Question 1

A hierarchical pay structure seeks to encourage teamwork by minimizing pay differentials among employees.

Accepted Answer

A) True 
 B)False

Question 2

Equal treatment of employees can result in more knowledgeable employees with more responsible jobs going unrecognized and unrewarded.

Accepted Answer

A) True 
 B)False

Question 3

When are pay procedures more likely to be perceived as fair?

Accepted Answer

the data u

Question 4

In the context of the criteria used to determine the levels of work and pay differentials, value refers to the work performed in a job and how it gets done.

Accepted Answer

A) True 
 B)False

Question 5

In the context of internal labour markets, pay for non-entry jobs is heavily influenced by:

Accepted Answer

A) the wage paid at entry level 
B) tenure with the organization 
C) wages paid by other organizations for similar jobs 
D) internal factors of the organization 
E) availability of skills in the external market 
A) the wage paid at entry level 
B) tenure with the organization 
C) wages paid by other organizations for similar jobs 
D) internal factors of the organization 
E) availability of skills in the external market

Question 6

Delayering is a work design change that involves:

Accepted Answer

A) reducing the budget allocated to individual departments 
B) creating a union-free workforce 
C) cutting down the number of work levels 
D) establishing an ergonomic workflow 
E) creating more number of supervisory jobs 
A) reducing the budget allocated to individual departments 
B) creating a union-free workforce 
C) cutting down the number of work levels 
D) establishing an ergonomic workflow 
E) creating more number of supervisory jobs

Question 7

List the external factors that shape internal pay structures.

Accepted Answer

Economic pressures,

Question 8

For an organization that is performing worse than its competitors, what may be an outcome of using the Institutional Theory?

Accepted Answer

For an organization that is performing w

Question 9

Aligning the pay structures to fit the organization and the surrounding conditions will seldom lead to competitive advantage for the organization.

Accepted Answer

A) True 
 B)False

Question 10

An internal pay structure is defined by the number of levels of work, the pay differentials between the levels, and the criteria used to determine those levels and differentials.

Accepted Answer

A) True 
 B)False

Question 11

What does it mean to fit or tailor the pay structure to be internally aligned?

Accepted Answer

how to distribute pa

Question 12

Setting greater pay differentials at the top of the pay structure is based on:

Accepted Answer

A) marginal productivity theory 
B) institutional theory 
C) equity theory 
D) tournament theory 
E) marginal utility theory 
A) marginal productivity theory 
B) institutional theory 
C) equity theory 
D) tournament theory 
E) marginal utility theory

Question 13

Which of the following is a consequence of an internally aligned pay structure?

Accepted Answer

A) It hinders career progression. 
B) It increases employees' experience. 
C) It increases turnover. 
D) It increases pay-related grievances. 
E) It increases pay-related work stoppages. 
A) It hinders career progression. 
B) It increases employees' experience. 
C) It increases turnover. 
D) It increases pay-related grievances. 
E) It increases pay-related work stoppages.

Question 14

is the shared norms and values that a group of people share in common

Accepted Answer

A) Culture 
B) Cognition 
C) Biasing 
D) Selection 
E) Recruiting 
A) Culture 
B) Cognition 
C) Biasing 
D) Selection 
E) Recruiting

Question 15

Unions, stockholders, and even political groups have a stake in establishing internal pay structures.

Accepted Answer

A) True 
 B)False

Question 16

According to tournament theory, the greater the pay differential between an employee's present salary and his or her boss's salary, the harder the employee will work.

Accepted Answer

A) True 
 B)False

Question 17

A job-based structure looks at the skills, knowledge, or competencies the employee possesses.

Accepted Answer

A) True 
 B)False

Question 18

fairness, and legal compliance are the 3 consequences of an internally aligned pay structure.

Accepted Answer

A) Culture 
B) Economic pressures 
C) Organization factors 
D) Efficiency 
E) Human capital 
A) Culture 
B) Economic pressures 
C) Organization factors 
D) Efficiency 
E) Human capital

Question 19

Research on tournament theory shows that pay differentials do not affect an employee's performance.

Accepted Answer

A) True 
 B)False

Question 20

The array of pay rates for different work or skills within a single organization is referred to as _.

Accepted Answer

A) rate board 
B) pay band 
C) total cash 
D) pay structure 
E) pay scale 
A) rate board 
B) pay band 
C) total cash 
D) pay structure 
E) pay scale

A hierarchical pay structure seeks to encourage teamwork by minimizing pay differentials among employees.

Equal treatment of employees can result in more knowledgeable employees with more responsible jobs going unrecognized and unrewarded.

When are pay procedures more likely to be perceived as fair?

In the context of the criteria used to determine the levels of work and pay differentials, value refers to the work performed in a job and how it gets done.

In the context of internal labour markets, pay for non-entry jobs is heavily influenced by:

Delayering is a work design change that involves:

List the external factors that shape internal pay structures.

For an organization that is performing worse than its competitors, what may be an outcome of using the Institutional Theory?

Aligning the pay structures to fit the organization and the surrounding conditions will seldom lead to competitive advantage for the organization.

An internal pay structure is defined by the number of levels of work, the pay differentials between the levels, and the criteria used to determine those levels and differentials.

What does it mean to fit or tailor the pay structure to be internally aligned?

Setting greater pay differentials at the top of the pay structure is based on:

Which of the following is a consequence of an internally aligned pay structure?

is the shared norms and values that a group of people share in common

Unions, stockholders, and even political groups have a stake in establishing internal pay structures.

According to tournament theory, the greater the pay differential between an employee's present salary and his or her boss's salary, the harder the employee will work.

A job-based structure looks at the skills, knowledge, or competencies the employee possesses.

fairness, and legal compliance are the 3 consequences of an internally aligned pay structure.

Research on tournament theory shows that pay differentials do not affect an employee's performance.

The array of pay rates for different work or skills within a single organization is referred to as _.

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

A hierarchical pay structure seeks to encourage teamwork by minimizing pay differentials among employees.

Equal treatment of employees can result in more knowledgeable employees with more responsible jobs going unrecognized and unrewarded.

When are pay procedures more likely to be perceived as fair?

In the context of the criteria used to determine the levels of work and pay differentials, value refers to the work performed in a job and how it gets done.

In the context of internal labour markets, pay for non-entry jobs is heavily influenced by:

Delayering is a work design change that involves:

List the external factors that shape internal pay structures.

For an organization that is performing worse than its competitors, what may be an outcome of using the Institutional Theory?

Aligning the pay structures to fit the organization and the surrounding conditions will seldom lead to competitive advantage for the organization.

An internal pay structure is defined by the number of levels of work, the pay differentials between the levels, and the criteria used to determine those levels and differentials.

What does it mean to fit or tailor the pay structure to be internally aligned?

Setting greater pay differentials at the top of the pay structure is based on:

Which of the following is a consequence of an internally aligned pay structure?

is the shared norms and values that a group of people share in common

Unions, stockholders, and even political groups have a stake in establishing internal pay structures.

According to tournament theory, the greater the pay differential between an employee's present salary and his or her boss's salary, the harder the employee will work.

A job-based structure looks at the skills, knowledge, or competencies the employee possesses.

fairness, and legal compliance are the 3 consequences of an internally aligned pay structure.

Research on tournament theory shows that pay differentials do not affect an employee's performance.

The array of pay rates for different work or skills within a single organization is referred to as _.

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