Question 1

Single rates are not usually specified for workers within a particular job classification.

Accepted Answer

A) True 
 B)False  False

Question 2

Briefly summarize lump-sum awards and ESOPs.

Accepted Answer

Lump-Sum Awards: Lump-sum awards are one-time cash payments to employees that are not added to an employee's base wages.These awards are typically given in lieu of merit increases, which are more costly to the employer.This higher cost results both because merit increases are added on to base wages and because several employee benefits are figured as a percentage of base wages.Lump-sum payments are a reality of union contracts.For the past 10 years, a stable one-third of all major collective bargaining agreements in the private sector have contained a provision for lump-sum payouts.Employee Stock Ownership Plans (ESOPs): An alternative strategy for organizations hurt by intense competition is to control base wages in exchange for giving employees part ownership in the company.

Question 3

What are the reasons for the decline in unionization?

Accepted Answer

Four popular explanations are usually offered for the decline in unionization: (1) The structure of American industry is changing, and declining industries are most heavily unionized, while growing industries are less so.(2) Unionization may be declining because workers do not view unions as a solution to their problems.(3) There has been reduced intensity of union organizing efforts.(4) Management is taking an increasingly hard stance against unions in general and union demands in particular.

Question 4

Many contracts specify a premium be paid above the worker's base wage for working nonstandard shifts.

Accepted Answer

A) True 
 B)False

Question 5

Unions respond relatively rapidly to wage increases during inflationary periods.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is a reason for unions opposing gain-sharing plans?

Accepted Answer

A) Reduced job security 
B) Decreased peer pressure to perform 
C) Decreased feeling of achievement or contributing to the organization 
D) Reduced need for jobs due to increased productivity 
A) Reduced job security 
B) Decreased peer pressure to perform 
C) Decreased feeling of achievement or contributing to the organization 
D) Reduced need for jobs due to increased productivity

Question 7

About 60 percent of all U.S.collective bargaining agreements permit some alternative reward system that links pay to performance.

Accepted Answer

A) True 
 B)False

Question 8

Voluntary benefits account for nearly 37 percent of the total compensation package for unionized workers.

Accepted Answer

A) True 
 B)False

Question 9

In automatic progression, seniority is used as the basis for movement through the job classifications.

Accepted Answer

A) True 
 B)False

Question 10

Lower-tier employees in a two-tier pay plan, those hired after the contract is ratified, receive wages 50 to 80 percent lower than employees in the higher tier.

Accepted Answer

A) True 
 B)False

Question 11

What is meant by automatic progression?

Accepted Answer

The vast majority of contracts specify s

Question 12

Introduction of a gain-sharing plan is particularly effective when union members participate in plan development.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following statements regarding unions is NOT true?

Accepted Answer

A) Union membership has fallen from approximately 20 percent to 11 percent since 1983. 
B) Unions peaked in the 1950s and 1960s. 
C) Since 1997, there has been a consistent 2 percent annual decrease in certification elections decided in favor of unionization. 
D) Since 1997, the number of union certification elections for firms has declined. 
A) Union membership has fallen from approximately 20 percent to 11 percent since 1983. 
B) Unions peaked in the 1950s and 1960s. 
C) Since 1997, there has been a consistent 2 percent annual decrease in certification elections decided in favor of unionization. 
D) Since 1997, the number of union certification elections for firms has declined.

Question 14

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making, and the workers receive the rewards already obtained by their unionized counterparts is known as _____.

Accepted Answer

A) automatic progression 
B) the spillover effect 
C) experience differential 
D) the equal mirror effect 
A) automatic progression 
B) the spillover effect 
C) experience differential 
D) the equal mirror effect

Question 15

Lump-sum awards are added to base wages.

Accepted Answer

A) True 
 B)False

Question 16

Moving employees through pay ranges using merit increases is more popular than automatic progression.

Accepted Answer

A) True 
 B)False

Question 17

MaxTrain Corp.recognizes that its competitor GlasWell Corp., which is unionized, offers higher wages and benefits.To avoid unionization demands from its workers, MaxTrain decides to offer the same wages and benefits to its employees as GlasWell.Which of the following phenomena is exemplified in this case?

Accepted Answer

A) The sorting effect 
B) The halo effect 
C) The leniency effect 
D) The spillover effect 
A) The sorting effect 
B) The halo effect 
C) The leniency effect 
D) The spillover effect

Question 18

Pay-for-knowledge plans do all of the following EXCEPT _____.

Accepted Answer

A) make employees less expendable to their firms 
B) increase the probability of work being subcontracted out to nonunion organizations 
C) make each individual employee more valuable 
D) pay employees more for learning a variety of different jobs or skills 
A) make employees less expendable to their firms 
B) increase the probability of work being subcontracted out to nonunion organizations 
C) make each individual employee more valuable 
D) pay employees more for learning a variety of different jobs or skills

Question 19

_____ is movement through the wage ranges where seniority is specified as the basis of the movement.

Accepted Answer

A) Length-of-stay progression 
B) Automatic progression 
C) Merit differential 
D) Performance differential 
A) Length-of-stay progression 
B) Automatic progression 
C) Merit differential 
D) Performance differential

Question 20

A deferred wage increase _____.

Accepted Answer

A) specifies that wages will be renegotiated at a specified time 
B) specifies that such nonwage items as pension and benefits will be renegotiated under certain conditions 
C) is negotiated at the time of initial contract negotiations with the timing and amount specified in the contract 
D) involves periodic adjustments based typically on changes in the consumer price index 
A) specifies that wages will be renegotiated at a specified time 
B) specifies that such nonwage items as pension and benefits will be renegotiated under certain conditions 
C) is negotiated at the time of initial contract negotiations with the timing and amount specified in the contract 
D) involves periodic adjustments based typically on changes in the consumer price index

Single rates are not usually specified for workers within a particular job classification.

Briefly summarize lump-sum awards and ESOPs.

What are the reasons for the decline in unionization?

Many contracts specify a premium be paid above the worker's base wage for working nonstandard shifts.

Unions respond relatively rapidly to wage increases during inflationary periods.

Which of the following is a reason for unions opposing gain-sharing plans?

About 60 percent of all U.S.collective bargaining agreements permit some alternative reward system that links pay to performance.

Voluntary benefits account for nearly 37 percent of the total compensation package for unionized workers.

In automatic progression, seniority is used as the basis for movement through the job classifications.

Lower-tier employees in a two-tier pay plan, those hired after the contract is ratified, receive wages 50 to 80 percent lower than employees in the higher tier.

What is meant by automatic progression?

Introduction of a gain-sharing plan is particularly effective when union members participate in plan development.

Which of the following statements regarding unions is NOT true?

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making, and the workers receive the rewards already obtained by their unionized counterparts is known as _____.

Lump-sum awards are added to base wages.

Moving employees through pay ranges using merit increases is more popular than automatic progression.

Pay-for-knowledge plans do all of the following EXCEPT _____.

_____ is movement through the wage ranges where seniority is specified as the basis of the movement.

A deferred wage increase _____.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 15: Union Role in Wage and Salary Administration

Single rates are not usually specified for workers within a particular job classification.

Briefly summarize lump-sum awards and ESOPs.

What are the reasons for the decline in unionization?

Many contracts specify a premium be paid above the worker's base wage for working nonstandard shifts.

Unions respond relatively rapidly to wage increases during inflationary periods.

Which of the following is a reason for unions opposing gain-sharing plans?

About 60 percent of all U.S.collective bargaining agreements permit some alternative reward system that links pay to performance.

Voluntary benefits account for nearly 37 percent of the total compensation package for unionized workers.

In automatic progression, seniority is used as the basis for movement through the job classifications.

Lower-tier employees in a two-tier pay plan, those hired after the contract is ratified, receive wages 50 to 80 percent lower than employees in the higher tier.

What is meant by automatic progression?

Introduction of a gain-sharing plan is particularly effective when union members participate in plan development.

Which of the following statements regarding unions is NOT true?

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making, and the workers receive the rewards already obtained by their unionized counterparts is known as _____.

Lump-sum awards are added to base wages.

Moving employees through pay ranges using merit increases is more popular than automatic progression.

Pay-for-knowledge plans do all of the following EXCEPT _____.

_____ is movement through the wage ranges where seniority is specified as the basis of the movement.

A deferred wage increase _____.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters