Question 1

Which of the following dimensions of task behaviour is more suited for a high-involvement compensation system?

Accepted Answer

A)  Individual output 
B)  Low skill requirements 
C)  High employee risk-taking desired 
D)  Narrow tasks 
A)  Individual output 
B)  Low skill requirements 
C)  High employee risk-taking desired 
D)  Narrow tasks

Question 2

Which of the following situations best explains a tight labour market?

Accepted Answer

A)  Demand is high but supply is low 
B)  Both demand and supply is low 
C)  Demand is low but supply is high 
D)  Both demand and supply is high 
A)  Demand is high but supply is low 
B)  Both demand and supply is low 
C)  Demand is low but supply is high 
D)  Both demand and supply is high

Question 3

A hybrid compensation-level strategy is one that varies across which of the following?

Accepted Answer

A)  Employee groups 
B)  Managerial strategies 
C)  Business segments 
D)  Industrial sectors 
A)  Employee groups 
B)  Managerial strategies 
C)  Business segments 
D)  Industrial sectors

Question 4

What two main aspects need to be considered to help you determine what you want the executive compensation system to accomplish?

Accepted Answer

A)  A symbolic aspect and a market aspect 
B)  A behavioural aspect and a market aspect 
C)  A behavioural aspect and a symbolic aspect 
D)  A pay equity aspect and a market aspect 
A)  A symbolic aspect and a market aspect 
B)  A behavioural aspect and a market aspect 
C)  A behavioural aspect and a symbolic aspect 
D)  A pay equity aspect and a market aspect

Question 5

Which of the following is not one of the main groups for whom the compensation system often differs from the organization's compensation norm?

Accepted Answer

A)  Contingent workers 
B)  Expatriate and foreign employees 
C)  Executives 
D)  Production employees 
A)  Contingent workers 
B)  Expatriate and foreign employees 
C)  Executives 
D)  Production employees

Which of the following dimensions of task behaviour is more suited for a high-involvement compensation system?

Which of the following situations best explains a tight labour market?

A hybrid compensation-level strategy is one that varies across which of the following?

What two main aspects need to be considered to help you determine what you want the executive compensation system to accomplish?

Which of the following is not one of the main groups for whom the compensation system often differs from the organization's compensation norm?

A Road Map to Effective Communication

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters

Exam 6: Formulating the Reward and Compensation Strategy

Which of the following dimensions of task behaviour is more suited for a high-involvement compensation system?

Which of the following situations best explains a tight labour market?

A hybrid compensation-level strategy is one that varies across which of the following?

What two main aspects need to be considered to help you determine what you want the executive compensation system to accomplish?

Which of the following is not one of the main groups for whom the compensation system often differs from the organization's compensation norm?

A Road Map to Effective Communication

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters