Question 1

How does line-of-sight play a role in influencing employees' behaviour?

Accepted Answer

Internal pay structures influence employees' behaviour by providing pay increases for promotions, more challenging work, and greater responsibility as employees move up in the structure. The criteria or rationale on which the structure is based should make clear the relationship between each job and the organization's objectives. This is an example of line-of-sight. Employees should be able to "see" or understand links between their work, the work of others, and the organization's objectives. Internal alignment in pay structures helps create that line-of-sight.

Question 2

Egalitarian structures are related to greater performance when the workflow depends more on individual contributions.

Accepted Answer

A) True 
 B)False  False

Question 3

Hierarchical pay structure is different from egalitarian pay structure in that:

Accepted Answer

A) the pay differentials between the levels in a hierarchical pay structure are small. 
B) the job structure in a hierarchical pay structure has fewer levels. 
C) hierarchical pay structure encourages employees to expect equal treatment irrespective of performance. 
D) hierarchical pay structure places greater emphasis on individual performance than team performance. 
E) hierarchical pay structure supports a fit that is loosely coupled. 
A) the pay differentials between the levels in a hierarchical pay structure are small. 
B) the job structure in a hierarchical pay structure has fewer levels. 
C) hierarchical pay structure encourages employees to expect equal treatment irrespective of performance. 
D) hierarchical pay structure places greater emphasis on individual performance than team performance. 
E) hierarchical pay structure supports a fit that is loosely coupled. D

Question 4

The equity theory could support either egalitarian or hierarchical structures.

Accepted Answer

A) True 
 B)False

Question 5

The process by which goods and services are delivered to the customer is known as ________.

Accepted Answer

A) pay structure 
B) workflow 
C) line-of-sight 
D) salary administration 
E) procedural justice 
A) pay structure 
B) workflow 
C) line-of-sight 
D) salary administration 
E) procedural justice

Question 6

refers to the fairness of a process by which a decision is reached.

Accepted Answer

A) Marginal productivity 
B) Tailored structure 
C) Procedural justice 
D) Distributive justice 
E) Employee redressal 
A) Marginal productivity 
B) Tailored structure 
C) Procedural justice 
D) Distributive justice 
E) Employee redressal

Question 7

Bring out the difference between a job structure based on content and another based on value.

Accepted Answer

A structure based on content typically r

Question 8

structure is a pay structure for well-defined jobs with relatively small differences in pay.

Accepted Answer

A) Egalitarian 
B) Loosely coupled 
C) Tailored 
D) Flexible 
E) Adaptive 
A) Egalitarian 
B) Loosely coupled 
C) Tailored 
D) Flexible 
E) Adaptive

Question 9

Pay for non-entry jobs is buffered from external forces and is more heavily influenced by internal factors.

Accepted Answer

A) True 
 B)False

Question 10

An egalitarian pay structure is different from hierarchical pay structure in that:

Accepted Answer

A) the egalitarian pay structure supports individual performers more than teams. 
B) the job structure in an egalitarian pay structure has greater number of levels. 
C) the egalitarian pay structure supports a fit that is tailored. 
D) the pay differentials between the levels in an egalitarian pay structure are large. 
E) the egalitarian pay structure supports equal treatment of employees. 
A) the egalitarian pay structure supports individual performers more than teams. 
B) the job structure in an egalitarian pay structure has greater number of levels. 
C) the egalitarian pay structure supports a fit that is tailored. 
D) the pay differentials between the levels in an egalitarian pay structure are large. 
E) the egalitarian pay structure supports equal treatment of employees.

Question 11

With respect to the criteria used to determine the number of levels of work and differentials, refers to the worth of the work: its relative contribution to the organization objectives.

Accepted Answer

A) value 
B) endowment 
C) content 
D) return 
E) contribution 
A) value 
B) endowment 
C) content 
D) return 
E) contribution

Question 12

change(s)the value of jobs on the team and hence changes the job structure.

Accepted Answer

A) Self-management 
B) Procedural justice 
C) Employee redressal 
D) Labour intensity 
E) Ergonomic policies 
A) Self-management 
B) Procedural justice 
C) Employee redressal 
D) Labour intensity 
E) Ergonomic policies

Question 13

A major influence on internal structures, the education, experience, knowledge, abilities, and skills that people possess is referred to as:

Accepted Answer

A) labour intensity 
B) capital goods 
C) cultural diversity 
D) capital formation 
E) human capital 
A) labour intensity 
B) capital goods 
C) cultural diversity 
D) capital formation 
E) human capital

Question 14

Employees judge the fairness or equity of their pay by comparing it to that for other jobs at their own employer but not to that for jobs at other employers.

