriptions increase the flexibility of a job structure.

True

False

5. In practice, pay differentials and pay levels mean basically the same thing.

True

False

6. The concept of comparable worth has been implemented in a few state and municipal governments.

True

False

7. The percent of companies using some form of variable pay is declining because many employees prefer base wages.

True

False

8. The most important factor determining success of a skill-based pay plan is ______________________

Impact on labor costs

How well it aligns with the organization strategy

Stakeholder satisfaction with the plan

Ts effect on productivity

9. A hospital would most likely have one job evaluation plan rather than multiple plans because a single plan best fits the workflow.

True

False

10. 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 _______________

Updating

Point factor adjustment

Lead/lag policy adjustment

Survey leveling

11. Most organizations pay about the same for the same job requiring similar education and experience.

True

False

12. A team leader with a free rider problem could maximize performance by _____________

Instructing them to do their best

Specifying performance levels and due dates

Assigning another team member to monitor their performance

Punishing free riders who fail to meet standards

13. The primary reason compensation is important to managers is because:

Employees regard it as a reward

It influences employee behavior

It is a larger cost than benefits

Stock holders dislike high compensation costs

14. If you were seeking a job, which of the following is most likely to offer the highest pay?

A large health care company

A large (over 500 employees) petroleum company

A small (under 100) clothing retailer

A small manufacturer

15. The best single compensable factor for creating a job structure, is ________

Problem solving

Accountability

Responsibility

Skill

16. 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?

Higher labor costs for Company A, but no more workers

Company A will hire the needed workers at the higher wage rate

Competitors will lose employees to Company A

Company A will hire higher quality workers

17. In a skill-based pay system, workers with greater seniority and experience receive higher pay.

True

False

18. When job analysis shows managers and employees disagree on parts of a job, what is the best answer?

Collect more data

Use quantitative job analysis

Refer the problem to the compensation committee

Use an experienced compensation consultant

19. The answer to the question of how many firms to include in a pay survey is __________

There are no firm rules

Include at least one-hundred

Focus primarily on labor-market competitors

The top 50 percentile of similar sized firms

20. 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.

Benchmark job

Low-high

Pay range

Benchmark conversion

21. In the regression equation, y =a + bx, job evaluation points are ___

A

B

X

Y

22. Research on efficiency wage theory shows ______________

More unqualified workers apply

Disciplinary layoffs are higher

More supervision is required

23. An inclusive categorization of total returns includes:

Benefits and cash compensation

Relational returns and cash compensation

Total compensation and relational returns

Benefits and relational returns

24. ________is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships.

Continuous learning

Career development

Holland’s Work Growth cycle

The protean career

25. The generational age cohorts have very different desires for security and the ability to balance work and personal life.

True

False

26. 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?

120

60

40

30

27. Which of the following is not a factor in defining equal work in the Equal Pay Act?

Skill

Effort

Knowledge

Working conditions

28. Which of the following pay structure procedures would not increase perceptions of pay fairness?

Consistency across all employees

Use of accurate data

Consultants develop the pay structure

An appeals procedure is available

29. The expectations that employers and employees have about each other is called a

Psychological contract.

Protean career.

Psychological success.

Career plateau.

30. All of the following except ___________ is an important factor in defining a market for compensation purposes.

Skill/knowledge required

Geography

Ability to pay

Product and/or labor market competitors

31. Which of the following occupational groups are not likely to be categorized as exempt.

Administrative

Professional

Managerial

Clerical

32. In the pay model, costs are to management as __________ is to alignment.

Work analysis

Communication

Surveys

Merit guidelines

33. All of the following except _______ are factors affecting the size of an average wage level increase.

Turnover effect

The current period's increase

Competitive market pressures

All of the above affect the wage level increase

34. The common feature to all types of incentive plans is ____________

A standard of performance used to determine magnitude of incentive pay

A sharing formula between worker and employer

Penalties for poor performance

Limits on magnitude of incentive pay

35. _______________ is preferable to most employees.

Profit sharing

Lump-sum bonuses

Gain sharing

Risk-sharing

36. A market pay line _________

Reflects an organization's internal alignment policy

Links a company's benchmark jobs with market rates paid by competitors

Provides an accurate prediction of an organization's entry level pay rates

Compares an organization's minimum and maximum pay rates for each skill level

37. In which of the following pay-mixes are bonuses and options the smallest?

Performance driven

Market match

Security or commitment

Work-life balance

38. The minimum wage that must be paid for work done on covered government projects or purchases is defined by the government as the ___________ wage.

Negotiated

Average area

Prevailing

Average union

39. Employers were more likely to offer bonuses, gain-sharing and stock options after the passage of _____________

The FLSA

The Davis-Bacon Act

Sarbanes-Oxley Act

Worker Economic Opportunity Act

40. Which of the following is not one of the major decisions in job analysis?

What information is needed?

How to collect information?

Which competitors to include?

How useful are the results?

41. __________________ addresses how pay design and administration issues are made and the consistency of pay procedures.

External equity

Distributive justice

Procedural justice

Internal alignment

42. The most common approach to managing labor costs is

Controlling average benefit costs

Controlling average wage level

Controlling use of variable reward

Managing number of hours worked

43. Which of the following has the greatest effect on a planned level rise when an organization has problems with their ability to pay?

Raising co-pays and deductibles

Reduce employment levels

Reducing average wage increase

Increase use of contingent workers

44. Straight piecework is to Taylor differential piece-rate as standard hour plan is to ________________

Gantt plan

Rowan plan

Halsey 50-50 method

Any of the above

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

1,2,3

2,3,4

1,4,5

2,5,4

46. ________________ theory is the most influential in explaining pay-level differences.

Human capital

Marginal productivity

Efficiency wage

Signaling

47. The pay policy associated with increased productivity is ___________

Lead

Lag

Hybrid

Employer of Choice

48. One of the best reasons to involve employees and supervisors in the job analysis process is to ___________________

Reduce costs

Meet Fair Labor Standards Act requirements

Increase reliability

Increase employee acceptance

49. Which of the following is not an advantage of team incentives?

Stimulates problem solving

May better reflect how work is performed

Encourages competition between teams

Minimizes distinctions between team members

50. "Does the analysis create an accurate perception of the work?" is a question answered by ______________ .

Reliability

Validity

Acceptability

Usefulness

51. Managers seek internal alignment within their organization by:

Matching competitors’ pay rates

Following FLSA guidelines

Using fair merit increases

Paying on the basis of similarities among jobs

52. ______________ are most likely to seek lower labor costs?

Shareholders

Employees

Managers

Goverments

53. 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?

Less than 10 percent

More than 10 percent

10 percent

There is not relationship

54. Sixty percent of all age groups rated __________as reasons for staying with a company.

Time and flexibility

High-wages

Child care and health care

Challenging and meaningful work

55. Skill-based plans tend to work best in organizations using ________________ strategy.  

An innovator

A defender

A laissez-faire 

Cost-cutter

56. _____________ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.

Performance evaluation

Job analysis

Job evaluation

Point factor evaluation

57. All of the following are advantages of the ranking method of job evaluation except ___________

Rankings are easy to defend and justify

The evaluation process is fast

The evaluation process is inexpensive

The evaluation process is not complex

58. "Essential elements" refers to _______________

Tasks that are most important for job success

Activities and duties rated critical by management

Tasks that can not be reassigned to other workers

Highly rated tasks in a task inventory

59. The pay policy choice with the greatest effect on employee perceptions of fairness of pay with other workers in their organization is:

Internal alignment

External competitiveness

Contributions

Management

60. 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.

Orange; green

Yellow; red

Yellow; blue

Red; blue

61. Which of the following wage components has the clearest line of sight for employees?

Profit sharing

Gain sharing

Merit pay

Lump-sum bonus

62. Theories dealing with exchange include ____________

Maslow and Herzberg

Equity and agency

Expectancy and reinforcement

Goal setting and equity

63. Because employers are raising employee pay at various times during the year, survey data must be updated using a process called _ or ____

Ageing, trending

Ageing, smoothing

Trending, leveling

Gaining, smoothing

64. One of the best ways to ensure that job evaluation plans are as free from sex bias as possible is _______________

Define compensable factors and scales to include content of jobs held predominantly by women

Use market pricing

Use the same evaluators for all jobs

Use an outside consultant do the evaluation

65. An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is __________________.

Examine the number of formal appeals

Examine the number of requests for reanalysis

Conduct employee attitude surveys

Examine the number of job offers not accepted

66. Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?

Skill

Working conditions

Knowledge

Effort

67. All but which of the following affects reliability of job analysis?

Experience level of incumbents

Performance level of incumbents

Gender and race differences

All of the above affect reliability

68. In a _______ approach in a compensation communication program, the focus is on explaining practices and how pay is determined.

Communication

Marketing

Management

Mixed

69. A key factor in increasing trust in top management is ____________

An acceptable appraisal system

High base pay

Stock options

A well-designed piece rate system

70. The primary sources of the race/ethnic pay gap are differences in __________

Work-related behaviors and union differences

Qualifications and occupations

Firms and industries

Labor markets and discrimination

71. All of the following except _________ are provisions of the 1938 Fair Labor Standards Act.

Prohibition of hazardous work

The minimum wage

Prohibition of child labor

Hours of work

72. Regarding pay differences for different jobs, ________

There is considerable acceptance of comparable worth

The courts favor reliance on use of unbiased job analysis results

Court decisions have been inconclusive

Courts continue to uphold use of market data to justify differences

73. Reliability of job evaluations may be measured by:

Determining if different evaluators produce similar results.

Asking the question: "What does the evaluation measure?" 

Determining "hit rates" 

Surveying employee attitudes about the evaluation.

74. Which form of pay is likely to be least expensive for employers?

Incentive

Merit

Cost-of-living adjustments

Across the board pay increases

75. Research shows that employees tend to __ the actual pay of those in jobs above them and _ the pay of those below them.

Underestimate; underestimate

Overestimate; underestimate

Underestimate; overestimate

Overestimate; overestimate

76. All but which of the following is a condition supporting use of individual incentives?

Task accomplishment is independent of others

The worker has a strong commitment to their profession

Production methods and labor mix are stable

Presence of a union

77. In gain sharing plan formulas, __ is(are) the numerator and the denominator.

Productivity measures, inputs

Productivity measures, labor inputs

Costs and scrap rate, revenues

Labor inputs, productivity measures

78. ______________ is the belief that when a specified level of job performance is attained, the employee will receive a specified reward.

Valence

Expectancy

Instrumentality

Utility

79. The study referred to in the text on how managers make wage adjustment decisions found:

Level of unemployment had a major effect

Profitability affected the overall pay budget

Managers believed efficiency wage theory

Managers believed higher pay makes supervision easier

80. Which of the following is least likely to be used as a skill-based certification method?

Tests

College degree 

Peer review

On-the-job demonstration

81. Which of the following is not true?

Large pay differences in a top management team are associated with high turnover.

Egalitarian structures are a better fit for executive groups that need to work closely as a team.

Large raises with a promotion increases effort and reduces absenteeism.

Tournament theory raises performance of the top performers but reduces motivation of poorer performers.

82. 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?

Are there alternative explanations?

Was the sample working adults or students?

Is there a clear separation of causation from correlation

Is the research useful?

83. If San Diego has a CPI of 165 and Los Angeles has a CPI of 145, this means

The cost of living in San Diego has risen faster than LA

It cost more to live in San Diego than LA

It cost less to live in San Diego than LA

Pay in San Diego is, on average, 20 percent higher than LA

84. 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.

True

False

85. Common bases for modern pay structures include all but which of the following?

Content of the work

Skills and knowledge required to perform the work

Seniority and experience

Relative value for achieving organizational objectives

86. Growing evidence suggests that the major effect of skill-based pay is ______________

High productivity

Reduced labor costs

High quality products

Low training costs

87. Benchmark jobs have all of the following characteristics except ___

Small but stable portion of the work force is employed in these jobs

They represent the entire job structure under study

They are common across employers

Their contents are well known and relatively stable

88. The purpose of collecting data on number of employees in a pay survey is to ____________

Indicate how the business is organized

Estimate the ability to pay

Estimate the organization’s impact on the labor market

Indicate staffing patterns

89. Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?

Worker performance

External market

Skills required

Organizational culture

90. Which of the following is not a characteristic of a benchmark job.

Not unique to a particular employer

A moderate number of employees perform this job

The pay level is typical of the industry

Content of the job relatively stable over time

91. Job analysis is important for both managers and employees because it is

The basis for a work-related rationale for pay differences

An important result of the job evaluation process

Required under the Fair Labor Standards Act

Required for performance appraisal

92. A career is defined as _______

A sequence of promotions or upwards moves in a company over a person’s working life.

A profession.

A lifelong sequence of jobs.

The individual sequence of attitudes and behavior associated with work-related experiences

93. Which of the following is not a manager's role in career management?

Coaching

Requesting information from other company sources

Seeking challenge

Counseling

94. The main advantage of skill-based pay plans is _____

The line of sight is clear

They aid matching workers to the work flow

They are less expensive than job-based plans

Courts view them very favorably

95. Competencies are better at ______ than _

Developing an internal pay structure, the point method.

Serving as an objective basis for pay, developing employees.

Serving as an objective basis for pay, distinguishing typical from outstanding performance.

Distinguishing typical from outstanding performance, serving as an objective basis for pay.

96. ___________ are to certification process as job evaluation is to factor degrees and weights.

Skill blocks

Competency sets

Skill analysis

Core competencies

97. _________________ offer(s) a reward pool based upon achieving performance targets and communicates organizational priorities.

The balanced scorecard

Stock options

Deferred profit sharing

Cash profit sharing

98. Organizations using performance appraisal systems tied to both pay increases and promotions, _______________ than organizations without such a system.

Were not significantly different

Had sales averaging $27,000 more per employee

Had 20% higher profits

Had 15% lower turnover

99. An organization that has a match (pay) policy will pay its employees

The market rate each month for the duration

More than the market rate for some months and less than the market rate for the other months

At the 100th percentile of the market rate obtained through the wage/salary survey

At the 50th percentile of the market rate obtained through the wage/salary survey

100. 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.

Egalitarian

Bureaucratic

Loosely coupled

Closely tailored

101. The second step of the career management process is ______

Reality check

Self-assessment

Action planning

Goal setting

102. ____________ sets a maximum pay level an employer can pay.

Government legislation

The product market

The labor market

Labor market competitors

103. 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?

Nothing since the factor has no effect on strategy

Change the factor name to “depth of responsibility” and measure it the same

Remove the factor

Reduce the weight of the factor

104. The method of job analysis claimed to be able to analyze any job is __________

PAQ

Task inventory

Task element questionnaire

Open-ended interview

105. Which of the following is not a legitimate reason why a como-ration may be less than 1?

Many employers are new

Promotion rates are relatively low

Employee performance may be poor

Turnover is high

106. Which of the following are not advantages or characteristics of broad bands?

Managers have freedom to manage a pay budget

Employees can move laterally across functions

Eases acquisitions and mergers

Controls are designed into the system

107. Factors such as shift differential, temporary assignment and training programs are examples of __________

Working conditions

“essential functions”

Factors other than sex

Bases of substantially equal

108. "Responsible for ensuring that accurate information is provided to customers" is an example of a ________________

Task

Task statement

Task dimension

Job

109. 5. The pay for the job of accountant in London, Los Angles and Berlin is likely to be different due to

Use value

Currency exchange rates

Demand and supply

Exchange value

110. Which of the following is not one of the steps in establishing a comparable worth pay plan?

Adopt a single, “gender neutral” point job evaluation plan for all jobs within a unit

All jobs with equal job evaluation points should be paid the same

Identify the percentages of male and female employees in each job group

Base the wage-to-job evaluation point ratio on wages paid for female dominated jobs

111. Which of the following is not an objective of external competitiveness pay decisions?

Attracting applicants

Keeping product costs competitive

Retaining employees

Maintain perception of fairness of rewards

112. Performance appraisals provide information most relevant to _________

Goal setting.

Self-assessment

Reality check.

Action planning.

113. Compensation should reinforce all but which of the following behaviors?

Attracting and hiring good employees

Keeping turnover to nearly zero

Encourage skill development

Motivate high job performance

114. The most common bases for determining internal structures are:

Work content and it value

Seniority and experience

Use value and exchange value

Pay surveys and job evaluation

115. All but one of the following is true of protean careers. Name the exception.

Employees take greater responsibility for managing protean careers than for traditional careers

Protean careers have substantially increased companies' training and compensation costs 

Changes in the psychological contract between the employees and company have influenced the development of protean careers

116. Which of the following is not true of lump-sum bonuses?

They help maintain competitive pay position relative to competitors

They are less expensive than merit pay

Employees dislike them

117. Disadvantages of individual incentive plans include all but _________

Reduced ability to predict labor costs

Increases complaints about equipment maintenance

Increased turnover among new employees

Greater conflict between management and workers

118. ______________ refers to rules and procedures that determine pay for different jobs in an organization and allocates employees among these jobs.

Job evaluation

Pay structure

HR policies

Internal labor market

119. All of the following are examples of embedded or inherent controls except

Range minimums and maximums

Broad bands

Budgets

All are examples of inherent controls

120. 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?

Internal alignment

External competitiveness

Contributions

Management

Compensation

1. Because relatively few people are paid minimum wage, raising the minimum wage does not affect pay structures.

2.

What first name or nickname would you like us to use?

2. The primary criterion for scaling compensable factors is use the number of degrees necessary to distinguish among jobs.

3. Turnover rates and quality of job candidates are examples of measures of success of career management systems.

4. Broad, generic job descriptions increase the flexibility of a job structure.

5. In practice, pay differentials and pay levels mean basically the same thing.

6. The concept of comparable worth has been implemented in a few state and municipal governments.

7. The percent of companies using some form of variable pay is declining because many employees prefer base wages.

8. The most important factor determining success of a skill-based pay plan is ______________________

9. A hospital would most likely have one job evaluation plan rather than multiple plans because a single plan best fits the workflow.

10. 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 _______________

11. Most organizations pay about the same for the same job requiring similar education and experience.

12. A team leader with a free rider problem could maximize performance by _____________

13. The primary reason compensation is important to managers is because:

14. If you were seeking a job, which of the following is most likely to offer the highest pay?

15. The best single compensable factor for creating a job structure, is ________

16. 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?

17. In a skill-based pay system, workers with greater seniority and experience receive higher pay.

18. When job analysis shows managers and employees disagree on parts of a job, what is the best answer?

19. The answer to the question of how many firms to include in a pay survey is __________

20. 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.

21. In the regression equation, y =a + bx, job evaluation points are ___

22. Research on efficiency wage theory shows ______________

23. An inclusive categorization of total returns includes:

24. ________is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships.

25. The generational age cohorts have very different desires for security and the ability to balance work and personal life.

26. 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?

27. Which of the following is not a factor in defining equal work in the Equal Pay Act?

28. Which of the following pay structure procedures would not increase perceptions of pay fairness?

29. The expectations that employers and employees have about each other is called a

30. All of the following except ___________ is an important factor in defining a market for compensation purposes.

31. Which of the following occupational groups are not likely to be categorized as exempt.

32. In the pay model, costs are to management as __________ is to alignment.

33. All of the following except _______ are factors affecting the size of an average wage level increase.

34. The common feature to all types of incentive plans is ____________

35. _______________ is preferable to most employees.

36. A market pay line _________

37. In which of the following pay-mixes are bonuses and options the smallest?

38. The minimum wage that must be paid for work done on covered government projects or purchases is defined by the government as the ___________ wage.

39. Employers were more likely to offer bonuses, gain-sharing and stock options after the passage of _____________

40. Which of the following is not one of the major decisions in job analysis?

41. __________________ addresses how pay design and administration issues are made and the consistency of pay procedures.

42. The most common approach to managing labor costs is

43. Which of the following has the greatest effect on a planned level rise when an organization has problems with their ability to pay?

44. Straight piecework is to Taylor differential piece-rate as standard hour plan is to ________________

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

46. ________________ theory is the most influential in explaining pay-level differences.

47. The pay policy associated with increased productivity is ___________

48. One of the best reasons to involve employees and supervisors in the job analysis process is to ___________________

49. Which of the following is not an advantage of team incentives?

50. "Does the analysis create an accurate perception of the work?" is a question answered by ______________ .

51. Managers seek internal alignment within their organization by:

52. ______________ are most likely to seek lower labor costs?

54. Sixty percent of all age groups rated __________as reasons for staying with a company.

55. Skill-based plans tend to work best in organizations using ________________ strategy.

56. _____________ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.

57. All of the following are advantages of the ranking method of job evaluation except ___________

58. "Essential elements" refers to _______________

59. The pay policy choice with the greatest effect on employee perceptions of fairness of pay with other workers in their organization is:

60. 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.

61. Which of the following wage components has the clearest line of sight for employees?

62. Theories dealing with exchange include ____________

63. Because employers are raising employee pay at various times during the year, survey data must be updated using a process called _______ or __________

64. One of the best ways to ensure that job evaluation plans are as free from sex bias as possible is _______________

65. An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is __________________.

66. Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?

67. All but which of the following affects reliability of job analysis?

68. In a _______ approach in a compensation communication program, the focus is on explaining practices and how pay is determined.

69. A key factor in increasing trust in top management is ____________

70. The primary sources of the race/ethnic pay gap are differences in __________

71. All of the following except _________ are provisions of the 1938 Fair Labor Standards Act.

72. Regarding pay differences for different jobs, ________

73. Reliability of job evaluations may be measured by:

74. Which form of pay is likely to be least expensive for employers?

75. Research shows that employees tend to ________ the actual pay of those in jobs above them and _______ the pay of those below them.

76. All but which of the following is a condition supporting use of individual incentives?

77. In gain sharing plan formulas, ______________ is(are) the numerator and ____________ the denominator.

78. ______________ is the belief that when a specified level of job performance is attained, the employee will receive a specified reward.

55. Skill-based plans tend to work best in organizations using ________________ strategy.  

60. 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.

63. Because employers are raising employee pay at various times during the year, survey data must be updated using a process called _ or ____

75. Research shows that employees tend to __ the actual pay of those in jobs above them and _ the pay of those below them.

77. In gain sharing plan formulas, __ is(are) the numerator and the denominator.

95. Competencies are better at ______ than _