Question 1

In most profit-sharing plans,about _____ of the net profit is shared.

Accepted Answer

A)  5 to 10 percent 
B)  10 to 15 percent 
C)  15 to 20 percent 
D)  20 to 25 percent 
A)  5 to 10 percent 
B)  10 to 15 percent 
C)  15 to 20 percent 
D)  20 to 25 percent

Question 2

A problem with creating team incentive plans is:

Accepted Answer

A)  they encourage cooperative rather than individualistic behavior 
B)  not all teams are alike 
C)  they enable employees to share efficiency gains 
D)  they pay only when agreed-upon standards are met or exceeded 
A)  they encourage cooperative rather than individualistic behavior 
B)  not all teams are alike 
C)  they enable employees to share efficiency gains 
D)  they pay only when agreed-upon standards are met or exceeded

Question 3

These individuals are over the age of 60 and are less likely to spend money on themselves.

Accepted Answer

A)  Generation X 
B)  Generation Y 
C)  Baby Boomers 
D)  Traditionalists 
A)  Generation X 
B)  Generation Y 
C)  Baby Boomers 
D)  Traditionalists

Question 4

When computing executive pay,____ link operational yardsticks to traditional gauges.

Accepted Answer

A)  performance markers 
B)  global standards 
C)  application rewards 
D)  balanced scorecards 
A)  performance markers 
B)  global standards 
C)  application rewards 
D)  balanced scorecards

Question 5

Advantages of ESOPs include all of the following except:

Accepted Answer

A)  employers are able to provide retirement benefits to employees at a relatively low cost. 
B)  the employees' pensions are less vulnerable due to diversification. 
C)  ESOPs can increase employees' pride of ownership. 
D)  ESOPs can provide an incentive for employees to increase productivity. 
A)  employers are able to provide retirement benefits to employees at a relatively low cost. 
B)  the employees' pensions are less vulnerable due to diversification. 
C)  ESOPs can increase employees' pride of ownership. 
D)  ESOPs can provide an incentive for employees to increase productivity.

Question 6

Contemporary reasons given by organizations for implementing incentive plans are:

Accepted Answer

A)  to improve or maintain high levels of productivity. 
B)  to focus employee efforts on specific performance targets. 
C)  to link compensation rewards to the achievement of results. 
D)  all of the above. 
A)  to improve or maintain high levels of productivity. 
B)  to focus employee efforts on specific performance targets. 
C)  to link compensation rewards to the achievement of results. 
D)  all of the above.

Question 7

Improshare plans promote interaction and support between management and employees.

Accepted Answer

A) True 
 B)False

Question 8

Under a differential piece rate plan,employees whose performance (i.e. ,production)exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who have not exceeded the standard amount.

Accepted Answer

A) True 
 B)False

Question 9

Standard hour plans are popular in service departments in automobile dealerships.

Accepted Answer

A) True 
 B)False

Question 10

Standard hour plans are based on specific production standards set for individual jobs.

Accepted Answer

A) True 
 B)False

Question 11

A major concern of executive compensation involves:

Accepted Answer

A)  timing of the bonus. 
B)  the amount of compensation. 
C)  the lack of perquisites. 
D)  lack of objective market data. 
A)  timing of the bonus. 
B)  the amount of compensation. 
C)  the lack of perquisites. 
D)  lack of objective market data.

Question 12

Which of the following is not an executive long-term incentive program?

Accepted Answer

A)  stock price appreciation grants 
B)  restricted stock and restricted cash grants 
C)  assigned benefits 
D)  performance-based grants 
A)  stock price appreciation grants 
B)  restricted stock and restricted cash grants 
C)  assigned benefits 
D)  performance-based grants

Question 13

Meshing compensation and organizational objectives helps employees assume ownership of their jobs,improve effort,and improve performance.

Accepted Answer

A) True 
 B)False

Question 14

Executive-base salaries represent between 10-20 percent of total annual compensation.

