Q&A Hero

Q: Explain the few ways in which reward systems can influence a companys success (or failure).

Q: A(n) _____ refers to the meeting of a departing employee with the employees supervisor and/or a human resource specialist to discuss the employees reasons for leaving. A. exit interview B. affirmative action C. carve-out D. observation interview E. summary dismissal

Q: Describe how you would use job evaluation to create internal equity. What are the pros and cons of using different job evaluation systems?

Q: The _____ emphasizes specific aspects of satisfactionpay, the work itself, supervision, co-workers, and promotions. A. outplacement policy B. employee assistance program C. job description index D. novated lease system E. profit-sharing program

Q: Define and explain the differences between external and internal equity. What is a basic technique used to ensure each?

Q: What is comparable worth? How is it different from equal pay as defined by the Equal Pay Act?

Q: Which of the following aspects of satisfaction is emphasized in the job description index? A. Outplacements B. Promotions C. Skills D. Customers E. Qualifications

Q: The two sets of people in the organization who most affect an individual's job satisfaction are: A. subordinates and supervisors. B. supervisors and family members. C. co-workers and subordinates. D. supervisors and co-workers. E. supervisors and upper-level managers.

Q: List all the criteria that must be met to qualify for the executive employee exemption.

Q: A computer consulting company wants to determine the market rate for jobs within the organization. Discuss the steps the company should go through and the relevant factors that should be considered.

Q: Maria is concerned about an unacceptable level of job dissatisfaction among a number of work teams in her organization, and she has determined the primary cause of the dissatisfaction is the uncertainty that exists among employees regarding what is expected of them. Based on this limited information, the most appropriate intervention would be: A. factor comparison. B. role analysis technique. C. job rotation. D. role carve-out E. job coasting.

Q: You have a business in south Florida. The minimum wage under the FLSA is $7.50/hour. Florida has set its minimum wage at $8.00/hour. You are required to pay your secretary: A) Base pay of $7.50 plus benefits B) Market rate regardless of if it is lower than either minimum standard C) Base pay of $8.00/hour and minimum of $7.50/hour in medical benefits D) Premium pay of $7.50/hour E) Base pay of $8.00/hour

Q: An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called: A. role playing. B. role analysis technique. C. role carve-out. D. role enrichment. E. role overload.

Q: All of the following are forms of direct compensation except? A) Base salary B) Dental benefits C) Vacation D) 401K E) Defined contribution pension

Q: In the role analysis technique, the people who directly interact with the person who is filling a new role is referred to as the persons: A. role occupants. B. role managers. C. role set. D. role sitters. E. benchmarkers.

Q: In the role analysis technique, role occupant refers to: A. the person who is hiring the employee for a particular role in the organization. B. the employee who fills a role in the organization. C. the people who will directly interact with the employee filling a new role in the organization. D. the people who have written guidelines for a new role in the organization. E. the employees who are assigned the task to write expectations from a new role in the organization.

Q: Reasons why a company could see and increase in the cost of their unemployment insurance include? A) Aggressively fighting unjustified claims for unemployment B) Establishing an effective performance management system C) Ensure that terminations are based on employee misconduct D) Making a decision to have a mass layoff of 58% of the workforce E) All of the above

Q: To prevent job withdrawal, organizations therefore need to promote job satisfaction, a pleasant feeling resulting from the perception that ones job fulfills or allows for the fulfillment of ones important job values. This definition has three components: A. compensation, working conditions, and peer support. B. values, perceptions, and ideas of what is important. C. job involvement, organizational commitment, and job withdrawal. D. physical environment, social environment, and the person. E. emotional, physical, and financial well-being.

Q: All of the following are benefit programs that are federally mandated with the exception of: A) Social Security B) Vacation C) Workers compensation D) Unemployment compensation E) All of the above, there are no exceptions

Q: Low job involvement and low organizational commitment are: A. essentially the same thing. B. examples of psychological withdrawal. C. examples of physical withdrawal that are related to job dissatisfaction. D. examples of behavior change. E. examples of physiological withdrawal.

