Question 1

While the agency theory has value in the analysis and design of managerial compensation,it is not applicable to non-managerial compensation.

Accepted Answer

A) True 
 B)False

Question 2

An example of extrinsic motivation is

Accepted Answer

A) challenging work. 
B) variety of work. 
C) promotion. 
D) social interaction. 
A) challenging work. 
B) variety of work. 
C) promotion. 
D) social interaction.

Question 3

Growth organizations are thought to benefit from a more bureaucratic orientation.

Accepted Answer

A) True 
 B)False

Question 4

What are some potential consequences of employee involvement in compensation decision making on employee attitudes and behaviours?

Accepted Answer

Answers may vary
Involvement in the desi

Question 5

Which among the following is an example of a group incentive measure?

Accepted Answer

A) Physical output 
B) Cost savings 
C) Meeting deadlines 
D) Completion of product design 
A) Physical output 
B) Cost savings 
C) Meeting deadlines 
D) Completion of product design

Question 6

A(n)____________ pay level,with long-run potential,and _____________ pay decisions are pay strategy dimensions best suited for growth organizations.

Accepted Answer

A) below market;centralized 
B) below market;decentralized 
C) above market;centralized 
D) above market;decentralized 
A) below market;centralized 
B) below market;decentralized 
C) above market;centralized 
D) above market;decentralized

Question 7

A(n)_____ plan gives employees the opportunity to buy the company's stock at a previously fixed price.

Accepted Answer

A) mutual fund 
B) individual incentive 
C) dividend disbursement 
D) share options 
A) mutual fund 
B) individual incentive 
C) dividend disbursement 
D) share options

Question 8

Individual incentive pay plans are more commonly found in organizations than are merit pay plans.

Accepted Answer

A) True 
 B)False

Question 9

Deming's concerns about too much emphasis on "individual" performance in organizations are based on all of the following except

Accepted Answer

A) system factors (e.g. ,coworkers,materials,and equipment)can affect individual performance. 
B) merit pay encourages individualistic behaviours. 
C) performance ratings are essentially "the result of a lottery." 
D) employees discuss and compare their performance ratings with those of other employees. 
A) system factors (e.g. ,coworkers,materials,and equipment)can affect individual performance. 
B) merit pay encourages individualistic behaviours. 
C) performance ratings are essentially "the result of a lottery." 
D) employees discuss and compare their performance ratings with those of other employees.

Question 10

There is strong research evidence that profit-sharing plans contribute to organizational performance.

Accepted Answer

A) True 
 B)False

Question 11

How do employee stock ownership plans (ESOPs)differ from stock option plans?

Accepted Answer

Answers may vary
Both encourage employee

Question 12

Group incentive pay plans tend to use a broader range of performance measures than do individual-oriented plans.

Accepted Answer

A) True 
 B)False

Question 13

In order to control compensation costs,administrators of merit pay programs must closely monitor the compa-ratio and what other factor?

Accepted Answer

A) The number of pay grades in the pay structure. 
B) The distribution of performance ratings. 
C) The number of new hires. 
D) The company's stock price. 
A) The number of pay grades in the pay structure. 
B) The distribution of performance ratings. 
C) The number of new hires. 
D) The company's stock price.

Question 14

Criticisms of traditional merit pay programs include all but one of the following.Name the exception.

Accepted Answer

A) They tend to create an entitlement mentality 
B) They tend to be costly to develop and time-consuming to administer 
C) They tend to increase labour costs over the long run 
D) They tend to be subject to distributive and procedural process issues 
A) They tend to create an entitlement mentality 
B) They tend to be costly to develop and time-consuming to administer 
C) They tend to increase labour costs over the long run 
D) They tend to be subject to distributive and procedural process issues

Question 15

The Canadian Securities Administrators (CSA)requires companies to report compensation levels for top-paid executives.

Accepted Answer

A) True 
 B)False

Question 16

Researchers have suggested that the two factors critical to encouraging self-monitoring and peer monitoring are:

Accepted Answer

A) monetary incentives and an environment that fosters trust and cooperation. 
B) intrinsic motivation and a competitive environment. 
C) intrinsic motivation and a participatory management style. 
D) empowerment and team-based work. 
A) monetary incentives and an environment that fosters trust and cooperation. 
B) intrinsic motivation and a competitive environment. 
C) intrinsic motivation and a participatory management style. 
D) empowerment and team-based work.

Question 17

Gainsharing can motivate employees as much as individual plans do because of

Accepted Answer

A) the controllable nature of the performance measure and the frequency of payouts. 
B) the level of employee involvement and management cooperation. 
C) the relatively simplistic performance targets and large payouts. 
D) the high levels of employee ownership and team-based compensation. 
A) the controllable nature of the performance measure and the frequency of payouts. 
B) the level of employee involvement and management cooperation. 
C) the relatively simplistic performance targets and large payouts. 
D) the high levels of employee ownership and team-based compensation.

Question 18

In which way are employee ownership plans different from profit-sharing plans?

Accepted Answer

A) Their focus is on the success of the organization as a whole 
B) Their relatively weak link between pay and performance 
C) Their performance measures 
D) Their deferred nature 
A) Their focus is on the success of the organization as a whole 
B) Their relatively weak link between pay and performance 
C) Their performance measures 
D) Their deferred nature

Question 19

Describe five reasons why merit pay programs may not help organizations increase their overall productivity.

Accepted Answer

Answers may vary
a.Many factors that aff

Question 20

The pay-for-performance program that does not use a bonus payment as a payment method is

Accepted Answer

A) Employee Share Ownership Plan. 
B) profit sharing. 
C) a Scanlon plan. 
D) incentive pay. 
A) Employee Share Ownership Plan. 
B) profit sharing. 
C) a Scanlon plan. 
D) incentive pay.

While the agency theory has value in the analysis and design of managerial compensation,it is not applicable to non-managerial compensation.

An example of extrinsic motivation is

Growth organizations are thought to benefit from a more bureaucratic orientation.

What are some potential consequences of employee involvement in compensation decision making on employee attitudes and behaviours?

Which among the following is an example of a group incentive measure?

A(n) pay level,with long-run potential,and _ pay decisions are pay strategy dimensions best suited for growth organizations.

A(n)_____ plan gives employees the opportunity to buy the company's stock at a previously fixed price.

Individual incentive pay plans are more commonly found in organizations than are merit pay plans.

Deming's concerns about too much emphasis on "individual" performance in organizations are based on all of the following except

There is strong research evidence that profit-sharing plans contribute to organizational performance.

How do employee stock ownership plans (ESOPs)differ from stock option plans?

Group incentive pay plans tend to use a broader range of performance measures than do individual-oriented plans.

In order to control compensation costs,administrators of merit pay programs must closely monitor the compa-ratio and what other factor?

Criticisms of traditional merit pay programs include all but one of the following.Name the exception.

The Canadian Securities Administrators (CSA)requires companies to report compensation levels for top-paid executives.

Researchers have suggested that the two factors critical to encouraging self-monitoring and peer monitoring are:

Gainsharing can motivate employees as much as individual plans do because of

In which way are employee ownership plans different from profit-sharing plans?

Describe five reasons why merit pay programs may not help organizations increase their overall productivity.

The pay-for-performance program that does not use a bonus payment as a payment method is

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equality and Human Rights

Analysis and Design of Work and Human Resource Planning

Recruitment and Selection

Training and Strategic Development of People

Managing Employee Engagement and Performance

Pay Structure Decisions

Employee Benefits

Collective Bargaining and Labour Relations

Safe, Secure and Productive Workplaces

Managing Human Resources Globally

Filters

Exam 9: Recognizing Employee Contributions With Pay

While the agency theory has value in the analysis and design of managerial compensation,it is not applicable to non-managerial compensation.

An example of extrinsic motivation is

Growth organizations are thought to benefit from a more bureaucratic orientation.

What are some potential consequences of employee involvement in compensation decision making on employee attitudes and behaviours?

Which among the following is an example of a group incentive measure?

A(n)____________ pay level,with long-run potential,and _____________ pay decisions are pay strategy dimensions best suited for growth organizations.

A(n)_____ plan gives employees the opportunity to buy the company's stock at a previously fixed price.

Individual incentive pay plans are more commonly found in organizations than are merit pay plans.

Deming's concerns about too much emphasis on "individual" performance in organizations are based on all of the following except

There is strong research evidence that profit-sharing plans contribute to organizational performance.

How do employee stock ownership plans (ESOPs)differ from stock option plans?

Group incentive pay plans tend to use a broader range of performance measures than do individual-oriented plans.

In order to control compensation costs,administrators of merit pay programs must closely monitor the compa-ratio and what other factor?

Criticisms of traditional merit pay programs include all but one of the following.Name the exception.

The Canadian Securities Administrators (CSA)requires companies to report compensation levels for top-paid executives.

Researchers have suggested that the two factors critical to encouraging self-monitoring and peer monitoring are:

Gainsharing can motivate employees as much as individual plans do because of

In which way are employee ownership plans different from profit-sharing plans?

Describe five reasons why merit pay programs may not help organizations increase their overall productivity.

The pay-for-performance program that does not use a bonus payment as a payment method is

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equality and Human Rights

Analysis and Design of Work and Human Resource Planning

Recruitment and Selection

Training and Strategic Development of People

Managing Employee Engagement and Performance

Pay Structure Decisions

Employee Benefits

Collective Bargaining and Labour Relations

Safe, Secure and Productive Workplaces

Managing Human Resources Globally

Filters

A(n) pay level,with long-run potential,and _ pay decisions are pay strategy dimensions best suited for growth organizations.