Exam 12: Recognizing Employee Contributions With Pay

According to the expectancy theory, compensation systems differ according to their impact on the components of motivation; the main influence of compensation is on _____.

In merit pay programs, an individual's compa-ratio represents his or her _____.

Which of the following is true of how managers may differ from shareholders?

Expectancy theory implies that linking an increased amount of rewards to performance will increase motivation and performance. Followers of cognitive evaluation theory are likely to question this assumption, arguing that:

Which of the following pay programs has the highest frequency of payout?

Culture based on _____ is most likely to prevail in companies that use a profit-sharing compensation program.

In merit pay systems, performance is measured based on supervisor's rating.

As jobs become less programmable:

Which of the following is a criticism of traditional merit pay programs?

Agency costs are likely to arise when _____.

In _____ programs, annual compensation increases are usually linked to performance appraisal ratings.

Separating the functions of principals and agents is likely to result in:

Gainsharing plans differ from profit-sharing plans in that:

How can executive pay be linked to organization performance?

With respect to employee participation in decision making, the more agents there are, the lesser the monitoring cost.

Discuss the organization strategies of concentration and growth and how they influence pay dimensions.

The flow of feedback tends to be multi-directional in merit pay programs.

According to expectancy theory, motivation is hypothesized to be a function of _____.

In skill-based pay systems, performance measures are primarily based on _____.

Group incentives tend to measure performance in terms of _____.