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Question
Which of the following is NOT a reason for companies to hire contingent workers?A. Contingent workers help save costs.
B. Employees who accept the idea of bounded careers view contingent status as part of a fast-track developmental sequence.
C. Such employment offers added flexibility to employers.
D. Companies hire contingent workers as a way to insulate themselves in a volatile economy.
Answer
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Related questions
Q:
The major potential advantage of outsourcing is _____.
A. increased turnover rate
B. increased compa-ratio
C. increased absenteeism
D. increased cost savings
Q:
_____, a software package, allows workers to make health-care choices, allocate savings to 401(k)s or other savings vehicles, and access vacation schedules.
A. Manager self-service
B. Employee self-service
C. A cafeteria plan
D. An enterprise resource planning system
Q:
According to one study, only _____ of organizations actually calculate the cost and value added by their pay programs.
A. three-fourths
B. one-fourth
C. one-half
D. one-third
Q:
MerTon Inc. decides to reduce labor costs by using exit incentives to encourage some of its senior, high-earning members to leave the organization. It replaces the employees who quit with new employees and pays them low wages. Which of the following statements is most likely true in this scenario?A. The number of employees being paid red circle rates will increase.B. The salary range midpoint of the company is lesser than the compa-ratio.C. The salary range midpoint of the company is higher than the actual salary paid.D. The compa-ratio of the company is greater than one.
Q:
All of the following are adverse effects of layoffs EXCEPT _____.
A. decreased unemployment insurance tax rates
B. unrealized productivity
C. lower morale
D. lower financial gains than expected
Q:
Total compensation in many organizations makes up at least _____ percent of operating expenses.
A. 20
B. 30
C. 40
D. 50
Q:
Compare and contrast disparate treatment and disparate impact.
Q:
Which of the following is NOT true of expatriates?
A. 68 percent of expatriates do not know what their jobs will be when they return home.
B. Only five percent of expatriates believe their company values their overseas experience.
C. 11 percent are promoted when they return.
D. 49 percent of U.S. expatriates are women.
Q:
Bonuses paid in Japan are _____.
A. additional pay equivalent to two weeks of annual salary
B. typically paid once a year
C. not an expectable additional payment
D. not necessarily related to performance
Q:
Which of the following is a factor determining base pay in the Japanese traditional national system?
A. Job evaluation
B. Career category
C. Market pricing
D. Specific job title
Q:
Traditionally, Japan's employment relationships were supported by _____.
A. lifetime security within the company
B. performance-based pay systems alone
C. centralized unions representing workers across several companies within an industry
D. performance-based promotion systems alone
Q:
_____ is an example of a country with a highly decentralized approach to pay setting with higher wage felxibility.
A. Sweden
B. Germany
C. Belgium
D. The United States of America
Q:
What is meant by automatic progression?
Q:
What are the reasons for the decline in unionization?
Q:
Lump-sum awards are added to base wages.
Q:
About 60 percent of all U.S. collective bargaining agreements permit some alternative reward system that links pay to performance.
Q:
Few contracts specify special rates for part-time and temporary employees.
Q:
Single rates are not usually specified for workers within a particular job classification.
Q:
Voluntary benefits account for nearly 37 percent of the total compensation package for unionized workers.
Q:
Which of the following is true regarding a gain-sharing plan?
A. It prevents union members from sharing the wealth.
B. It creates difficulty in maintaining employment levels in marginal organizations.
C. It becomes ineffective when union members participate in plan development.
D. Not all unions would be in favor of this type of plan.
Q:
Pay-for-knowledge plans do all of the following EXCEPT _____.
A. make employees less expendable to their firms
B. increase the probability of work being subcontracted out to nonunion organizations
C. make each individual employee more valuable
D. pay employees more for learning a variety of different jobs or skills
Q:
Which of the following is the most likely reason for most unions to insist on group-based performance measures with equal payouts to members?
A. It enables employees to learn new skills.
B. It cuts down on strife and internal quarrels.
C. It encourages individual differences.
D. It causes a leniency effect.
Q:
Wage adjustments in multiyear contracts may be specified through all of the following ways EXCEPT _____.
A. cost-of-living adjustments
B. deferred wage increases
C. reopener clauses
D. turnover clauses
Q:
_____ is movement through the wage ranges where seniority is specified as the basis of the movement.
A. Length-of-stay progression
B. Automatic progression
C. Merit differential
D. Performance differential
Q:
A compa-ratio is the average actual pay divided by the midpoint of the pay grade.
Q:
Rather than define employment as hours of work, number of employees is often used.
Q:
Approximately 20 percent of expats leave their company within a year of their return to the U.S.
Q:
Only 5 percent of U.S. expatriates believe their company values their overseas experience.
Q:
Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.
Q:
Understanding international compensation begins with recognizing differences and similarities and figuring out how to best manage them.