Q: What aspect of pay equity do wage and salary surveys help monitor? A) Internal equity B) Internal fairness C) Individual equity D) External utility E) External equity

Q: Helen is very dissatisfied with her job situation, but she does not perceive any other employment opportunities, so she stays and spends most of the workday dreaming about nonwork matters. Which of the following behaviors is she experiencing? A. Physical withdrawal B. Psychological job withdrawal C. Job coasting D. Benchmarking E. Whistle-blowing

Q: Which of the following is not a component of compensation for international assignments? A) Base salary B) Foreign service premiums C) Allowances D) Benefits E) Pay for performance

Q: The __________ program provides for medical expenses and pay in cases where the illness or injury is work related. A) employee welfare B) social security C) workers' compensation insurance D) unemployment compensation insurance E) employee services

Q: In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in: A. behavior change. B. job coasting. C. physical job withdrawal. D. whistle-blowing. E. emotional withdrawal.

Q: Under the __________ program, eligible individuals are covered by a comprehensive program of retirement, survivor, disability, and health benefits. A) employee welfare B) social security C) long-term capital accumulation D) time-off plans E) employee services

Q: When employees cannot work with management to make changes, they may engage in ____, taking their charges to the media in the hope that if the public learns about the situation, the organization will be forced to change. A. scapegoating B. progressive discipline C. class actions D. media manipulation E. whistle-blowing

Q: The __________ policy requires a pay structure that is based on an internal assessment of job worth. A) pay equity B) supplement C) compensation D) minimum wage E) labor

Q: The amount of income associated with each job is called the: A. pay rank. B. pay status. C. pay differential. D. incentive pay. E. pay level.

Q: In order to qualify for the executive employee exemption, the employee must be compensated on a salary basis at a rate not less than __________ per week. A) $454 B) $545 C) $554 D) $544 E) $455

Q: Selma is a single mother who works full-time and attends to the needs of her two young children. Selma has opted to work from home for a short period after one her children had a road accident. Even though she works from home she often feels a lot of pressure in balancing her work and looking after her children. The term that best characterizes what Selma is experiencing is: A. role ambiguity. B. role carve-out. C. role conflict. D. role overload. E. role underload.

Q: You have just been hired into a job and you find that you are being paid at the max of the range for the grade. You hope to have a long career with this company and are hoping for a promotion within the year. Your reaction should be: A) Glee, because they are showing how much they truly value you. B) Anxiety, because you have no room for financial growth in this position. C) Happiness, because you are making more than the guy hired after you. D) Frustration, because of external equity factors. E) Start looking for another job because you are being undervalued.

Q: After an organization downsizes, it may expect so much of the remaining employees. This high expectation and demand results in a state of _____ for the employees. A. role autonomy B. role carve-out C. role underload D. role distance E. role overload

Q: Which of the following law amended the FLSA to include a prohibition against pay differentials based on gender? A) Minimum Wage Law of 1938 B) Equal Pay Act (EPA) of 1963 C) Davis-Bacon Act of 1931 D) Walsh-Healey Act of 1936 E) Services Contract Act of 1965

Q: Maria was recently told by the top management that they expected her to exercise more authority and leadership with her work group. Just two days prior to that, her team told her that while they appreciated the initiative she demonstrated, they expected her to be less authoritative and more democratic in the future. The term that best describes what Maria is experiencing is: A. role carve-out. B. role distance. C. role conflict. D. role underload. E. role autonomy.

Q: Which law focuses on three main areas: minimum wage, overtime pay, and child labor rules. A) Fair Labor Standards Act (FLSA) of 1938 B) Equal Pay Act (EPA) of 1963 C) Davis-Bacon Act of 1931 D) Walsh-Healey Act of 1936 E) Services Contract Act of 1965

Q: Which of the following law has a provision that workers employed in construction industry must be paid at the prevailing local pay rate when working on government contracts? A) Fair Labor Standards Act (FLSA) of 1938 B) Equal Pay Act (EPA) of 1963 C) Davis-Bacon Act of 1931 D) Walsh-Healey Act of 1936 E) Services Contract Act of 1965

Q: Foreign assignments can be highly disruptive to family members, and the resulting role _____ is the top reason that people quit overseas assignments. A. autonomy B. overload C. underload D. ambiguity E. conflict

Q: __________ means a company's pay practices are similar to the practices of other organizations competing for the same talent. A) Externally equitable B) Internally equitable C) Market pricing D) Benchmarking E) Relevant salary market

Q: _____ is an employee's recognition that demands of the job are incompatible or contradictory. A. Role conflict B. Role overload C. Role underload D. Role ambiguity E. Role autonomy

Q: Which of the following is true about the point-factor plan? A) Point-factor plans rank jobs in an organization purely based on a comparison of one against another. B) The point-factor approach does not break jobs down into component parts and assigns point values for various characteristics. C) Point-factor plans are inexpensive to design. D) Point-factor plans tend to have a high level of integrity. E) Difficult for organization to trace, analyze, and document differences among jobs.

Q: _____ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it. A. Role underload B. Role ambiguity C. Role conflict D. Role overload E. Role autonomy

Q: Know-how, problem solving, and accountability are the three major factors within the Hay plan. Which of the following is a sub factor of know-how? A) Freedom to act B) The thinking environment in which problems are solved C) Interpersonal skills D) Magnitude E) The impact of the job on end results

Q: As a predictor of job dissatisfaction, nothing surpasses: A. the nature of the task itself. B. the geographical location of the firm. C. negative affectivity. D. relationships with co-workers. E. negative self-evaluations.

Q: __________ involves comparing a specific position to the generic descriptors and deciding which level fits best. A) Job ranking B) Job analysis C) Point-factor plans D) Job classification E) Job description

Q: When in situations they dislike, employees with positive core self-evaluation tend to: A. experience high job dissatisfaction. B. blame other people for their problems. C. seek change in socially acceptable ways. D. act aggressively toward others. E. experience feelings of anger, guilt, and nervousness more than others.

Q: Which of the following are elements of cash compensation? A) Base pay and pay contingent on performance B) Legally required programs and discretionary programs C) Base pay and discretionary programs D) Discretionary programs and pay contingent on performance E) base programs and legal contingency

Q: Employees with negative affectivity tend to: A. experience high job satisfaction. B. experience feelings of anger, contempt, fear, and guilt. C. seek change in socially acceptable ways. D. look for the good in others, but not themselves. E. think highly of themselves, but not others.

Q: The defined benefit plans purchase insurance with the __________, which insures pension moneys in the event that the company goes bankrupt. A) EEOC B) DC C) PBGC D) FLSA E) COBRA

Q: The positive or negative bottom-line opinions that individuals have of themselves are known as: A. negative affectivities. B. factor comparisons. C. core self-evaluations. D. fair representations. E. behavioral models.

Q: Which of the following is an example of job family? A) Secretary, receptionist, assembler B) Word processor, receptionist, administrative assistant C) Scientist, engineer, doctor D) Lawyer, doctor, engineer E) Psychologist, teacher, doctor

Q: _____ means pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings. A. Negative affectivity B. Outplacement C. Expatriation D. Systemic discrimination E. Cognitive withdrawal

Q: Which of the following are three major factors of the Hay plan? A) Know-how, problem solving, accountability. B) Problem solving, job rank, accountability. C) Know-how, interpersonal skills, problem solving. D) Physical demands, interpersonal skills, working conditions. E) Education, experience, interpersonal skills.

Q: Negative affectivity is related to dissatisfaction caused by: A. unsafe working conditions. B. employees personal disposition. C. organizational roles. D. social environments. E. demanding superiors.

Q: The __________ pension plan guarantees a specific payment based on a percentage of pre-retirement income. A) accumulation B) defined contribution C) defined benefit D) profit sharing E) 401K

Q: _____ results when circumstances such as the nature of the job, supervisors and co-workers, pay levels, or the employee's own disposition cause the employee to become dissatisfied with the job. A. Fundamental attribution error B. Due diligence C. Social loafing D. Job withdrawal E. Cognitive dissonance

Q: Job withdrawal is: A. the loss of jobs within an organization due to adverse economic forces. B. a set of behaviors that dissatisfied individuals enact to avoid the work situation. C. the retracting of a job offer following the results of a pre-employment physical. D. a psychological state employees experience upon a job dismissal or retirement. E. the retraction of an employment offer following failure to join on an agreed date.

