Q&A Hero

Human Resource

Q: "Putting some skin in the game" refers to: A.employees paid entirely on commission B.being paid as a contract vs. a regular employee C.below market base pay with stock ownership D.above market base pay with low benefits
Q: "Everyone wears several hats" and "succeed by working together" are examples of which of the following? A.Objectives B.Internal alignment C.Externally competitive D.Employee contributions
Q: In the formula predicting performance, the component most closely related to compensation is ___________ AM O C
Q: Write short notes on Virtuous and Vicious Circles.
Q: What are the aspects of the alignment of pay strategies?
Q: What is the first step in assessing total compensation implications?
Q: List the different factors in mapping a total compensation strategy.
Q: What are the different steps in formulating a total compensation strategy?List them in their order of occurrence.
Q: Explain AMO theory.
Q: Compensation systems can be tailored to general business strategies. List and explain these strategies.
Q: What are the different levels of strategy and the strategic choices in each level?
Q: Define defenders and prospectors as referred to by Miles and Snow.
Q: What is strategy? How is it defined?
Q: When an organization uses pay for performance and performance is improving, this is a virtuous circle.
Q: Research on the effects of pay level showed that pay level affects financial performance while how employees are paid has no effect.
Q: Benchmarking and copying best practices does not lead to competitive advantage.
Q: External competitiveness is one test of competitive advantage.
Q: A compensation strategy map shows which strategy is best for an organization.
Q: Which of the following policy choices has the greatest effect on employees' decisions to stay with the organization and to seek additional training and responsibilities?A.External competitivenessB.Employee contributionsC.Internal alignmentD.Job evaluation
Q: Which of the following is not a policy in the pay model?A.FairnessB.CompetitivenessC.ContributionsD.Alignment
Q: Recent surveys show the average merit raise for an outstanding performer is ______ and average performers receive and poor performers receive 0.4%.A. 10.5, 7B. 8.4, 5.2C. 6.7, 4.2D. 4.4, 2.8
Q: List and define the different policy decisions of the pay model.
Q: Explain the compensation objectives of the pay model.The basic objectives include efficiency, fairness, ethics, and compliance with laws and regulations.
Q: List the basic elements of the pay model.
Q: Write short notes on the different types of benefits discussed in the text.
Q: Write short notes on the different types of cash compensations discussed in the text.
Q: Describe the various returns received from work.
Q: What are the different ways in which pay can influence employee motivation and behavior?
Q: What are the different ways in which employees see compensation?
Q: Describe stockholders perspective on compensation.
Q: Compensations differ with perspective. What are the different perspectives of compensation described in the text?
Q: The R2 is different form correlation in that it tells us what percentage of the variation is accounted for by the variables we are using to predict or explain.
Q: Causality is one of the most difficult questions to answer and continues to be an important and sometimes perplexing problem for researchers.
Q: A study of IBM showed that their long-standing policy of no layoffs was the major cause of their strong profits.
Q: A study found that there is only a very small amount of change in CEO pay is related to changes in company performance.
Q: An important criteria for determining the value of research is/are there alternative An 80. An important criteria for determining the value of research is/are there alternative explanations for the research findings?
Q: An important criteria for determining the value of research is whether the research is useful.
Q: Monetary incentives produce the biggest increases in job performance.
Q: Management and HR research has conclusively shown that goal setting and job enrichment produce the largest and most reliable increases in job performance.
Q: Since HR research contains information useful to managers, most managers read research in HR, management and compensation journals.
Q: The policy choice of management means ensuring that the right people get the right pay for achieving the right objectives in the right way.
Q: Management of the pay system focuses on cost control and employee perceptions of fairness since they are most important to management.
Q: External competitiveness decisions focus on both pay levels.
Q: Contributions refers to employees' perceptions of the fairness of pay differences among different jobs within their organization.
Q: Internal alignment refers to comparisons among jobs or skill levels inside a single organization.
