Exam 9: Pay-For-Performance: the Evidence

Research suggests that for employees to notice and work hard to perform behaviors desired by the organization,incentives need to be _____ percent.

A(n)____ requires annually "re-earning" the added pay.

Goal setting theory argues that employees' performance in maximized when performance targets are stated as "do your very best".

Security in terms of compensation refers to the predictability of one's paycheck from one time to another.

Lump-sum bonuses have less risk for workers than merit pay.

_____ theory argues that performance-based pay is best for complex jobs where monitoring employee performance is difficult.

_____ is the belief that when a specified level of job performance is attained,the employee will receive a specified reward.

Additional authority,control and autonomy are always positively motivating job factors for workers.

Cafeteria-style compensation is based on the idea that the organization knows what package of rewards would best suit individual employees' needs.

As per the _____ theory,relative pay is important as employees evaluate their pay-effort balance in comparison to other employees.

Both pay level and pay system characteristics affect applicants decisions to accept a job.

A key factor in increasing trust in top management is _____.

Line of sight is an important pay implication for which theory or theories?

What are stay bonuses?

Available evidence indicates managers believe the most important factor for pay increases is _____.

Blue-collar workers feel pay increases should be based upon performance.

Managers have more control over distributive justice than procedural justice.

What is a cost-of-living-increase?

Briefly explain the concept of cafeteria-style or flexible compensation.

Which of the following is not true?