Question 1

The practice of replacing narrowly defined job descriptions with broader categories or related jobs is referred to as ________.

Accepted Answer

The answer of The practice of replacing narrowly defined job...

Question 2

Additional Case 10.1
Brighton Manufacturing is reviewing its compensation system. The CEO wants employees to be paid wages and benefits comparable to Brighton's competitors. He wants a system that allows for maximum flexibility in reassigning workers to different jobs without requiring compensation adjustments each time. The Finance VP suggests that the company link compensation costs more closely to productivity and profit. When profits are down, compensation costs should be reduced as well. The Finance VP also believes that employees should be paid for what they produce, not for their time, and the compensation program should apply to all employees equally. The VP of HR suggests that the key to the company's success is their employees and advocates an individual-based compensation plan. People should be paid for their skills or knowledge, not just because they are fulfilling certain jobs. The VP of HR also feels that it would be simpler to implement a compensation system by level rather than by job.
-Refer to Additional Case 10.1. The CEO is primarily concerned about:

Accepted Answer

A) external equity. 
B) skill-based pay. 
C) distributive justice. 
D) internal equity. 
A) external equity. 
B) skill-based pay. 
C) distributive justice. 
D) internal equity.

Question 3

Which of the following is an example of a non-exempt employee?

Accepted Answer

A) A manager 
B) A salesperson 
C) An HRM professional 
D) An hourly employee on the production line 
A) A manager 
B) A salesperson 
C) An HRM professional 
D) An hourly employee on the production line

Question 4

Companies that emphasize monetary rewards are primarily associated with:

Accepted Answer

A) volatile markets. 
B) high customer service demands. 
C) high job security. 
D) cross-functional teams. 
A) volatile markets. 
B) high customer service demands. 
C) high job security. 
D) cross-functional teams.

Question 5

Most Americans feel that pay is the most important consideration in accepting or staying at a job.

Accepted Answer

A) True 
 B)False

Question 6

As the HR director, you are reviewing the comparability of pay of each employee within a range for particular jobs. You are:

Accepted Answer

A) applying market survey data. 
B) rating individual jobs. 
C) reviewing individual equity. 
D) conducting a job analysis. 
E) assessing internal equity. 
A) applying market survey data. 
B) rating individual jobs. 
C) reviewing individual equity. 
D) conducting a job analysis. 
E) assessing internal equity.

Question 7

A listing of jobs in order of their importance to the organization, from highest to lowest, is referred to as a(n)________.

Accepted Answer

The answer of A listing of jobs in order of...

Question 8

You have just been hired at Corpus Entertainment, Inc. (CEI)and as part of your contract, you sign an oath that you will not divulge information about your compensation to your co-workers or any other employee of CEI. You realize that the company has a(n)________ pay policy.

Accepted Answer

A) egalitarian 
B) centralized 
C) open 
D) secret 
A) egalitarian 
B) centralized 
C) open 
D) secret

Question 9

Companies using performance-based compensation systems tend to be:

Accepted Answer

A) publicly-held corporations in competitive markets. 
B) smaller, rapidly growing companies that face strong competitive pressures. 
C) larger firms with several layers of management that operate in relatively stable markets. 
D) large firms that desire to break out of the "pack" and distinguish themselves from competitors. 
A) publicly-held corporations in competitive markets. 
B) smaller, rapidly growing companies that face strong competitive pressures. 
C) larger firms with several layers of management that operate in relatively stable markets. 
D) large firms that desire to break out of the "pack" and distinguish themselves from competitors.

Question 10

When implementing a job-based compensation plan, it is best that a company:

Accepted Answer

A) focus on tactical, immediate issues. 
B) narrow each job's pay range. 
C) avoid job banding. 
D) involve employees. 
A) focus on tactical, immediate issues. 
B) narrow each job's pay range. 
C) avoid job banding. 
D) involve employees.

Question 11

A compensation system that assumes that employees should be compensated based upon their abilities, potential, and flexibility to perform multiple tasks is a(n)________ compensation system.

Accepted Answer

A) traditional-oriented 
B) knowledge-based 
C) equity-based 
D) job-centered 
A) traditional-oriented 
B) knowledge-based 
C) equity-based 
D) job-centered

Question 12

Organizations that emphasize nonmonetary rewards are often trying to encourage and reinforce individual achievement and responsibility among employees.

Accepted Answer

A) True 
 B)False

Question 13

The practice of secret pay in a compensation system generally leads to:

Accepted Answer

A) managers being more careful in their compensation decisions because they have to defend them. 
B) an increase in the cost of mistakes in the pay-making decisions. 
C) greater pay dissatisfaction among employees. 
D) an egalitarian pay system. 
A) managers being more careful in their compensation decisions because they have to defend them. 
B) an increase in the cost of mistakes in the pay-making decisions. 
C) greater pay dissatisfaction among employees. 
D) an egalitarian pay system.

Question 14

A membership-contingent compensation system pays employees:

Accepted Answer

A) for the number of hours during which they perform their assigned jobs. 
B) on the basis of the value of the job they perform. 
C) on the basis of the skills used to perform their jobs. 
D) for how well they do their particular job. 
A) for the number of hours during which they perform their assigned jobs. 
B) on the basis of the value of the job they perform. 
C) on the basis of the skills used to perform their jobs. 
D) for how well they do their particular job.

Question 15

Membership-contingent compensation provides a similar wage to every employee in a given group, so long as they perform their job satisfactorily.

Accepted Answer

A) True 
 B)False

Question 16

The Hay Guide Chart Profile Method of weighing compensable factors in a job is best used when establishing a:

Accepted Answer

A) skill-based compensation system. 
B) job-based compensation system. 
C) performance-centered compensation system. 
D) variable pay compensation system. 
A) skill-based compensation system. 
B) job-based compensation system. 
C) performance-centered compensation system. 
D) variable pay compensation system.

Question 17

Bobcat International pays a range of salaries for retail workers. Employees can be paid anywhere from $5.50/hr to $8.50/hr. This range of pay is called a:

Accepted Answer

A) pay grade scale. 
B) pay range. 
C) payroll span. 
D) pay area. 
A) pay grade scale. 
B) pay range. 
C) payroll span. 
D) pay area.

Question 18

The practice of openness in a compensation system generally leads to:

Accepted Answer

A) greater pay dissatisfaction among employees. 
B) increased fairness in managerial pay decisions. 
C) greater overall compensation costs. 
D) increased team building. 
A) greater pay dissatisfaction among employees. 
B) increased fairness in managerial pay decisions. 
C) greater overall compensation costs. 
D) increased team building.

Question 19

Job-based compensation systems have a number of disadvantages or drawbacks, such as being:

Accepted Answer

A) difficult to administrate. 
B) subjective and arbitrary. 
C) too flexible for managers. 
D) biased against managerial jobs. 
A) difficult to administrate. 
B) subjective and arbitrary. 
C) too flexible for managers. 
D) biased against managerial jobs.

Question 20

Firms that use nonmonetary rewards are most likely trying to:

Accepted Answer

A) reinforce achievement and sales growth. 
B) foster an internally competitive climate. 
C) develop responsibility among employees. 
D) emphasize customer service and loyalty. 
A) reinforce achievement and sales growth. 
B) foster an internally competitive climate. 
C) develop responsibility among employees. 
D) emphasize customer service and loyalty.

The practice of replacing narrowly defined job descriptions with broader categories or related jobs is referred to as ________.

Which of the following is an example of a non-exempt employee?

Companies that emphasize monetary rewards are primarily associated with:

Most Americans feel that pay is the most important consideration in accepting or staying at a job.

As the HR director, you are reviewing the comparability of pay of each employee within a range for particular jobs. You are:

A listing of jobs in order of their importance to the organization, from highest to lowest, is referred to as a(n)________.

You have just been hired at Corpus Entertainment, Inc. (CEI)and as part of your contract, you sign an oath that you will not divulge information about your compensation to your co-workers or any other employee of CEI. You realize that the company has a(n)________ pay policy.

Companies using performance-based compensation systems tend to be:

When implementing a job-based compensation plan, it is best that a company:

A compensation system that assumes that employees should be compensated based upon their abilities, potential, and flexibility to perform multiple tasks is a(n)________ compensation system.

Organizations that emphasize nonmonetary rewards are often trying to encourage and reinforce individual achievement and responsibility among employees.

The practice of secret pay in a compensation system generally leads to:

A membership-contingent compensation system pays employees:

Membership-contingent compensation provides a similar wage to every employee in a given group, so long as they perform their job satisfactorily.

The Hay Guide Chart Profile Method of weighing compensable factors in a job is best used when establishing a:

Bobcat International pays a range of salaries for retail workers. Employees can be paid anywhere from $5.50/hr to $8.50/hr. This range of pay is called a:

The practice of openness in a compensation system generally leads to:

Job-based compensation systems have a number of disadvantages or drawbacks, such as being:

Firms that use nonmonetary rewards are most likely trying to:

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

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Exam 10: Managing Compensation

The practice of replacing narrowly defined job descriptions with broader categories or related jobs is referred to as ________.

Which of the following is an example of a non-exempt employee?

Companies that emphasize monetary rewards are primarily associated with:

Most Americans feel that pay is the most important consideration in accepting or staying at a job.

As the HR director, you are reviewing the comparability of pay of each employee within a range for particular jobs. You are:

A listing of jobs in order of their importance to the organization, from highest to lowest, is referred to as a(n)________.

You have just been hired at Corpus Entertainment, Inc. (CEI)and as part of your contract, you sign an oath that you will not divulge information about your compensation to your co-workers or any other employee of CEI. You realize that the company has a(n)________ pay policy.

Companies using performance-based compensation systems tend to be:

When implementing a job-based compensation plan, it is best that a company:

A compensation system that assumes that employees should be compensated based upon their abilities, potential, and flexibility to perform multiple tasks is a(n)________ compensation system.

Organizations that emphasize nonmonetary rewards are often trying to encourage and reinforce individual achievement and responsibility among employees.

The practice of secret pay in a compensation system generally leads to:

A membership-contingent compensation system pays employees:

Membership-contingent compensation provides a similar wage to every employee in a given group, so long as they perform their job satisfactorily.

The Hay Guide Chart Profile Method of weighing compensable factors in a job is best used when establishing a:

Bobcat International pays a range of salaries for retail workers. Employees can be paid anywhere from $5.50/hr to $8.50/hr. This range of pay is called a:

The practice of openness in a compensation system generally leads to:

Job-based compensation systems have a number of disadvantages or drawbacks, such as being:

Firms that use nonmonetary rewards are most likely trying to:

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

Filters