Question 1

An organizational reliance on pay secrecy can serve to diminish employee concerns about the equity of their pay and its relationship to their performance.

Accepted Answer

A) True 
 B)False  False

Question 2

In the development of a factor comparison scale, key jobs are NOT normally ranked against which of the following factors?

Accepted Answer

A)  skill 
B)  performance 
C)  mental effort 
D)  responsibility 
A)  skill 
B)  performance 
C)  mental effort 
D)  responsibility B

Question 3

Which of the following clauses are found in some labour agreements that periodically adjust compensation rates to reflect increases in cost of living?

Accepted Answer

A)  maintenance clauses 
B)  escalator clauses 
C)  roll-up clauses 
D)  guarantee clauses 
A)  maintenance clauses 
B)  escalator clauses 
C)  roll-up clauses 
D)  guarantee clauses B

Question 4

Vidya works at Paymore Shoes and is paid for time she works in the store. Which of the following is she?

Accepted Answer

A)  a salaried employee 
B)  an hourly employee 
C)  an exploited employee 
D)  a white-collar employee 
A)  a salaried employee 
B)  an hourly employee 
C)  an exploited employee 
D)  a white-collar employee

Question 5

Ontario Hydro is seeking a senior-level engineer too help with its operations; what is the relevant labour market to be surveyed?

Accepted Answer

A)  regional 
B)  local 
C)  national 
D)  tight 
A)  regional 
B)  local 
C)  national 
D)  tight

Question 6

Organizations may dodge the comparable worth issue by using one job evaluation system for clerical jobs frequently held by women, and another system for other jobs.

Accepted Answer

A) True 
 B)False

Question 7

The Hay profile method is useful for evaluating jobs of all types and levels.

Accepted Answer

A) True 
 B)False

Question 8

Which three factors does the Hay profile method use for evaluating jobs?

Accepted Answer

A)  knowledge, skill, and responsibility 
B)  responsibility, mental activity, and skill 
C)  responsibility, knowledge, and mental activity 
D)  knowledge, accountability, and mental activity 
A)  knowledge, skill, and responsibility 
B)  responsibility, mental activity, and skill 
C)  responsibility, knowledge, and mental activity 
D)  knowledge, accountability, and mental activity

Question 9

What is job classification often used to help determine pay for?

Accepted Answer

A)  merit bonuses 
B)  CEO pay 
C)  classified university professors' jobs 
D)  government jobs 
A)  merit bonuses 
B)  CEO pay 
C)  classified university professors' jobs 
D)  government jobs

Question 10

The expectancy theory of motivation predicts that one's level of motivation depends on the attractiveness of the rewards sought by employees and the probability of obtaining those rewards.

Accepted Answer

A) True 
 B)False

Question 11

Why can red circle rates to result above the maximum for the pay range?

Accepted Answer

A)  Promotional opportunities are plentiful. 
B)  The relevant jobs may have been evaluated too high previously. 
C)  Employees are demoted. 
D)  Grades are added to the range. 
A)  Promotional opportunities are plentiful. 
B)  The relevant jobs may have been evaluated too high previously. 
C)  Employees are demoted. 
D)  Grades are added to the range.

Question 12

Which of the following best describes the pay-for-performance?

Accepted Answer

A)  It ties compensation to employee effort and performance. 
B)  It is easy to implement and measure. 
C)  It ties rewards to employee attitudes. 
D)  It usually results in negligible increases in output. 
A)  It ties compensation to employee effort and performance. 
B)  It is easy to implement and measure. 
C)  It ties rewards to employee attitudes. 
D)  It usually results in negligible increases in output.

Question 13

Real wages represent the difference between wage increases and cost-of-living increases.

Accepted Answer

A) True 
 B)False

Question 14

Accounting clerks, pay clerks, and junior secretaries are all classed in Grade 2 at Metroland Inc. What should apply to all these jobs?

Accepted Answer

A)  They should all receive the same wage rate in order to achieve equality. 
B)  They should be paid within the same pay range. 
C)  They should be paid similar to Grade 2 jobs at McDonald's. 
D)  They should be paid at different wage rates because the worth of these jobs to the organization may differ. 
A)  They should all receive the same wage rate in order to achieve equality. 
B)  They should be paid within the same pay range. 
C)  They should be paid similar to Grade 2 jobs at McDonald's. 
D)  They should be paid at different wage rates because the worth of these jobs to the organization may differ.

Question 15

How far do the impacts of collective bargaining extend?

Accepted Answer

A)  to hourly employees only 
B)  to both hourly and management employees 
C)  beyond the segment of the labour force that is unionized 
D)  to both exempt and nonexempt employees 
A)  to hourly employees only 
B)  to both hourly and management employees 
C)  beyond the segment of the labour force that is unionized 
D)  to both exempt and nonexempt employees

Question 16

Which of the following pay systems would an organization wishing to establish greater job-staffing flexibility most likely use?

