Quizzes
Chapter 1 & 2 Quiz
Which form of pay does NOT permanently increase labor costs?
Merit pay
Cost-of-living adjustments
Incentives
Base pay
Career growth, hierarchy, and flexible design are most closely associated with the ________
aspect of mapping a total compensation strategy.
employee contributions
objectives
internal alignment
external competitiveness
Which of the following is a policy, and NOT an objective, of the pay model?
Competitiveness
Fairness
Ethics
Efficiency
The decisions to implement pay for performance, flat rate pay, and profit sharing are examples of
________ policy decisions.
management
efficiency
internal alignment
employee contribution
The degree to which pay influences individual and aggregate motivation among employees at
any point in time is referred to as a(n):
turnover effect.
directional effect.
incentive effect.
sorting effect.
is the measure of how important total compensation is in the overall HR strategy.
Robert, the CEO of GameTrack Corp., wants to restructure its pay plan without increasing labor
costs in the long run. He is most likely to achieve this, while retaining his top employees, by:
increasing base pay and decreasing variable pay.
increasing incentive pay and decreasing base pay.
hiring more employees and reducing marginal product output requirements.
providing across-the-board increases on a monthly basis.
Mich Inc., a hardware store, has a rating system in place that rates employees on their
friendliness, usefulness, and product knowledge. Based on the ratings an employee receives, he
or she gets an incentive. The compensation strategy followed by Mich is most closely described
as a(n):
differentiation strategy.
cost-cutter strategy.
customer-focused strategy.
innovator strategy.
is the key to attracting, retaining, and motivating employees with the abilities necessary to
execute the business strategy and handle greater decision-making responsibilities.
Compensation
Transparency
Culture
Prominence
refers to the process used to make pay decisions.
Internal alignment
Procedural fairness
Regression analysis
Relational return
Unlike merit increases, merit bonuses are:
paid in the form of a lump sum.
included in the base salary.
distributed in every quarter.
based on duration of service.
Which of the following is a fundamental objective, and NOT a policy, of the pay model?
In the formula for predicting performance, the component most closely related to compensation
is
O.
A.
C.
M.
Comparisons based on the forms of compensation used by other companies are part of
internal alignment.
corporate responsibility.
external competitiveness.
employee contributions.
Based on the opinions of 10,000 U.S. workers, Hudson found that when given their choice of
unconventional benefits, most employees would select
more job training.
a more flexible work schedule.
more personal days and family leave.
more supplemental insurance
Chapter 3 & 4 Quiz
In the context of job analysis, which of the following is the smallest unit of analysis?
A job
A position
A task
A job family
refers to the process by which a decision is reached: the right to an attorney, the right to an
impartial judge, and the right to receive a copy of the arresting officer’s statement.
Distributive justice
Outsourcing
Procedural justice
Delayering
A group of tasks performed by one person makes up a(n)
job title.
appraisal.
job structure.
position.
Which of the following theories predicts that individual performance will be maximized when
the pay differentials between job levels are large?
Marginal productivity theory
Reinforcement theory
Tournament theory
Equity theory
In the context of internal structures, which of the following is true of a delayered structure?
It is based on the assumption that workers perform better with less equal treatment.
It involves the removal of employees’ autonomy.
It has eight levels and includes detailed descriptions of work done at each level.
It sends the message that all employees are valued equally.
A specific statement of what a worker does on a job is known as a(n)
job structure.
position.
appraisal.
task.
The most common bases for determining internal structures are:
use value and exchange value.
seniority and experience.
work content and its value.
pay surveys and job evaluation.
The advantage of using conventional questionnaires in job analysis is that the involvement of
employees
reduces the subjectivity of employment decisions.
increases their understanding of the process.
increases the exchange value that is agreed upon by employees and employers.
lowers the use value of the goods produced by the organization.
highly inequitable pay structure.
egalitarian pay structure.
highly layered pay structure.
hierarchical pay structure.
Department of Labor.
Occupational Information Network.
Dictionary of Occupational Titles.
Bureau of National Affairs.
The Essential Elements Questionnaire
The Position Analysis Questionnaire
The task inventories method