Accepted Answer

A) True 
 B)False

Question 15

How do external stakeholders influence an internal pay structure?

Accepted Answer

Unions, stockholders, and even political

Question 16

Research suggests that pay procedures are more likely to be perceived as fair if:

Accepted Answer

A) the data used are unverified 
B) they are applied selectively to a few employees 
C) employees participate in the process 
D) there are no appeals procedures 
E) employees' wages are very low 
A) the data used are unverified 
B) they are applied selectively to a few employees 
C) employees participate in the process 
D) there are no appeals procedures 
E) employees' wages are very low

Question 17

Applied to internal structures, procedural justice addresses whether the actual pay differences among employees are acceptable.

Accepted Answer

A) True 
 B)False

Question 18

Internal alignment is the first pay policy issue in a strategic approach.

Accepted Answer

A) True 
 B)False

Question 19

refer to rules and procedures that determine the pay for different jobs within a single organization and that allocate employees to those different jobs.

Accepted Answer

A) Customary labour markets 
B) External labour markets 
C) Marginal labour markets 
D) Internal labour markets 
E) Jurisdictional labour markets 
A) Customary labour markets 
B) External labour markets 
C) Marginal labour markets 
D) Internal labour markets 
E) Jurisdictional labour markets

Question 20

A hierarchical pay structure implies a belief that all workers should be treated equally.

Accepted Answer

A) True 
 B)False

How does line-of-sight play a role in influencing employees' behaviour?

Egalitarian structures are related to greater performance when the workflow depends more on individual contributions.

Hierarchical pay structure is different from egalitarian pay structure in that:

The equity theory could support either egalitarian or hierarchical structures.

The process by which goods and services are delivered to the customer is known as ________.

refers to the fairness of a process by which a decision is reached.

Bring out the difference between a job structure based on content and another based on value.

structure is a pay structure for well-defined jobs with relatively small differences in pay.

Pay for non-entry jobs is buffered from external forces and is more heavily influenced by internal factors.

An egalitarian pay structure is different from hierarchical pay structure in that:

With respect to the criteria used to determine the number of levels of work and differentials, refers to the worth of the work: its relative contribution to the organization objectives.

change(s)the value of jobs on the team and hence changes the job structure.

A major influence on internal structures, the education, experience, knowledge, abilities, and skills that people possess is referred to as:

Employees judge the fairness or equity of their pay by comparing it to that for other jobs at their own employer but not to that for jobs at other employers.

How do external stakeholders influence an internal pay structure?

Research suggests that pay procedures are more likely to be perceived as fair if:

Applied to internal structures, procedural justice addresses whether the actual pay differences among employees are acceptable.

Internal alignment is the first pay policy issue in a strategic approach.

refer to rules and procedures that determine the pay for different jobs within a single organization and that allocate employees to those different jobs.

A hierarchical pay structure implies a belief that all workers should be treated equally.

The Pay Model

Strategy: the Totality of Decisions

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 3: Defining Internal Alignment

How does line-of-sight play a role in influencing employees' behaviour?

Egalitarian structures are related to greater performance when the workflow depends more on individual contributions.

Hierarchical pay structure is different from egalitarian pay structure in that:

The equity theory could support either egalitarian or hierarchical structures.

The process by which goods and services are delivered to the customer is known as ________.

refers to the fairness of a process by which a decision is reached.

Bring out the difference between a job structure based on content and another based on value.

structure is a pay structure for well-defined jobs with relatively small differences in pay.

Pay for non-entry jobs is buffered from external forces and is more heavily influenced by internal factors.

An egalitarian pay structure is different from hierarchical pay structure in that:

With respect to the criteria used to determine the number of levels of work and differentials, refers to the worth of the work: its relative contribution to the organization objectives.

change(s)the value of jobs on the team and hence changes the job structure.

A major influence on internal structures, the education, experience, knowledge, abilities, and skills that people possess is referred to as:

Employees judge the fairness or equity of their pay by comparing it to that for other jobs at their own employer but not to that for jobs at other employers.

How do external stakeholders influence an internal pay structure?

Research suggests that pay procedures are more likely to be perceived as fair if:

Applied to internal structures, procedural justice addresses whether the actual pay differences among employees are acceptable.

Internal alignment is the first pay policy issue in a strategic approach.

refer to rules and procedures that determine the pay for different jobs within a single organization and that allocate employees to those different jobs.

A hierarchical pay structure implies a belief that all workers should be treated equally.

The Pay Model

Strategy: the Totality of Decisions

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters