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Question
A company changes its strategy to be more "lean" and efficient, which may include some resizing in terms of employee strength. What should the company do about the compensable factor "scope of responsibility" that is measured by the number of subordinates?A.Nothing, since the factor has no effect on strategy.
B.Change the factor name to "depth of responsibility" and measure it the same.
C.Remove the factor.
D.Reduce the weight of the factor.
Answer
This answer is hidden. It contains 2 characters.
Related questions
Q:
If several incumbents, supervisors and peers respond in similar ways to job analysis questionnaires, this suggests the results are _____.A.reliableB.validC.convergentD.acceptable
Q:
Which of the following statements regarding reliability of job analyses is not true?A.Reliability is higher when analysts are professionals.B. Differences in performance across incumbents affects reliability.C. Gender and race of analysts affects reliability.D. Reliability is higher for specific tasks than general ones.
Q:
An advantage of conventional job analysis interviews and questionnaires is _____.A.increased employee understanding of the processB.lower cost to the organizationC.reduced subjectivityD.less time to complete the process
Q:
ADA has led many employers to _____.A.use task inventory job analysesB.use the PAQC.give special benefits to disabled employeesD.modify the format of their job descriptions
Q:
"Essential elements" refers toA.tasks that are most important for job success.B.activities and duties rated critical by management.C.tasks that cannot be reassigned to other workers.D.highly rated tasks in a task inventory.
Q:
Potential problems with using one method of job analysis to collect information for most HR purposes include all but which of the following?A.It is very expensiveB.Information collected may be too generalC.Information may not be accurateD.It violates the Americans with Disabilities Act
Q:
Which of the following would not be included in job identification information in a job analysis?A.Job titleB.Department in which job is locatedC.Number of people who hold jobD.Current pay level
Q:
According to government procedures of the job analysis process, the first interview should be conducted with the _____.A.incumbent's supervisorB.incumbentC.HR managerD.incumbent's co-workers
Q:
A group of tasks performed by one person is a(n) _____.A.positionB.jobC.familyD.incumbent
Q:
"Responsibility for ensuring that accurate information is provided to customers" is an example of a _____.
A.task
B.task statement
C.task dimension
D.job
Q:
The way to increase validity is to understand and reduce sources of difference.
Q:
What are the advantages of an egalitarian structure over a hierarchical structure?
Q:
The institutional model predicts that it is best to wait for other organizations to adopt innovative practices.
Q:
Research shows that one quarter to one third of employees question the fairness of their pay frequently.
Q:
According to recent research, employees make internal pay comparisons more frequently than external.
Q:
A potential problem in egalitarian pay structures is high performing employees may feel underpaid and quit.
Q:
Egalitarian pay structures are built using person-based criteria.
Q:
CEOs of organizations with egalitarian pay structures usually have higher salaries than CEOs in hierarchical pay structures.
Q:
The content of a job refers to the relative contribution of skills, tasks and responsibilities to the organization's goals.
Q:
The content and value of work are the most common bases for determining internal structures.
Q:
A well-designed pay structure is the major factor affecting an organization's external competitiveness.
Q:
A pay structure refers to the array of pay rates for different work or skills within a single organization.
Q:
Internal alignment is sometimes called internal equity.
Q:
When cooperation is important for successful organization performance, the best form of pay is _____.
A.tournament
B.egalitarian
C.hierarchical
D.institutional
Q:
Which of the following pay structure procedures would not increase perceptions of pay fairness?
A.Consistency across all employees
B.Use of accurate data
C.Consultants develop the pay structure
D.Including appeals procedures
Q:
The effect of "living wage" laws is ____pay structures.____A.more person-basedB.flatter more compressedC.taller more compressedD.more job-based
Q:
Organization factors that shape internal pay structures include all but _____.A.strategyB.human capitalC.culture and customsD.employee acceptance
Q:
In the strategic approach to pay, internal alignment is the _____ issue to be decided.
A.first
B.second
C.third
D.fourth
Q:
_____ should support the organization strategy, support the work flow and motivate behavior toward organization objectives.
A.The job evaluation process
B.Strategic compensation objectives
C.Employee contributions
D.The pay structure
Q:
Work/life balance issues are part of competitiveness decisions in the pay model.