Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Question
The performance threshold in incentive pay programs is:a. the minimum level an employee must reach in order to qualify for fixed pay.
b. the minimum level an employee must reach in order to qualify for variable pay.
c. an organizational objective that signifies profitability.
d. a customized incentive plan which measures employee output and rewards exceptional employee performance.
Answer
This answer is hidden. It contains 1 characters.
Related questions
Q:
Affirmative action compliance is reviewed by the:
a. Office of Federal Contract Compliance Programs.
b. Equal Employment Opportunity Commission.
c. Supreme Court.
d. Justice Department.
Q:
Describe the basics of SWOT analysis.
Q:
The first step in strategic planning involves:
a. analyzing the competition.
b. interviewing potential employees.
c. reviewing failed plans from the past in order to improve employee turnover rate.
d. establishing a mission, vision, and values for an organization.
Q:
_____ is the ability of an organization to rapidly reallocate resources to new or changing needs.
a. Coordination flexibility
b. Predicted flexibility
c. Organizational capability
d. Turnover capability
Q:
Staffing tables provide data on external labor supply sources.
a. True
b. False
Q:
Qualitative HR forecasting techniques generally employ sophisticated analytical models.
a. True
b. False
Q:
Forecasting is frequently more of an art than a science, providing inexact approximations rather than absolute results.
a. True
b. False
Q:
A cultural audit can be used to examine the attitudes and expectations of employees.
a. True
b. False
Q:
Annual bonuses represent the main element of executive short-term incentives.
a. True
b. False
Q:
A distributional rating error occurs when a single rating is skewed toward an entire group of employees.
a. True
b. False
Q:
Reliability refers to the stability or consistency of a standard.
a. True
b. False
Q:
Which of the following is inappropriate on an application form?
a. Indicating whether the applicant has the legal right to work in the U.S.
b. Making inquiries about the ability of the applicant to perform job functions
c. High school and college attendance with dates
d. References' names, addresses, and phone numbers
Q:
Glass ceiling audits avoid or prevent fines by the government.
a. True
b. False
Q:
Legally, a mentor should be selected exclusively for career development purposes.
a. True
b. False
Q:
Fast-track programs are employed in some organizations as a way to retain young managers with high potential.
a. True
b. False
Q:
Passive job seekers are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity.
a. True
b. False
Q:
Looking on the Internet is the most commonly used search tactic by job seekers.
a. True
b. False
Q:
An organization-specific list of tasks and their descriptions used as a basis to identify components of a job is known as:
a. functional job analysis.
b. the critical incident method.
c. task inventory analysis.
d. competency-based analysis.
Q:
Telecommuting is effective in retaining valued employees.
a. True
b. False
Q:
In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs, but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?
a. Griggs v. Duke Power
b. Albemarle Paper Co. v. Moody
c. University of California Regents v. Bakke
d. United Steelworkers of America v. Weber
Q:
Affirmative action requires employers to:
a. fill minority quotas.
b. establish the validity of hiring procedures.
c. provide additional facilities to employees with disabilities.
d. develop a plan of action to correct areas of past discrimination.
Q:
A domestic firm that has leveraged its existing capabilities to penetrate overseas markets is a(n) ____ corporation.
a. transnational
b. international
c. multinational
d. global
Q:
List some typical and some progressiveclauses found in a labor agreement.
Q:
A provision, where permitted, of a labor agreement that requires employees to join the union as a condition of employment is called:
a. a closed shop.
b. a union shop.
c. an agency shop.
d. union check-off.
Q:
Which act establishes the Bill of Rights for Union Members and requires unions to submit the financial reports to theSecretary of Labor?
a. The Wagner Act
b. TheRailway Labor Act
c. TheTaft-Hartley Act
d. TheLandrum-Griffin Act
Q:
Illegal acts by either employers or unions are called:
a. discrimination complaints.
b. violation and resolve charges.
c. unfair labor practices.
d. representation charges.
Q:
If a supervisor suspects that a subordinate has a severe drinking problem, the action to be avoided is:
a. carefully documenting evidence of declining performance.
b. confronting the employee with proof that his or her performance is deficient.
c. confronting the employee with his or her alcoholism during the first meeting and threatening with dismissal if the employee does not seek help.
d. assuring the employee that help is available without any penalty.
Q:
Today, the majority of U.S. employees get health coverage through their employers.
a. True
b. False
Q:
_____ is a bonus incentive plan which uses employee and management committees to gain cost-reduction improvements.
a. Piecework
b. The Rucker Plan
c. The Scanlon Plan
d. Improshare
Q:
Group incentive plans do all of the following EXCEPT:
a. enabling employees to share the benefits of improved efficiency.
b. encouraging cooperation.
c. reducing free-ride effect.
d. rewarding employees for total contribution to organizational performance.