QUESTION 1 Flexible-generic job descriptions would most likely be used a(n)_____

QUESTION 1
Flexible-generic job descriptions would most likely be used a(n)_________strategy.customer-focused
cost-cutter
innovator
differentiated
1 points QUESTION 2
Strategy refers to the fundamental direction that an organization chooses. true/ False
1 points QUESTION 3
Incentives do not permanently increase labor costs because: they are given based on the past performance of employees. they increase the base wage.
they are one-time payments.
they rely on a subjective rating of performance.
1 points QUESTION 4
Since unions represent such a small fraction of the labor force, their influence on pay decisions is insignificant. True False
1 points QUESTION 5
A compensation system using market-based pay is most likely to be part of a(n)_______strategy.customer-focused
cost-cutter
cost leadership
innovator
1 points QUESTION 6
Comparisons based on the forms of compensation used by other companies are part of:corporate responsibility.
employee contributions.
external competitiveness.
internal alignment.
1 points QUESTION 7
Internal alignment pertains to the pay rates both for employees doing equal work and for those doing dissimilar work. True False
1 points QUESTION 8
Jacob works at PrimeClean Corporation, a car wash company. He is asked to follow a set of instructions in a predetermined order to wash a car. All the details including the amount of washing liquid to use for each type of car are clearly specified. In this case, Jacob’s company is most likely to use a:closely tailored pay structure.
loosely coupled pay structure.
pay structure with large differences in pay among jobs.
pay structure that is highly flexible.
1 points QUESTION 9
Compensation is often a company’s largest controllable expense. True False
1 points QUESTION 10
Many employers are easily able to justify the time and expense of collecting task-level information, particularly for flexible jobs with frequently changing tasks. True False
1 points QUESTION 11
When cooperation is important for successful organization performance, which of the following pay structures is most suitable?A layered pay structure
A tournament theory-based pay structure
A hierarchical pay structure
An egalitarian pay structure
1 points QUESTION 12
Which of the following statements is true of compensation strategies?Compensation strategies may differ between industries but fail to differ between companies in the same industry.
Compensation strategies may differ within a company, especially one with a variety of business units.
Compensation strategies are static and only rarely evolve over time.
A simple strategy of “let the market decide our compensation” may work internationally, but not domestically.
1 points QUESTION 13
All organizations that pay their employees have a compensation strategy even though it may not be stated or written. True False
1 points QUESTION 14
Which of the following is often the largets component in an executive pay package?Merit bonuses
Incentives
Stock options
Base pay
1 points QUESTION 15
Objectives guide the design of pay systems and provide standards for evaluating their effectiveness. True False
1 points QUESTION 16
_________are related to greater performance when the work flow depends on individual contributors.More delayered structures
More egalitarian structures
More hierarchical structures
More even-handed structures
1 points QUESTION 17
A structure based on value typically ranks jobs on:the relative contribution of skills.
the complexity of the tasks involved.
the skills required to complete tasks.
problem-solving abilities.
1 points QUESTION 18
Organizations in a turbulent and unpredictable environment requiring flexibility in jobs and work processes are likely to be more successful with a(n)__________internal pay structure.closely tailored
bureaucratic
loosely coupled
egalitarian
1 points QUESTION 19
Which of the following is a fundamental objective, and NOT a policy, of the pay model?Alignment
Fairness
Competitiveness
Contributions
1 points QUESTION 20
In the context of the job analysis process, verification often involves the jobholders as well as their supervisors to determine whether the proposed job description is accurate and complete. True False
1 points QUESTION 21
Which of the following statements concerning cash compensation and the Fair Labor Standards Act is true?Managers and professionals usually fit the category of nonexempt worker.
Labeling all base pay as “salary” means the employer does not have to follow the FLSA regulations.
Exempt workers receive overtime pay.
Nonexempt employees have their pay calculated at an hourly wage.
1 points QUESTION 22
Work that requires more knowledge or skills, is performed under unpleasant conditions, or adds more value is usually paid more. This is usually reflected in the organization’s______________.job-based structure
levels
egalitarian structure
differentials
1 points QUESTION 23
Commissions are an example of incentives. True False
1 points QUESTION 24
Which of the following is true about a job specification?It primarily focuses on a specific job rather than on individuals who are expected to perform that job.
It is the list of knowedge, skills, and abilities, that are necessary for an individual to have to perform a specific job.
It refers to a grouping of jobs based on their job-related similarities and differences and on their value to an organization’s objectives
It is the list of tasks, duties, and responsibiltities that make up a job.
