Question 1

Which of the following factors would support the use of a behaviour-based contract between principals and agents?

Accepted Answer

A) A tradition of using outcome-oriented contracts 
B) R&D-oriented jobs 
C) Outcome uncertainty 
D) Employer has the ability to pay 
A) A tradition of using outcome-oriented contracts 
B) R&D-oriented jobs 
C) Outcome uncertainty 
D) Employer has the ability to pay

Question 2

From a reinforcement theory standpoint,the performance motivation of stock option plans is particularly high.

Accepted Answer

A) True 
 B)False

Question 3

A characteristic of most merit pay programs is

Accepted Answer

A) frequent feedback. 
B) feedback comes primarily from the supervisor. 
C) linking of pay increases to group performance. 
D) linking of pay increases to output. 
A) frequent feedback. 
B) feedback comes primarily from the supervisor. 
C) linking of pay increases to group performance. 
D) linking of pay increases to output.

Question 4

One disadvantage of merit pay is its inability to define and reward a broad range of performance dimensions.

Accepted Answer

A) True 
 B)False

Question 5

Organizations that link pay to individual performance may be more likely to attract individualistic employees,whereas organizations relying more heavily on team rewards are more likely to attract team-oriented employees.

Accepted Answer

A) True 
 B)False

Question 6

The four performance measures of a balanced scorecard include financial measures,customer measures,internal measures,and learning and growth measures.

Accepted Answer

A) True 
 B)False

Question 7

Describe the agency theory as it applies to managerial compensation.Differentiate between outcome-based contracting schemes and behaviour-based schemes.

Accepted Answer

Answers may vary
Agency theory focuses o

Question 8

Intertwined effects of pay and process refers to the idea that

Accepted Answer

A) the way workers are treated is just as important as the way they are paid. 
B) changing the way workers are paid is more important than the way that they are treated. 
C) productivity can only be boosted if employees in the same jobs are paid equally. 
D) pay decisions have no effect on productivity. 
A) the way workers are treated is just as important as the way they are paid. 
B) changing the way workers are paid is more important than the way that they are treated. 
C) productivity can only be boosted if employees in the same jobs are paid equally. 
D) pay decisions have no effect on productivity.

Question 9

Compare and contrast reinforcement theory with expectancy theory.

Accepted Answer

Answers may vary
Reinforcement theory st

Question 10

Research suggests that the use of pay-for-performance plans among top-and middle-level managers result in increased levels of profitability.

Accepted Answer

A) True 
 B)False

Question 11

Gainsharing plans,like the Scanlon plan,and other pay-for-performance plans include monetary awards only.

Accepted Answer

A) True 
 B)False

Question 12

Employee contribution programs differ according to all of these design features EXCEPT

Accepted Answer

A) payment method. 
B) frequency of payout. 
C) type of work. 
D) ways of measuring performance. 
A) payment method. 
B) frequency of payout. 
C) type of work. 
D) ways of measuring performance.

Question 13

What are some issues of procedural justice that might arise in administering merit pay?

Accepted Answer

Answers may vary
In any situation where

Question 14

In merit pay programs,an individual's compa-ratio represents his or her

Accepted Answer

A) performance rating. 
B) position in the pay range. 
C) comparable worth versus others. 
D) ratio of pay to benefits. 
A) performance rating. 
B) position in the pay range. 
C) comparable worth versus others. 
D) ratio of pay to benefits.

Question 15

In recognition of the fact that every pay plan has its advantages and disadvantages,companies are generally taking all but one of the following actions.Name the exception.

Accepted Answer

A) Designing pay systems that include a mix of pay programs. 
B) Seeking to balance multiple objectives through the use of the balance scorecard. 
C) Tracking financial results while monitoring progress. 
D) Outsourcing their pay systems to third-party vendors. 
A) Designing pay systems that include a mix of pay programs. 
B) Seeking to balance multiple objectives through the use of the balance scorecard. 
C) Tracking financial results while monitoring progress. 
D) Outsourcing their pay systems to third-party vendors.

