Exam 3: Defining Internal Alignment

Distributive justice is more important than procedural justice for employee acceptance of their pay.

Internal alignment is sometimes called internal equity.

Bill says,"I don't trust the way the company determines pay rates in my department." Bill is most concerned about _____.

A potential problem in egalitarian pay structures is high performing employees may feel underpaid and quit.

If a manager wants employees to accept the organization's pay structure,the best strategy is to

A job-based structure focuses on the skills,knowledge and competencies employees possess.

There is evidence that a relatively poor performing team member's performance will improve under a(n)_____ pay structure.

List and explain the various aspects of an internal pay structure.

Experienced workers judge the fairness of their pay by developing an intuitive sense of what is fair pay.

The number of job and pay levels in an organization is an example of _____.

Technology influences organization design,the work and ultimately,the pay structure.

Which of the following is not a characteristic of an aligned pay structure?

Egalitarian pay structures may be characterized as delayered or compressed.

Pay for temporary workers is based upon

What is the significance of internal labor markets in an organization?

The pay for the job of accountant in London,Los Angeles and Berlin is likely to be different due to

Self-managed work teams and outsourcing can affect the pay structure.

Hierarchical pay structures have all but which of the following characteristics?

What are the advantages of an egalitarian structure over a hierarchical structure?

The institutional model predicts that it is best to wait for other organizations to adopt innovative practices.