1 points QUESTION 25
The well-defined jobs at McDonald’s and their small differences in pay are an example of a(n)________ internal pay structure.loosely coupled
very competitive
egalitarian
closely tailored
1 points QUESTION 26
A specific statement of what a worker does on a job is known as a(n)position.
appraisal.
job structure.
task.
1 points QUESTION 27
Most firms do not have generic strategies but use a blend of cost and innovation. True False
1 points QUESTION 28
In addition to supply and demand for labor, supply and demand for products and services also affect internal structures. True False
1 points QUESTION 29
Most unions prefer which of the following?Equal pay raises for employees
Large pay differences among jobs and seniority-based promotions
Large pay differences among jobs and performance-based promotions
Small pay differences among jobs and seniority-based promotions.
1 points QUESTION 30
An organization defines its strategy through the trade-offs it makes in choosing what to do and what not to do. True False
1 points QUESTION 31
Which of the following theories predicts that individual performance will be maximized when the pay differentials between job levels are large?Equity theory
Reinforecement theory
Tournament theory
Marginal productivity theory
1 points QUESTION 32
A compensation system focusing on operational excellence is most closely associated with a(n)__________strategy.differentiated
cost-cutter
customer-focused
innovator
1 points QUESTION 33
Research investigating high-performance workplaces found that performance-based pay ___________ when combined with other high-performance practices.reduces labor costs
increases the number of middle men required
improves attitudes and behaviors
has little effect on quality
1 points QUESTION 34
A set of identical positions makes a task.
title.
job.
procedure.
1 points QUESTION 35
Which of the following is an example of a relational return?Income protection
A short-term incentive
Allowances
Employment security
1 points QUESTION 36
Which of the following is NOT a factor in defining equal work according to the Equal Pay Act?Equal experience
Equal effort
Equal responsibility
Equal skill
1 points QUESTION 37
Which of the following is true of internal alignment?It focuses on customer satisfaction and business growth.
It addresses pay relationships inside an organization.
It is the first issues in a strategic approach to pay.
It is often referred to as distributive justice.
1 points QUESTION 38
Most organizations do not engage in any regular updating of job analysis information. True False
1 points QUESTION 39
A PAQ may be used to gather which type of information?Peformance criteria data
Job content data
Task data
Employee data
1 points QUESTION 40
Managers seek internal alignment within their organization by:following Fair Labor Standards Act guidelines.
paying on the basis of similarities among jobs.
matching competitors’ pay rates.
using fair merit increases.
1 points QUESTION 41
When interpreting research evidence concerning compensation strategy, it is thought that embedding compensation strategy within the broader_______affects results.business strategy
corporate strategy
HR strategy
business unit strategies
1 points QUESTION 42
External factors are dominant influences on jobs filled via:transferring employees.
promotions.
demotions.
hiring graduates.
1 points QUESTION 43
When organization performance declines: a virtuous circle may be created.
managers must avoid changing pay practices.
the employee attrition rate declines considerably.
performance-based pay plans do not pay off.
1 points QUESTION 44
Which of the following is a fundamental strategic choice at the corporate level?How should total compensation help this business gain and sustain competitive advantage?
Which dimension of the pay strategy should we focus on?
How do we gain and sustain competitive advantage in this business?
What buseinss should we be in?
1 points QUESTION 45
Nina is a high-performing individual who works best alone. Which of the following companies is the most appropriate for her?A company that pays its employees based on their seniority rather than their performance
A company that pays all its employees the same amount of money
A company that uses a hierarchical pay structure to pay its employees based on performance
A company that uses an egalitarian pay structure
1 points QUESTION 46
_______refers to comparisons among jobs or skill levels inside a single organization.Internal alignment
Compliance
Merit guidelines
External competitiveness
1 points QUESTION 47
A difference between incentives and merit increases is that incentivesare relational returns, whereas merit increases are part of the total compensation.
rely on a subjective measure of performance, whereas merit increases rely on an objective measure of performance.
do not increase the base wage, whereas merit increases increase the base wage.
cannot be tied to the performance of an individual, whereas merit increases can be tied to the perofrmance of an individual.
1 points QUESTION 48
Joshua believes that treating employees equally will improve their job satisfaction, which in turn will increase their work productivity and performance. In accordance with his beliefs, he wants to reduce the number of job levels and the pay differentials between the levels. In this case, he is most likely to use a(n):highly layered pay structure.
hierarchical pay structure.
egalitarian pay structure.
highly inequitable pay structure.
1 points QUESTION 49
Compensation strategy, HR strategy, and business strategy ultimately seek to decrease costs or increase revenues, relative to competencies. True False
1 points QUESTION 50
Quantitative job analysis methods help increase reliability. True False
1 points QUESTION 51
How an organization positions its total compensation against its competitors is part of external competitiveness strategic choices. True False
1 points QUESTION 52
A compensation system focusing on system control and work specifications is most closely associated with a(n) _________strategy.differentiated
innovator
cost-cutter
customer-focused
1 points QUESTION 53
The problem that is most likely to be faced by organizations using an egalitarian pay structure ismaintaining cooperation among employees
the perception of excessive CEO pay
the difficulty in external recruitment
the difficulty in performing teamwork
1 points QUESTION 54
Mich Incorporated, a hardware store, has a rating system in place that rates employees on their friendliness, usefulness, and product knowledge. Based on the ratings an employee receives, he or she gets an incentive. The compensation strategy followed by Mich is most closely described as a(n): cost-cutter strategy.
innovator strategy.
customer-focused strategy.
differentiation strategy.
1 points QUESTION 55
The list of tasks, duties, and responsibilites that make up a job is known as ajob search.
job specification.
job control.
job description.
1 points QUESTION 56
Internal alignment is sometimes called internal equity. True False
1 points QUESTION 57
The most common bases for determining internal structures arepay surveys and job evaluation.
work content and its value.
seniority and experience.
use value and exchange value.
1 points QUESTION 58
A compensation strategy should reflect an organization’s calues. True False
1 points QUESTION 59
Pay differences among levels in an organization are called differentials. True False
1 points QUESTION 60
A compensation system that focuses on competitors’ labor costs is most closely associated with a(n)__________strategy.cost-cutter
innovator
customer-focused
differentiated
1 points QUESTION 61
A major challenge in the design of future pay systems is how to better satisfy individual needs and preferences. True False
1 points QUESTION 62
__________refers to openness and communication about pay.Transparency
Ownership
Prominence
Centrality
1 points QUESTION 63
The degree to which pay influences individual and aggregate motivation among employees at any point in time is referred to as a(n):directional effect.
sorting effect.
turnover effect.
incentive effect.
1 points QUESTION 64
Robert, the CEO of GameTrack Corporation, wants to restructure its pay plan without increasing labor costs in the long run. He is most likley to achieve this, while retaining his top employees, by: increasing base pay and decreasing variable pay.
hiring more employees and reducing marginal product output requirements.
providing across-the-board increases on a monthly basis.
increasing incentive pay and decreasing base pay.
1 points QUESTION 65
In the context of job analysis, engineering, office support, and marketing are exmaples oftasks
job families
job dimensions
appraisals
1 points QUESTION 66
A potential problem in egalitarian pay structures is that high-performing employees may feel underpaid and quit. True False
1 points QUESTION 67
Which of the following occupations has the greatest susceptibility to automation?Physicians
Elementary school teachers
Computer programmers
Real estate brokers
1 points QUESTION 68
Today, job analysis is typically perfromed byexperienced workers
new employees.
experienced job incumbents.
human resource generalists and supervisors.
1 points QUESTION 69
If several incumbents, supervisors, and peers respond in similar ways to job analysis questionnaires, it suggests that the results are most likely to be unreliable
useful
invalid
valid
1 points QUESTION 70
Which of the following is true about job analysis and susceptibility to offshoring?Susceptibility to outsourcing increases when the associated work is difficult to be routinized.
Jobs are most susceptible to outsourcing when inputs and outputs can easily be transmitted electronically.
Susceptibility to offshoring is mainly limited to low-skill jobs, and white-collar jobs are safe.
Historically, manual, low-skill jobs were least susceptible to offshoring.
1 points QUESTION 71
Most U.S. firms use merit pay increases. True False
1 points QUESTION 72
The advantage of using conventional questionnaires in job analysis is that the involvement of employeesincreases their understanding of the process.
reduces the subjectivity of employment decisions.
lowers the use value of the goods produced by the organization.
increases the exchange value that is agreed upon by employees and employers.
1 points QUESTION 73
Which of the following is a policy, and NOT an objective, of the pay model?Fairness
Efficiency
Ethics
Competitiveness
1 points QUESTION 74
A group of tasks performed by one person makes up a(n)appraisal.
position.
job structure.
job title.
1 points QUESTION 75
Variable pay may also be calledrelational returns.
incentives.
COLAs.
merit increases.
1 points QUESTION 76
Whole Foods’ shared-fate philosophy of limiting executive salaries to no more than 19 times the average pay of full-time employees is an example of which strategic pay decision?External competitiveness
Internal alignment
Employee contributions
Corporate responsiblity 1 points QUESTION 77
ADA regulations state that “essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.” True False
1 points QUESTION 78
Which of the following statements about the reliability of job analysis is true?It examines the convergence of results amoung sources of data and methods.
It is a measure of the practicality of the information collected.
It is a necessary condition for validity.
It is a sufficient condition for validity.
1 points QUESTION 79
The systematic process of collecting information that identifies the similarities and differences among jobs is known asjob performance
job analysis
exchange value analysis
use value evaluation
1 points QUESTION 80
The “say on pay” and clawback provisions are included in which of the following federal laws?The Cost-of-Living Act (COLA)
The Dodd-Frank Wall Street Reform and Consumer Protection Act
The Fair Labor Standards Act (FLSA)
The Affordable Care Act of 2010
1 points QUESTION 81
Issues of tranparency, technology, and choice are most closely associated with the _______aspect of mapping a total compensation strategy.employee contributions
internal alignment
management
objectives
1 points QUESTION 82
Fairness is affected through employees’ comparisons of their pay to the pay of others in the organization. True False
1 points QUESTION 83
Wage legislation affects wage structure at both the minimum and maximum pay level. True False
1 points QUESTION 84
Which of the following policy decisions directly affects employees’ attitudes and work behaviors?Internal alignment
Employee contributions
External competitiveness
Management
1 points QUESTION 85
Which of the following are defined as comparisons among individuals doing the same job for the same organization?Employee contributions
Network of returns
Relational returns
Compliance
1 points QUESTION 86
Your new fledgling company has innovation as the main objective and the internal alignment will be a minimized hierarchy. Looking at just these two dimensions of the compensation stategy, your new company will mostly resemble which company.Nucor
Merrill Lynch
Starbuck’s
Google
1 points QUESTION 87
Pay structures are immune to changes in external factors such as skill shortages True False
1 points QUESTION 88
In the context of job analysis, which of the following is the smallest unit of analysis?A job
A job familty
A position
A task
1 points QUESTION 89
Organizations design their pay structures around jobs and job levels. True False
1 points QUESTION 90
The most common way to collect job information isto interview incumbents.
to observe people at work and take personal notes.
to ask incumbents to fill out a questionnaire.
to ask supervisors to fill out a questionnaire.
1 points QUESTION 91
In the context of pay relationships, which of the following is illegal in the United States?Paying on the basis of nature of jobs
Paying on the basis of one’s age
Paying on the basis of one’s skill level
Paying on the basis of pay comparisons with competitors
1 points QUESTION 92
If the objective is to increase customer satisfaction, then incentive programs and merit pay might be used to pay for performance. True False
1 points QUESTION 93
Both external and organization factors shape internal pay structures. True False
1 points QUESTION 94
The decisions to implement pay for performance, flat rate pay, and profit sharing are examples of _______ policy decisions.efficiency
management
internal alignment
employee contribution
1 points QUESTION 95
Compensation policy choices that affect the pay level relative to other companies are most closely assicated with the _______ aspect of the pay model.pay system management
internal alignment
employee contribution
external competitiveness
1 points QUESTION 96
Which of the following is true of incentives?They permanently increase labor costs.
They are re-earned each pay period.
They are linked to subjective performance measures.
They are determined after past performance is evaluated.
1 points QUESTION 97
Career growth, hierarchy, and flexible design are most closely associated with the _______aspect of mapping a total compensation strategy.objectives
employee contributions
external competitiveness
internal alignment
1 points QUESTION 98
Which of the following acts requires that essential elements of a job-those that cannot be reassigned to other workers-must be specified for jobs covered by the legistlation?The Civil Rights Act
The Fair Labor Standards Act
The Americans with Disabilities Act
The Equal Pay Act
1 points QUESTION 99
Which of the following is given as an increment to base pay in recognition of past work behavior?A short-term incentive
Relational returns
Merit increases
Merit bonuses
1 points QUESTION 100
Unlike merit increases, merit bonuses arepaid in the form of a lump sum.
distributed in every quarter.
included in the base salary.
based on duration of service.
1 points