Exam 9: Recognizing Employee Contributions With Pay

Which of the following pay strategy dimensions best fits with a business strategy of growth?

There is ample evidence that gainsharing programs that rely almost exclusively on the monetary component can have substantial effects on

Which one of the following pay programs has the greatest frequency of payout?

There is significant pressure from regulators and shareholders to link pay and performance more effectively.As of December 31,2008,the _____________ now require disclosure of many types of compensation and benefits of top-paid executives.

The Scanlon plan is an example of

Which of the following is not true of individual incentive pay programs?

Which of the following compensation systems would not be classified as an outcome-oriented contracting scheme (using agency theory terminology)?

According to agency theory,when a compensation system aligns the interests of the agent with the principal's own interests,the compensation system should

Rumours and assumptions based on poor or incomplete information are always an issue in administering compensation.

Under merit pay,the flow of feedback tends to be multidirectional,from supervisor,peers,and subordinates to the employee.

Which of the following is an advantage of individual incentives?

Many merit increase grids indicate both the size and frequency of pay increases as determined by the individual's performance rating and which one of the following?

It is possible that an organization that links pay to performance may attract more high performers than an organization that does not link the two.There may be a similar effect with respect to

A(n)_____ plan is a based on a group or plant performance that does not become a part of the employee's base salary.

A change in any part of the compensation system is likely to give rise to employee concerns,thus it is critical in how to ________ reasons for the changes to employees.

A(n)_____ is suitable for an organization whose culture promotes knowledge of business and cooperation among its employees.

We have seen how the Balanced Scorecard approach could be applied to applying manufacturing employees.It is also useful in designing and measuring

Because most profit-sharing plans are of the deferred type,their motivational impact is reduced.This argument is most consistent with the

One significant difference between gainsharing and profit-sharing plans is that gainsharing-plan payouts are generally distributed more frequently.

Compensation systems differ according to their impact on the dimensions of expectancy theory,but,generally speaking,they have their greatest impact on which dimension?