Q: The objective of procedural fairness suggests the way a pay decision is made may be as important to employees as the results of that decision.
Q: Objectives guide the design of pay systems and provide standards for evaluating their effectiveness.
Q: If an objective is to increase customer satisfaction, then incentive programs and merit pay might be used to pay for performance.
Q: Compensation professionals' conduct is guided by the American Compensation Association's Code of Ethics.
Q: The objective of compliance suggests the way a pay decision is made may be as important to employees as the results of that decision.
Q: The most important of the pay model policies for assuring fairness is contributions.
Q: A major challenge facing most employers is the rising cost of health care benefits.
Q: Pension and health benefits are a very large component of total compensation for many large companies such as American Airlines and GM.
Q: In practice, there is no real difference between merit pay increases and cost-of-living adjustments.
Q: A bonus promised by your boss if costs are below your budget is a merit increase.
Q: Base wage reflects both the value of the work and individual employee skills and experience.
Q: Most U. S. firms use merit pay increases.
Q: If you often had to work 50 or more hours per week at an assembly job, you would probably prefer to that your job is classified as exempt under the FLSA.
Q: Commissions are an example of incentives.
Q: Employees classified as non-exempt under FLSA are paid a salary, not wages.
Q: Challenging work and employment security are examples of total compensation.
Q: In jobs paid a base wage, the wage is the same for everyone with the same job title.
Q: Total compensation includes relational returns, cash compensation and benefits.
Q: The degree to which pay influences individual and aggregate motivation among employees is called the sorting effect.
Q: Compensation is important to managers' success because it is a major cost and it influences employee behavior.
Q: Since the U.S. has the highest hourly compensation costs for manufacturing workers of any industrialized nation, executives could minimize total labor costs by producing in low cost countries such as China and Mexico.
Q: When unemployment increases, the proportion of the population covered by health insurance decreases.
Q: The U.S. has the highest hourly compensation costs for manufacturing workers of any industrialized nation.
Q: A financial expert concluded that misaligned incentive programs were a major cause of the recent crisis in the US financial system.
Q: Companies that pay high wages compared to their industry competitors, such as Nucor Steel and General Motors did for many years, are likely to go bankrupt.
Q: The best way to establish _____ is to account for competing explanations, either statistically or through control groups.A.causationB.profitabilityC.correlation coefficientD.internal alignment
Q: A measure of how changes in one variable are related to changes in another variable is: A.standard deviation B.analysis of variance C.correlation coefficient D.regression analysis
Q: Which of the following is not a guideline for determining if research has value?A.Is the research usefulB.Can alternative explanations be ruled outC.Was the research conducted by Ph D researchersD.Is correlation separated from causation
Q: You are an HR manager and your boss has told you to find the best way to raise job performance. After some research you find that _____ produce(s) the largest and most reliable performance increases.A.high base payB.great benefits that attract and retain workersC.a combination of goal setting and job enrichmentD.monetary incentives
Q: If an organization allows workers to get rewards such as stock options due to illegal and unethical means, this reflects a failure of which policy choice? A.Internal alignment B.Efficiency C.Employee contributions D.Management
Q: Which of the following decisions answers the "So What" question? A.Internal alignment B.Employee contributions C.External competitiveness D.Management
Q: Which of the following policy decisions directly affects employees' attitudes and work behaviors? A.Employee contributions B.Internal alignment C.External competitiveness D.Management
Q: According to the text, which of the following decisions should be made jointly? A.Internal alignment and Management. B.External competitiveness and Employee contribution C.Employee contribution and Internal alignment D.Management and External competitiveness
Q: Choices among pay for performance, flat rate pay and profit sharing are examples of _____ policy decisions. A.internal alignment B.efficiency C.employee contributions D.management
Q: Sam's Club matches the pay of other similar businesses, Whole Foods uses base pay and team incentives and Medtronic emphasizes work and life balance. These illustrate _____ pay policy choices. A.cost control B.internal alignment C.contributions D.external competitiveness
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