Question 1

refer to the pay variances between job levels in an organization.

Accepted Answer

A) Job benchmarks 
B) Anomalies 
C) Factor levels 
D) Differentials 
E) Earmarks 
A) Job benchmarks 
B) Anomalies 
C) Factor levels 
D) Differentials 
E) Earmarks

Question 2

Bring out the difference between procedural justice and distributive justice.

Accepted Answer

Procedural justice refers to t

Question 3

How do internal pay structures influence employees' behaviour?

Accepted Answer

Internal pay structures influe

Question 4

is the ability of the employee to see the link between an individual employee's work and the achievement of organizational objectives.

Accepted Answer

A) Marginal productivity 
B) Workflow 
C) Job evaluation 
D) Internal alignment 
E) Line-of-sight 
A) Marginal productivity 
B) Workflow 
C) Job evaluation 
D) Internal alignment 
E) Line-of-sight

Question 5

Which of the following is an external factor that influences internal structures?

Accepted Answer

A) cost implication 
B) employee acceptance 
C) culture and custom 
D) HR policy 
E) human capital 
A) cost implication 
B) employee acceptance 
C) culture and custom 
D) HR policy 
E) human capital

Question 6

Marginal productivity theory states that:

Accepted Answer

A) people cognitively evaluate potential behaviours in relation to rewards offered in exchange. 
B) an employee can produce anything of value if the profit margin of a product or service is large enough for the employer to reap. 
C) unless an employee can produce something of value from his/her job equal to the value received in wages, it will not be worthwhile for an employer to hire that employee. 
D) both employees and management will act opportunistically to obtain the most favourable exchange possible. 
E) people are concerned about fairness of the reward outcomes exchanged for employee inputs. 
A) people cognitively evaluate potential behaviours in relation to rewards offered in exchange. 
B) an employee can produce anything of value if the profit margin of a product or service is large enough for the employer to reap. 
C) unless an employee can produce something of value from his/her job equal to the value received in wages, it will not be worthwhile for an employer to hire that employee. 
D) both employees and management will act opportunistically to obtain the most favourable exchange possible. 
E) people are concerned about fairness of the reward outcomes exchanged for employee inputs.

Question 7

What does a person-based structure focus on?

Accepted Answer

A person-based structure focus

Question 8

What are the factors that define an internal pay structure?

Accepted Answer

the criteria used to

Question 9

refers to the pay relationships between the jobs/skills/competencies within a single organization.

Accepted Answer

A) External alignment 
B) Internal equity 
C) Total alignment 
D) Base pay 
E) Total cash 
A) External alignment 
B) Internal equity 
C) Total alignment 
D) Base pay 
E) Total cash

Question 10

Whatever wage the employer and the employee agree upon is called:

Accepted Answer

A) differential value 
B) nominal value 
C) marginal value 
D) use value 
E) exchange value 
A) differential value 
B) nominal value 
C) marginal value 
D) use value 
E) exchange value

Question 11

What is human capital?

Accepted Answer

Human capital is the

Question 12

Institutional theory predicts that very few firms are "first movers." Instead they copy innovative practices after innovators have learned how to make the practices work.

Accepted Answer

A) True 
 B)False

Question 13

reflects the worth of goods or services an employee produces in a job.

Accepted Answer

A) Workflow value 
B) Marginal value 
C) Use value 
D) Differential value 
E) Exchange value 
A) Workflow value 
B) Marginal value 
C) Use value 
D) Differential value 
E) Exchange value

Question 14

With respect to the criteria used to determine the number of levels of work and differentials, refers to the work performed in a job and how it gets done.

Accepted Answer

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

Question 15

Internal alignment refers primarily to:

Accepted Answer

A) the pay relationships among jobs, skills, and competencies within a single organization 
B) the pay relationships in a geographic region 
C) the strategy of paying above market salaries 
D) the value of the work of one individual compared to that of another individual 
E) the pay relationships of all jobs within the same industry 
A) the pay relationships among jobs, skills, and competencies within a single organization 
B) the pay relationships in a geographic region 
C) the strategy of paying above market salaries 
D) the value of the work of one individual compared to that of another individual 
E) the pay relationships of all jobs within the same industry

Question 16

What results can an organization expect if they do not utilize an acceptable wage structure?

Accepted Answer

Writers have long agreed that

refer to the pay variances between job levels in an organization.

Bring out the difference between procedural justice and distributive justice.

How do internal pay structures influence employees' behaviour?

is the ability of the employee to see the link between an individual employee's work and the achievement of organizational objectives.

Which of the following is an external factor that influences internal structures?

Marginal productivity theory states that:

What does a person-based structure focus on?

What are the factors that define an internal pay structure?

refers to the pay relationships between the jobs/skills/competencies within a single organization.

Whatever wage the employer and the employee agree upon is called:

What is human capital?

Institutional theory predicts that very few firms are "first movers." Instead they copy innovative practices after innovators have learned how to make the practices work.

reflects the worth of goods or services an employee produces in a job.

With respect to the criteria used to determine the number of levels of work and differentials, refers to the work performed in a job and how it gets done.

Internal alignment refers primarily to:

What results can an organization expect if they do not utilize an acceptable wage structure?

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

refer to the pay variances between job levels in an organization.

Bring out the difference between procedural justice and distributive justice.

How do internal pay structures influence employees' behaviour?

is the ability of the employee to see the link between an individual employee's work and the achievement of organizational objectives.

Which of the following is an external factor that influences internal structures?

Marginal productivity theory states that:

What does a person-based structure focus on?

What are the factors that define an internal pay structure?

refers to the pay relationships between the jobs/skills/competencies within a single organization.

Whatever wage the employer and the employee agree upon is called:

What is human capital?

Institutional theory predicts that very few firms are "first movers." Instead they copy innovative practices after innovators have learned how to make the practices work.

reflects the worth of goods or services an employee produces in a job.

With respect to the criteria used to determine the number of levels of work and differentials, refers to the work performed in a job and how it gets done.

Internal alignment refers primarily to:

What results can an organization expect if they do not utilize an acceptable wage structure?

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