Accepted Answer

A)  straight pay 
B)  competence-based pay 
C)  incentive pay 
D)  two-tier pay 
A)  straight pay 
B)  competence-based pay 
C)  incentive pay 
D)  two-tier pay

Question 17

In developing a wage curve, what are market wage rates plotted against?

Accepted Answer

A)  market survey data 
B)  employee benefits 
C)  the size of a firm 
D)  the point value of jobs 
A)  market survey data 
B)  employee benefits 
C)  the size of a firm 
D)  the point value of jobs

Question 18

Which of the following is NOT a potential challenge to competence-based pay?

Accepted Answer

A)  limits by organizations to how much employees can earn despite their competencies 
B)  reluctance by employees to participate in relevant training 
C)  the development of appropriate measures of skills and competencies 
D)  staff flexibility 
A)  limits by organizations to how much employees can earn despite their competencies 
B)  reluctance by employees to participate in relevant training 
C)  the development of appropriate measures of skills and competencies 
D)  staff flexibility

Question 19

Tiffany works as an IT specialist at Nortel. She is compensated based on such skills as programming and service to clients. It is likely that she is paid under which of the following pay plans?

Accepted Answer

A)  a competence-based pay plan 
B)  a performance-based pay plan 
C)  a merit-based pay plan 
D)  a seniority-based pay plan 
A)  a competence-based pay plan 
B)  a performance-based pay plan 
C)  a merit-based pay plan 
D)  a seniority-based pay plan

Question 20

Rewarding an employee's past performance is a goal of strategic compensation policy.

Accepted Answer

A) True 
 B)False

An organizational reliance on pay secrecy can serve to diminish employee concerns about the equity of their pay and its relationship to their performance.

In the development of a factor comparison scale, key jobs are NOT normally ranked against which of the following factors?

Which of the following clauses are found in some labour agreements that periodically adjust compensation rates to reflect increases in cost of living?

Vidya works at Paymore Shoes and is paid for time she works in the store. Which of the following is she?

Ontario Hydro is seeking a senior-level engineer too help with its operations; what is the relevant labour market to be surveyed?

Organizations may dodge the comparable worth issue by using one job evaluation system for clerical jobs frequently held by women, and another system for other jobs.

The Hay profile method is useful for evaluating jobs of all types and levels.

Which three factors does the Hay profile method use for evaluating jobs?

What is job classification often used to help determine pay for?

The expectancy theory of motivation predicts that one's level of motivation depends on the attractiveness of the rewards sought by employees and the probability of obtaining those rewards.

Why can red circle rates to result above the maximum for the pay range?

Which of the following best describes the pay-for-performance?

Real wages represent the difference between wage increases and cost-of-living increases.

Accounting clerks, pay clerks, and junior secretaries are all classed in Grade 2 at Metroland Inc. What should apply to all these jobs?

How far do the impacts of collective bargaining extend?

Which of the following pay systems would an organization wishing to establish greater job-staffing flexibility most likely use?

In developing a wage curve, what are market wage rates plotted against?

Which of the following is NOT a potential challenge to competence-based pay?

Tiffany works as an IT specialist at Nortel. She is compensated based on such skills as programming and service to clients. It is likely that she is paid under which of the following pay plans?

Rewarding an employee's past performance is a goal of strategic compensation policy.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Appraising and Improving Performance

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 9: Managing Compensation

An organizational reliance on pay secrecy can serve to diminish employee concerns about the equity of their pay and its relationship to their performance.

In the development of a factor comparison scale, key jobs are NOT normally ranked against which of the following factors?

Which of the following clauses are found in some labour agreements that periodically adjust compensation rates to reflect increases in cost of living?

Vidya works at Paymore Shoes and is paid for time she works in the store. Which of the following is she?

Ontario Hydro is seeking a senior-level engineer too help with its operations; what is the relevant labour market to be surveyed?

Organizations may dodge the comparable worth issue by using one job evaluation system for clerical jobs frequently held by women, and another system for other jobs.

The Hay profile method is useful for evaluating jobs of all types and levels.

Which three factors does the Hay profile method use for evaluating jobs?

What is job classification often used to help determine pay for?

The expectancy theory of motivation predicts that one's level of motivation depends on the attractiveness of the rewards sought by employees and the probability of obtaining those rewards.

Why can red circle rates to result above the maximum for the pay range?

Which of the following best describes the pay-for-performance?

Real wages represent the difference between wage increases and cost-of-living increases.

Accounting clerks, pay clerks, and junior secretaries are all classed in Grade 2 at Metroland Inc. What should apply to all these jobs?

How far do the impacts of collective bargaining extend?

Which of the following pay systems would an organization wishing to establish greater job-staffing flexibility most likely use?

In developing a wage curve, what are market wage rates plotted against?

Which of the following is NOT a potential challenge to competence-based pay?

Tiffany works as an IT specialist at Nortel. She is compensated based on such skills as programming and service to clients. It is likely that she is paid under which of the following pay plans?

Rewarding an employee's past performance is a goal of strategic compensation policy.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Appraising and Improving Performance

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters