Exam 9: Recognizing Employee Contributions With Pay
Exam 1: Human Resource Management: Gaining a Competitive Advantage100 Questions
Exam 2: Strategic Human Resource Management100 Questions
Exam 3: The Legal Environment: Equality and Human Rights100 Questions
Exam 4: Analysis and Design of Work and Human Resource Planning100 Questions
Exam 5: Recruitment and Selection100 Questions
Exam 6: Training and Strategic Development of People95 Questions
Exam 7: Managing Employee Engagement and Performance99 Questions
Exam 8: Pay Structure Decisions99 Questions
Exam 9: Recognizing Employee Contributions With Pay100 Questions
Exam 10: Employee Benefits101 Questions
Exam 11: Collective Bargaining and Labour Relations105 Questions
Exam 12: Safe, Secure and Productive Workplaces101 Questions
Exam 13: Managing Human Resources Globally100 Questions
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______ refer to decisions about whether to join or remain with the organization.
(Multiple Choice)
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Which type of compensation program attracts learning-oriented employees?
(Multiple Choice)
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Individual incentive plans are relatively rare for all but one of the following reasons.Name the exception.
(Multiple Choice)
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Communication of compensation issues is argued to represent a strategic opportunity for an organization to distinguish itself from its competition.Why is this so?
(Essay)
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In a(n)_____ plan,payments are based on a measure of organizational performance and do not become part of the employees' base salary.
(Multiple Choice)
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Which of the following is not a feature of outcome-oriented principal-agent contracts?
(Multiple Choice)
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In agency theory,the _____ seeks to direct the behaviour of the _____.
(Multiple Choice)
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Employee involvement in the design and implementation of pay policies has been linked to higher pay satisfaction and job satisfaction.
(True/False)
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The reinforcement theory to compensation management suggests that managers pay at-or below-market wages.
(True/False)
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Share options have their greatest motivational potential during periods of
(Multiple Choice)
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A criticism of merit pay programs is that the differential in pay between high performers and mediocre,or even poor performers is not significant enough to influence employee behaviour or attitudes.
(True/False)
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Of the following pay programs,the weakest link between employees' performance and their earnings is found in
(Multiple Choice)
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Gainsharing plans differ from profit-sharing plans in that they
(Multiple Choice)
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Which one of the following is not a necessary organizational condition for successful gainsharing?
(Multiple Choice)
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One solution to profit-sharing during a downturn is to design plans that have downside risk but not upside risk.
(True/False)
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Relying too heavily on profit-sharing and gainsharing plans may
(Multiple Choice)
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The performance motivational effects of either profit sharing or gainsharing are likely to be greater in smaller firms or units than in larger organizations or units.
(True/False)
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Incentive pay refers to linking annual pay increases to performance appraisal ratings.
(True/False)
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Why is it useful for organizations to think in terms of designing a mix of programs rather than choosing one overall compensation program? Give examples.
(Essay)
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Relying exclusively on merit pay or individual incentives may result in
(Multiple Choice)
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