Question 16

Different pay systems appear to attract people with different personality traits and values.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following theories emphasizes the importance and immediacy of a reward following a certain behaviour?

Accepted Answer

A) Reinforcement theory 
B) Expectancy theory 
C) Agency theory 
D) Equity theory 
A) Reinforcement theory 
B) Expectancy theory 
C) Agency theory 
D) Equity theory

Question 18

Companies do not have to show how the compensation plan performed against the share index.

Accepted Answer

A) True 
 B)False

Question 19

What are the six Executive Compensation Principles created by the Canadian Coalition for Good Governance?

Accepted Answer

Answers may vary
Principle 1-"Pay for pe

Question 20

In a concentration business strategy,pay decisions are centralized.

Accepted Answer

A) True 
 B)False

Which of the following factors would support the use of a behaviour-based contract between principals and agents?

From a reinforcement theory standpoint,the performance motivation of stock option plans is particularly high.

A characteristic of most merit pay programs is

One disadvantage of merit pay is its inability to define and reward a broad range of performance dimensions.

Organizations that link pay to individual performance may be more likely to attract individualistic employees,whereas organizations relying more heavily on team rewards are more likely to attract team-oriented employees.

The four performance measures of a balanced scorecard include financial measures,customer measures,internal measures,and learning and growth measures.

Describe the agency theory as it applies to managerial compensation.Differentiate between outcome-based contracting schemes and behaviour-based schemes.

Intertwined effects of pay and process refers to the idea that

Compare and contrast reinforcement theory with expectancy theory.

Research suggests that the use of pay-for-performance plans among top-and middle-level managers result in increased levels of profitability.

Gainsharing plans,like the Scanlon plan,and other pay-for-performance plans include monetary awards only.

Employee contribution programs differ according to all of these design features EXCEPT

What are some issues of procedural justice that might arise in administering merit pay?

In merit pay programs,an individual's compa-ratio represents his or her

In recognition of the fact that every pay plan has its advantages and disadvantages,companies are generally taking all but one of the following actions.Name the exception.

Different pay systems appear to attract people with different personality traits and values.

Which of the following theories emphasizes the importance and immediacy of a reward following a certain behaviour?

Companies do not have to show how the compensation plan performed against the share index.

What are the six Executive Compensation Principles created by the Canadian Coalition for Good Governance?

In a concentration business strategy,pay decisions are centralized.

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

Which of the following factors would support the use of a behaviour-based contract between principals and agents?

From a reinforcement theory standpoint,the performance motivation of stock option plans is particularly high.

A characteristic of most merit pay programs is

One disadvantage of merit pay is its inability to define and reward a broad range of performance dimensions.

Organizations that link pay to individual performance may be more likely to attract individualistic employees,whereas organizations relying more heavily on team rewards are more likely to attract team-oriented employees.

The four performance measures of a balanced scorecard include financial measures,customer measures,internal measures,and learning and growth measures.

Describe the agency theory as it applies to managerial compensation.Differentiate between outcome-based contracting schemes and behaviour-based schemes.

Intertwined effects of pay and process refers to the idea that

Compare and contrast reinforcement theory with expectancy theory.

Research suggests that the use of pay-for-performance plans among top-and middle-level managers result in increased levels of profitability.

Gainsharing plans,like the Scanlon plan,and other pay-for-performance plans include monetary awards only.

Employee contribution programs differ according to all of these design features EXCEPT

What are some issues of procedural justice that might arise in administering merit pay?

In merit pay programs,an individual's compa-ratio represents his or her

In recognition of the fact that every pay plan has its advantages and disadvantages,companies are generally taking all but one of the following actions.Name the exception.

Different pay systems appear to attract people with different personality traits and values.

Which of the following theories emphasizes the importance and immediacy of a reward following a certain behaviour?

Companies do not have to show how the compensation plan performed against the share index.

What are the six Executive Compensation Principles created by the Canadian Coalition for Good Governance?

In a concentration business strategy,pay decisions are centralized.

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