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Q:
The fact that people make comparisons to others is central to:
a. expectancy theory.
b. the need for pay secrecy.
c. pay-for-performance programs.
d. equity theory.
Q:
When the organization pays wages that are relatively equal to that of other employers for similar work, it is the basis of:
a. comparable worth.
b. external equity.
c. compensable factors.
d. equal pay.
Q:
The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of:
a. expectancy theory.
b. equity theory.
c. instrumentality.
d. internal equity.
Q:
Instrumentality refers to:
a. wage rates of acceptable level.
b. development of both internal and external pay equity.
c. wage rates above the pay range maximum.
d. rewards that are valued and motivate employees.
Q:
There is reason to believe that pay secrecy can do all of the following EXCEPT:
a. generate distrust in the compensation system.
b. reduce employee motivation.
c. inhibit organizational effectiveness.
d. generate feelings of commitment.
Q:
Employees whose compensation is calculated on the basis of weekly, biweekly, or monthly periods are classified as:
a. salaried employees.
b. hourly employees.
c. management employees.
d. white-collar employees.
Q:
In ____, employees are paid according to the number of units they produce.
a. hourly work
b. piecework
c. commission
d. production work
Q:
Employees covered by the overtime provisions of the Fair Labor Standards Act are labeled:
a. protected workers.
b. nonexempt employees.
c. salaried workers.
d. exempt employees.
Q:
Under the Fair Labor Standards Act, exempt employees:
a. are required to be paid at the rate of one and a halftimes their regular pay rate for hours worked in excess of 40 hours in a week.
b. must be paid at the rate of one and a halftimes their regular hourly wage for time worked in excess of eight hours in a day.
c. are those employees not covered by the overtime provisions of the Act.
d. include most hourly personnel employed in interstate commerce.
Q:
The exempt or nonexempt status of employees is determined by:
a. the National Labor Relations Board.
b. the Secretary of Labor.
c. the Office of Programs and Budgets.
d. the U.S. Department of Labor.
Q:
Which of the following is an internal factor that can influence the rates at which employees are paid?
a. Labor market conditions
b. Collective bargaining
c. The employer's ability to pay
d. Cost of living
Q:
Equity theory is also known as:
a. procedural justice.
b. distributive fairness.
c. administrative justice.
d. moral justice.
Q:
Which of the following is an external factor that can influence the rates at which employees are paid?
a. The worth of the job
b. The employees' relative worth
c. The employer's ability to pay
d. Cost of living
Q:
An employee's relative worth can be determined by:
a. job analysis.
b. labor market conditions.
c. wage-rate surveys.
d. an effective performance appraisal system.
Q:
Pay levels are limited in part by:
a. the organization's profits and the productivity of employees.
b. collective bargaining limitations.
c. strategic compensation planning.
d. the mobility of employee skills.
Q:
The measure of the average change in prices over time in a fixed "market basket" of goods and services is known as:
a. cost-of-living allowance.
b. cost-of-living adjustment.
c. the consumer price index.
d. the inflation index.
Q:
Clauses in labor agreements that provide for quarterly cost-of-living adjustments in wages, basing the adjustments on changes in the consumer price indexare known as:
a. maintenance clauses.
b. escalator clauses.
c. roll-up clauses.
d. guarantee clauses.
Q:
The most common cost-of-living adjustments are ____ per hour for each .3-point or .4-point change in the consumer price index (CPI).
a. 1 cent
b. 2 cents
c. 3 cents
d. 4 cents
Q:
For real wages to increase, which of the following must be true?
a. An employee's wage increase must be greater than the increase in the consumer price index (CPI).
b. An employee must receive a lump-sum wage increase equal to the increase in the consumer price index (CPI).
c. An employee's wage must simply increase with out the influence of consumer price index (CPI).
d. The consumer price index (CPI) must increase at least as much as the employee's wage.
Q:
Wages gained through collective bargaining extend:
a. to hourly employees only.
b. to both hourly and management employees.
c. beyond the segment of the labor force that is unionized.
d. to both exempt and nonexempt employees.
Q:
Job evaluation helps to establish:
a. job classifications.
b. the organization's ability to pay.
c. internal equity.
d. labor market conditions that affect pay.
Q:
With respect to pay equity, which of the following is NOT considered an input?
a. Salary
b. Ability
c. Skill
d. Experience
Q:
Which system of job evaluation is being used when cards that list the duties and responsibilities of the job are arranged by raters in order of the importance of the job?
a. Point method
b. Job ranking
c. Job grade system
d. Factor comparison method
Q:
Which is the simplest and oldest method of job evaluation?
a. Job worth system
b. Job ranking system
c. Job grade system
d. Point system
Q:
Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades?
a. Hay profile method
b. Job ranking system
c. Factor comparison method
d. Job classification system
Q:
Which of the following is NOT a form of pay equity?
a. Internal equity
b. External equity
c. Collective equity
d. Individual equity
Q:
Elements of the compensation package are said to have _____ when an employee's high performance leads to monetary rewards that are valued.
a. validity
b. consistency
c. instrumentality
d. reliability
Q:
The federal civil service job classification system uses which type of job evaluation system?
a. Point method
b. Job ranking
c. Factor comparison method
d. Job classification system
Q:
A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as:
a. the point system.
b. the job ranking system.
c. the factor comparison method.
d. the job grade system.
Q:
The elements of a job such as skills, efforts, responsibilities, and working conditions are referred to as:
a. job specifications.
b. job classification factors.
c. compensable factors.
d. factor comparisons.
Q:
Using the point method of job evaluation requires that managers:
a. employ either a standardized program or customize a point method to fit their particular jobs.
b. compare the job descriptions against the various factor-degree descriptions.
c. link point totals to the wage curve.
d. rank jobs by compensable factors.
Q:
The relative worth of a job evaluated using the point manual is determined by:
a. benchmark jobs contained in the point manual.
b. the wage mix.
c. the number of steps within the pay grade.
d. the total points that have been assigned to that job.
Q:
The job evaluation system that seeks to measure a job's worth through its value to the organization is known as the:
a. point method.
b. job ranking system.
c. work valuation system.
d. Hay profile method.
Q:
Which job evaluation system serves to direct compensation dollars to the type of work pivotal to organizational goals?
a. Point method
b. Job ranking
c. Work valuation
d. Hay profile method
Q:
Because of its focus, the Hay profile method is most useful for evaluating which type of jobs?
a. Blue-collar jobs
b. Entry level jobs
c. Executive and managerial positions
d. Jobs within a specific wage range
Q:
The Hay profile method uses which three factors for evaluating jobs?
a. Knowledge, skill, and responsibility
b. Responsibility, mental ability, and skill
c. Responsibility, knowledge, and mental ability
d. Knowledge, accountability, and mental ability
Q:
The area from which employers obtain certain types of workers is known as the:
a. labor market.
b. region.
c. recruiting area.
d. supply region.
Q:
In conducting a wage and salary survey for office personnel, the relevant labor market to be surveyed is most likely:
a. regional.
b. local.
c. national.
d. international
Q:
A U.S. survey found that _____ of employees say they work in a place where discussions of pay are "formally prohibited and/or employees caught discussing wages could be punished."
a. 19 percent
b. 38 percent
c. 57 percent
d. 76 percent
Q:
The relationship between the relative worth of jobs and their wage rates can be represented by means of a:
a. regression line.
b. wage survey.
c. salary progression chart.
d. wage curve.
Q:
Employers wishing to encourage employees to accept a promotion to a job in a higher grade would:
a. increase the size of successive rate ranges.
b. increase the point spread of pay grades.
c. decrease the size of successive rate ranges.
d. decrease the point spread of pay grades.
Q:
Jobs that are grouped into the same pay grade should:
a. all receive the same wage rate in order to achieve equality.
b. be paid within a range that does not overlap with bordering job grades so that distinctions between grades are maintained.
c. be paid within a range that may overlap with adjoining grades, so that an employee with experience can be paid as much as or more than a newer employee in a higher grade.
d. be paid at different wage rates because the worth of these jobs to the organization may differ.
Q:
Red circle rates above the maximum for the range can result because:
a. promotional opportunities are plentiful.
b. employees have high seniority.
c. employees are demoted.
d. grades are added to the range.
Q:
The predominant approach to employee compensation is:
a. pay-for-performance.
b. competence-based pay.
c. job-based pay.
d. individual contract.
Q:
Compensation programs that compensate employees for the knowledge they possess are known as:
a. competence-based pay plans.
b. performance-based pay plans.
c. merit-based pay plans.
d. seniority-based pay plans.
Q:
_____ is a pay system in which employees are paid according to the number of unitsthey produce.
a. Piecework
b. Hourly work
c. Non-exempt work
d. Exempt work
Q:
One of the basis for compensation centers on whether employees are classified as nonexempt or exempt under the _____.
a. Equal Pay Act
b. Fair Labor Standards Act
c. Taft-Hartley Act
d. Employment Classification Act
Q:
Which of the following is NOT an internal factor affecting the pay mix?
a. Worth of job
b. Cost of living
c. Employer's ability to pay
d. Employee's relative worth
Q:
The biggest challenge with competence-based pay is:
a. encouraging employees to take advantage of it.
b. reduction in organizational flexibility.
c. loss of productivity.
d. developing appropriate measures of skills and competencies.