Q: A loan clerk evaluating his/her pay relative to that of a teller within the company is an example of __________. A) internal equity B) external equity C) pay equity D) worth equity E) wage equity

Q: A group of jobs having the same basic nature of work but requiring different levels of skill, effort, responsibility or working conditions are known as __________. A) job classification B) job family C) job broadbanding D) job evaluation E) job hierarchy

Q: Marcus has just been discharged form his work after the company he was working for started downsizing. Confused about his state of joblessness, Marcus threatens to sue the company for reparations. Which of the following programs can help the company from facing such situations from exiting employees? A. Outplacement counseling B. Employee assistance program C. Benchmarking D. Progressive disciplining programs E. Expatriation

Q: Outplacement counseling programs are: A. long-distant educational programs using instruction via video or audio tapes, computers etc. provided by the company to augment employee skills. B. services in which professionals try to help dismissed employees manage the transition from one job to another. C. third-party programs to assist employees with their mental health and chemical dependency needs. D. university-sponsored executive training programs which require participants to live on campus while completing short, custom-designed courses. E. services rendered to employees to manage drug/alcohol addiction.

Q: When communicating benefits information to employees it is best to focus on general information that is relevant to all employees rather than focus on individual customized reports that explain the employees coverages and costs.

Q: Determining a fair rate of pay for expatriates is complicated by issues such as exchange rates fluctuations.

Q: Which of the following is true of employee assistance programs? A. It cannot be initiated by union representatives of the employees union. B. It is a company-sponsored program to help employees manage the transition from one job to another. C. It can be initiated by the employee to refer himself or herself into the program. D. It involves taking the help of a neutral party though a nonbinding process to solve issues among employees. E. It involves hiring an arbitrator from outside the organization to hear cases or disputes among employees.

Q: When considering what level of benefits to provide to an expatriate, tax implications need to be considered.

Q: ____ is a referral service that employees can use to seek professional treatment for emotional problems or substance abuse. A. Alternative dispute resolution B. Outplacement counseling C. Employee assistance program D. Progressive discipline program E. Request for proposal

Q: Foreign service premiums are provided with the intention to offer an incentive to take an expatriate assignment.

Q: The decision reached in a(n) _____ is binding upon both parties. A. peer review B. mediation C. open-door D. arbitration E. outplacement counseling

Q: When considering the compensation package of an expatriate moving to a location where housing costs are substantially lower than the home country, management should consider providing a housing allowance.

Q: Which of the following is an example of alternative dispute resolution method? A. Carve-out B. Employment assistance programs C. Benchmarking D. Arbitration E. Outplacement counseling

Q: In the tax protection approach, firms withhold taxes based on the home-country tax obligation and pay all taxes in the host country.

Q: Open-door policy, and mediation are generally steps within: A. the strategy decision-making process. B. the alternative dispute resolution system. C. the collective bargaining system. D. the fair representation policy. E. the performance appraisal program.

Q: The Consolidated Omnibus Budget Reconciliation Act and the Family and Medical Leave Act both address an employees right to maintain their health care benefits.

Q: ____ is a process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute. A. Outplacement counseling B. Mediation C. Carve-out D. Arbitration E. Peer review

Q: The job title should be the determinative factor when deciding whether jobs are substantially equal.

Q: Adam, a neutral party outside of La Meares Inc., helped clarify issues between two technical teams of the company. Though Adams solution had no binding power, both the teams decided to accept his solution. This is an example of _____. A. mediation. B. arbitration. C. open-door policy. D. progressive discipline. E. fair representation.

Q: FLSAs overtime provisions establish that employers pay workers at least 0.5 times their regular hourly rate for all work in excess of 45 hours in any workweek.

Q: Based on the expectation that two people in conflict should first try to arrive at a settlement together, organizations have a policy of making managers available to hear complaints. Typically, the first open door is that of the employees: A. immediate supervisor. B. choice of a neutral party. C. peers. D. immediate subordinates. E. personal counselor.

Q: Where an employee is subject to both the state (or city) and federal minimum wage laws, the employee is entitled to the lower of the two minimum wages.

Q: If peer review does not lead to a settlement, a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement. This process is called: A. mediation. B. carve-out. C. open-door policy. D. fair representation. E. attrition.