In a point-factor plan, a jobs relative worth is the sum of the numerical values for each
degree within each factor.
Career management activities are conducted independently of other HR activities.
One of the “affirmative defense” strategies recommended for organizations is to detail
the sanctions for violators and protection for those who make any charges.
The intent of miniarbitration is to expedite a decision after an appeal is made.
Performance refers to the traits, personal characteristics, or competencies of the
employee.
A company will socialize their employees in order to ensure that they have the ability to
be successful at a variety of organizations within a particular industry.
In the qualitative method, job is described in a descriptive, nonnumerical manner.
The benefits paid when an employee has lost work is typically about one-third of the
regular average weekly wage.
The geocentric policy of hiring the best person regardless of nationality is the formal
policy of choice for most large U.S. corporations.
The use of broadbanding is suited to situation where the compensation system should
support team based pay plans.
The NEO personality inventory is one of the most reliable and valid measures of the
five-factor model.
Managers should execute a compensation strategy that is in line with the organizations
long-term strategy and as a consequence there is no need to consider the firms ability to
pay.
The job title should be the determinative factor when deciding whether jobs are
substantially equal.
If a selection test results in adverse impact one of the means of defense for the
organization is to present valid job analysis data that shows the test is related to
successful performance on the job.
The Standard Hourly Rate:
A) pays the worker an incentive based on units of production.
B) relies on countable results as a basis for setting the PFP rate.
C) uses a formula to determine the employees share of cost savings.
D) uses a production standard that is expressed in time units.
E) is usually folded into the base pay of the recipient and is usually granted as a
percentage of a workers base pay.
Which of the following is TRUE regarding group incentive plans?
A) Increased interest in PFP has resulted in a declining number of group incentive
plans.
B) The use of group plans is particularly effective when cooperation and teamwork are
less essential.
C) Group plans are most useful when tasks are so interrelated that it is difficult to
identify a measure of individual output.
D) There is increasing evidence that group incentives do NOT increase productivity.
E) Individual plans are generally preferable to group plans when tasks are interrelated
and teamwork is essential.
The Civil Service Reform Act:
A) mandates health coverage for all federal workers.
B) legislates the organizational structure of unions.
C) includes coverage of secondary boycotts.
D) replaces the earlier Taft-Hartley Act.
E) prohibits strikes by federal workers.
Workers at the MJR Steel Mill have recently begun efforts to unionize. Who of the
following is the MOST likely to welcome the unionization effort?
A) An economist who consults for the firm.
B) The vice-president in charge of production.
C) A corporate stockholder.
D) A factory line steelworker.
E) Engineers.
If a company is able to offer a higher quality product at a lower price than its
competition because of a well designed employee selection process and incentive
system, their
A) competitive advantage will decrease
B) customer value will increase
C) corporate sustainability will decrease
D) vulnerability to lawsuits will increase
E) financial performance will decrease
Which of the following is associated with Taylors differential rates?
A) There are two outcomes related to pay: one for performing below standard and the
other for meeting or exceeding the standard.
B) They are used to pay a higher ranked worker more than one who is lower ranked.
C) The rate is based on a productivity index called labor contribution to value added.
D) They involve higher levels of employee involvement.
E) They are generally tied to company profits.
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
__________ is a formal, written complaint about the way in which an employment
relationship is being carried out.
A) Discipline program
B) Grievance
C) Covenant of fair dealings
D) Punishment procedure
E) Performance appraisal
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
__________ is a feeling of control and accomplishment.
A) Locus of control
B) Positive attitude
C) Consciousness
D) Overlearning
E) Self-efficacy
Programs that provide information on an organizations policies, procedures, rules, work
requirements, and other sources of information are called __________
A) orientation programs
B) socialization programs
C) executive coaching programs
D) repatriation programs
E) supervisor training programs
Pepsi provides Heineken with its formula or agrees to supply the cola syrup and
Heineken adds carbonated water, packages it in appropriate containers, and sells it in
the Netherlands. Pepsi cannot enter into a similar agreement with another firm to sell
Pepsi in the Netherlands, and Heineken cannot alter the product, nor can it begin
duplicating other Pepsi products (such as Lays Potato Chips) without a separate
agreement. This is an example of:
A) Franchising.
B) Exporting.
C) Licensing.
D) Contract manufacturing.
E) Management contracts.
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
Which reward is best suited to the following situation: Production workers making
close to minimum wage; the manager wants to introduce a pay for performance plan
that will increase production numbers. Work is interdependent. Production output is
measured daily.
A) Individual bonus based on a percentage of company profits, paid at the end of the
year.
B) Group incentive; reward is a grocery store gift certificate of $100 awarded weekly.
C) Merit increase determined annually and typically 1 to 3% of base pay.
D) Individual incentive, reward is two tickets to Disney World awarded at the end of the
year.
E) Group incentive; reward is ten cent increase to base pay for the next years pay.
A charge of discrimination must be filed within __________ days from the date of the
alleged violation, in order to protect the charging partys rights.
A) 90
B) 45
C) 300
D) 180
E) 150
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
The _____ was designed as a work analysis method to be used primarily in the
development of personnel selection instruments.
A) Critical Incident Technique (CIT)
B) Job Diagnostic Survey (JDS)
C) Job Compatibility Questionnaire (JCQ)
D) Position Analysis Questionnaire (PAQ)
E) Management Position Description Questionnaire (MPDQ)
Assume you are conducting a training program. What types of data should you collect
to evaluate the training?
What aspects must be considered while choosing a training method?
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:
•Glee, because they are showing how much they truly value you.
•Anxiety, because you have no room for financial growth in this position.
•Happiness, because you are making more than the guy hired after you.
•Frustration, because of external equity factors.
•Start looking for another job because you are being undervalued.
•
Which is more important, procedural or distributive justice? Why?
Compare and contrast the straight piecework and standard hourly rate plan.
List three to five characteristics of High-Performance Work Practices (HPWP) and tell
how you think they are related to corporate financial performance.
What are examples of high-performance work practices (HPWP)?