Q:
Collapsing many salary grades into a few wide salary bands is known as:
a. red circling.
b. broadbanding.
c. pay ranging.
d. factor comparison.
Q:
____ helps eliminate the obsession with grades and, instead, encourages employees to move to jobs they can develop in their careers and add value to the organization.
a. Red circling
b. Broadbanding
c. Pay ranging
d. Factor comparison
Q:
In a 2010 survey of more than 1,000 entrepreneurs, _____ of all small businesses in the United States had to make pay cuts.
a. 10 percent
b. 35 percent
c. 50 percent
d. 65 percent
Q:
The federal wage law that is criticized for a rule that allows minimum pay to be based on the prevailing rate, which often includes higher union wages is:
a. Equal Pay Act.
b. Davis-Bacon Act.
c. Fair Labor Standards Act.
d. Walsh-Healy Act.
Q:
The federal wage law that may require government contractors to pay overtime for work more than eight hours a day is:
a. Equal Pay Act.
b. Davis-Bacon Act.
c. Fair Labor Standards Act.
d. Walsh-Healy Act.
Q:
The major provisions of which act are concerned with minimum wage rates and overtime payments, child labor, and equal rights?
a. Equal Pay Act
b. Davis-Bacon Act
c. Fair Labor Standards Act
d. Walsh-Healy Act
Q:
Which of the following is NOT a component of the Consumer Price Index?
a. Clothing
b. Automobiles
c. Charges for medical services
d. Transportation fares
Q:
The Fair Labor Standards Act prohibits the employment of those between the ages of _____ in hazardous occupations such as mining, logging, and meatpacking.
a. 14 and 21
b. 16 and 18
c. 16 and 21
d. 18 and 21
Q:
The simplest and oldest system of job evaluation is the _____, which arrays jobs on the basis of their relative worth.
a. job valuation system
b. point system
c. job classification system
d. job ranking system
Q:
A _____ is a system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.
a. point system
b. job valuation system
c. job classification system
d. job ranking system
Q:
The Equal Pay Act prohibits wage discrimination based on:
a. seniority.
b. gender.
c. merit.
d. individual incentive.
Q:
A job evaluation system that seeks to measure a job's worth through its value to the organization is known as:
a. job ranking.
b. job classification.
c. work valuation.
d. the point system.
Q:
The _____ collects and displays the results for all the measures that a company uses to monitor and compare compensation among internal departments or units.
a. red circle rate
b. competence-based pay system
c. compensation scorecard
d. point system
Q:
According the compensation scorecard, functions with a compa ratio below ______ are considered to be paying their employees below the company norm.
a. 25 percent
b. 50 percent
c. 75 percent
d. 100 percent
Q:
The Fair Labor Standards Act permits employers to pay a "training wage" of _____ per hour for employees younger than the age of twenty during their first ninety days of employment, provided their employment does not displace other workers.
a. $5.26
b. $5.76
c. $6.16
d. $6.56
Q:
Employers may _____ their workforce to help them identify the most valuable contributors.
a. segment
b. reorganize
c. educate
d. overhaul
Q:
_____ may create problems for managers who wish to maintain pay secrecy among employees.
a. NASDAQ information
b. Internet salary survey data
c. FLSA requirements
d. Davis-Bacon standards
Q:
Most pay increases may lack motivational value to employees when _____.
a. legality is questionable
b. they are too large
c. salary budgets are low
d. benefits are insignificant
Q:
When cost-of-living pay increases are given routinely, employees may view them as _____.
a. insults
b. entitlements
c. highly motivating
d. long overdue
Q:
Briefly discuss the motivating value of pay equity for employees.
Q:
What are some of the factors that can influence wage rates in a firm?
Q:
Discuss some of the common goals of a strategic compensation policy.
Q:
Briefly discuss the three main laws that protect against employment discrimination.
Q:
What are some important guidelines for conducting a successful performance evaluation meeting?
Q:
Explain the different types of performance evaluation meetings and feedback sessions.
Q:
Discuss the requirements for a successful management by objectives (MBO) program.
Q:
Discuss the various types of rating errors that may exist in performance evaluation.
Q:
What are the four basic considerations for establishing performance standards?
Q:
Explain the two main purposes of performance management programs and why performance management systemssometimes fail.
Q:
The main disadvantage of a behaviorally anchored rating scale (BARS) is that it:
a. requires considerable legal "vetting" by a skilled attorney.
b. has a negative reputation among HR professionals.
c. is useful only for manual jobs.
d. requires considerable time and effort to develop.
Q:
A process wherebymanagers meet to discussthe performance ofindividual employees toensure that their employeeevaluations are in linewith one another is referred to as_____.
a. cross-referencing
b. authentication
c. mentoring
d. calibration