Accepted Answer

A) True 
 B)False

Question 15

The purpose of a profit-sharing plan is to:

Accepted Answer

A)  allow workers to contribute specific knowledge to improving the organization. 
B)  motivate a total commitment to the organization as a whole. 
C)  enable workers to share in labor cost savings. 
D)  instill commitment to the employee's immediate work group. 
A)  allow workers to contribute specific knowledge to improving the organization. 
B)  motivate a total commitment to the organization as a whole. 
C)  enable workers to share in labor cost savings. 
D)  instill commitment to the employee's immediate work group.

Question 16

Management should guard against incentive payments being seen as _____.

Accepted Answer

A)  too competitive 
B)  equitable 
C)  permanent 
D)  an entitlement 
A)  too competitive 
B)  equitable 
C)  permanent 
D)  an entitlement

Question 17

Merit pay plans have been criticized because the merit increase may not be sufficient to raise all employees' base pay.

Accepted Answer

A) True 
 B)False

Question 18

In most profit-sharing plans,about 20 to 25 percent of net profits are shared with employees.

Accepted Answer

A) True 
 B)False

Question 19

Employers use stock ownership incentive plans to increase employee "ownership" in the company.

Accepted Answer

A) True 
 B)False

Question 20

By using ESOPs,employers can provide retirement benefits for their employees at a relatively low cost.

Accepted Answer

A) True 
 B)False

In most profit-sharing plans,about _____ of the net profit is shared.

A problem with creating team incentive plans is:

These individuals are over the age of 60 and are less likely to spend money on themselves.

When computing executive pay,____ link operational yardsticks to traditional gauges.

Advantages of ESOPs include all of the following except:

Contemporary reasons given by organizations for implementing incentive plans are:

Improshare plans promote interaction and support between management and employees.

Under a differential piece rate plan,employees whose performance (i.e. ,production)exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who have not exceeded the standard amount.

Standard hour plans are popular in service departments in automobile dealerships.

Standard hour plans are based on specific production standards set for individual jobs.

A major concern of executive compensation involves:

Which of the following is not an executive long-term incentive program?

Meshing compensation and organizational objectives helps employees assume ownership of their jobs,improve effort,and improve performance.

Executive-base salaries represent between 10-20 percent of total annual compensation.

The purpose of a profit-sharing plan is to:

Management should guard against incentive payments being seen as _____.

Merit pay plans have been criticized because the merit increase may not be sufficient to raise all employees' base pay.

In most profit-sharing plans,about 20 to 25 percent of net profits are shared with employees.

Employers use stock ownership incentive plans to increase employee "ownership" in the company.

By using ESOPs,employers can provide retirement benefits for their employees at a relatively low cost.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 10: Pay-For-Performance: Incentive Rewards

In most profit-sharing plans,about _____ of the net profit is shared.

A problem with creating team incentive plans is:

These individuals are over the age of 60 and are less likely to spend money on themselves.

When computing executive pay,____ link operational yardsticks to traditional gauges.

Advantages of ESOPs include all of the following except:

Contemporary reasons given by organizations for implementing incentive plans are:

Improshare plans promote interaction and support between management and employees.

Under a differential piece rate plan,employees whose performance (i.e. ,production)exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who have not exceeded the standard amount.

Standard hour plans are popular in service departments in automobile dealerships.

Standard hour plans are based on specific production standards set for individual jobs.

A major concern of executive compensation involves:

Which of the following is not an executive long-term incentive program?

Meshing compensation and organizational objectives helps employees assume ownership of their jobs,improve effort,and improve performance.

Executive-base salaries represent between 10-20 percent of total annual compensation.

The purpose of a profit-sharing plan is to:

Management should guard against incentive payments being seen as _____.

Merit pay plans have been criticized because the merit increase may not be sufficient to raise all employees' base pay.

In most profit-sharing plans,about 20 to 25 percent of net profits are shared with employees.

Employers use stock ownership incentive plans to increase employee "ownership" in the company.

By using ESOPs,employers can provide retirement benefits for their employees at a relatively low cost.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters