This is the hardest trivia questions quiz that is designed to test out how you Pay For Performance and Financial Incentives in the business sector. There have been a lot of scholars who have come up with theories that form the background of the buying and selling of goods and services. And in this quiz,you will get to review most of them and their use in the world today.
Encourage employees to retire too early
Place firms at greater risk for employee lawsuits
Increase employee commitment
Encourage transparency within global organizations
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Profit-sharing plan
Earnings-at-risk plan
Employee stock ownership plan (ESOP)
Gainsharing plan
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Competency-based pay
Job-based pay
Piecework
Bonus
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Bonus for new hires
Christmas bonus
Efficiency bonus
Union contract bonus
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Discourages sales flexibility
Lacks connection to performance
Makes it hard to switch territories
Depends on annual corporate profits
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Cash plans
Lincoln incentive systems
Deferred profit-sharing plans
Employee stock ownership plans
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At-risk variable plan
Multiplier method
Stock option
Gainsharing plan
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Monthly stock options
Option to buy as many shares as desired
Restricted to closely held organizations
All or most employees can participate
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Cash plan
Scanlon plan
Deferred profit-sharing plan
Employee stock ownership plan
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Intrinsic needs
Internalization
Instrumentality
Incentives
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Behavior modification
Personal development
Instrumentality
Internal motivation
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Merit pay
A social recognition program
Performance feedback
Variable pay
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Indirect financial payments
Merit payments
Hardship allowances
Financial incentives
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Frederick Taylor
Abraham Maslow
Frederick Herzberg
David McClelland
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Competency-based pay
Variable pay
Merit pay
Base pay
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Company profits
Annual base salary
Employee overtime
Employee performance
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Recognizing an employee's contribution
Encouraging workers to earn overtime pay
Gaining agreement on goals with employees
Using positive reinforcement on a daily basis
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Provides a guaranteed minimum salary
Allows freedom to choose own work activities
Completely links to performance
Offers simple administration
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Cooperation
Corporate vision
Employee abilities
Significant improvements
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Uses a trust to hold stock in individual employee accounts and distributes it to employees upon retirement
Engages employees in a common effort to achieve a company's productivity objectives with any resulting cost-savings gains shared among employees and the company
Contributes company shares of its own stock or cash to be used to purchase company stock to a trust established to purchase shares of the firm's stock for employees
Provides tax advantages for employees by deferring income taxes, often until the employee retires
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Compare corporate incentive programs
Accurately calculate sales commissions
Efficiently administer employee incentive programs
Create a matrix of merit awards and incentive options
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Earnings-at-risk pay plan
Variable risk sharing plan
At-risk gainsharing plan
Employee at-risk plan
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Earnings-at-risk pay plans
Gainsharing
The Scanlon plan
Team incentive plans
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Social loafing
Systematic soldiering
Work shifting
Group logrolling
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Variable pay
Straight piecework
Straight hourly pay
Standard hour plan
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Jealousy is reduced
Wage equity is guaranteed
Team planning is reinforced
Problem solving is encouraged
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Focus on behavior modification methods
Make incentive plans easy to understand
Provide training and support to employees
Boost the confidence level of employees
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Identity
Competency
A philosophy of cooperation
A focus on individual achievement
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Strategic management
Scientific management
Management by objectives
Performance management
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Probability that effort will lead to success
Relationship between performance and reward
Perceived value a person attaches to a reward
Employer's strategy for motivating employees
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Powerful incentive to workers
Workers earn efficiency bonuses
Firms save on overtime wages
Entices independent contractors
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Feedback
Job design
Responsibility
Challenging work
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How much time does each Wilson salesperson spend with qualified prospects?
What are the motivation and skill levels of Wilson sales team members?
What is the average annual bonus received by Wilson's CEO?
What is Wilson's desired profit for each car sale?
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Base salary
Achievement
Incentive pay
Co-worker relationships
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Frederick Taylor
Frederick Herzberg
David McClelland
Edward Deci
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Behavior that leads to rewards tends to be repeated.
Properly scheduled rewards can be used to encourage some behaviors
Properly scheduled punishments can be used to minimize some behaviors
Employees must understand the link between rewards, punishments, and behavior.
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Deferred profit-sharing plan
Lincoln incentive system
Jefferson incentive system
Gainsharing plan
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The bonus will encourage Rebecca to work harder than before.
The bonus will detract from Rebecca's inner desire to work hard.
Rebecca's bonus will satisfy her higher-level needs and increase her motivation.
Rebecca will feel inadequate because the bonus fails to address hygiene factors.
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Merit pay becomes part of an employee's base pay, but a bonus does not
A bonus becomes part of an employee's base pay, but merit pay does not.
Merit pay is linked to individual performance, while a bonus is linked to profits.
A bonus is linked to individual performance, while merit pay is linked to profits.
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Pension
Golden parachute
Retirement bonus
Stock option
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Frederick Taylor
Frederick Herzberg
B.F. Skinner
Edward Deci
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15%
35%
60%
85%
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Improshare
Lincoln
Rucker
Roth
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Cash plan
Lincoln incentive system
Deferred profit-sharing plan
Employee stock ownership plan
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Performance
Sense of ownership
Motivation
Helping behaviors
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Delays rarely occur.
The job is standardized
Employees are unskilled but motivated.
A link exists between employee effort and output.
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Cash plan
Lincoln incentive system
Deferred profit-sharing plan
Employee stock ownership plan
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Valence
Instrumentality
Expectancy
Variable pay
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