Question 1

In today's organizations, in order to increase competitiveness and success, work is analyzed by separating transactional work from:

Accepted Answer

A) core work. 
B) hygiene work. 
C) tacit work. 
D) system work. 
A) core work. 
B) hygiene work. 
C) tacit work. 
D) system work.

Question 2

A disadvantage of a skill-based plan is that people cannot be deployed in a way that matches the flow of work, thus causing bottlenecks as well as idle hands.

Accepted Answer

A) True 
 B)False

Question 3

Employees in a multiskill system earn pay increases:

Accepted Answer

A) by increasing their productivity. 
B) based on job content. 
C) based on job assignments. 
D) by acquiring new knowledge. 
A) by increasing their productivity. 
B) based on job content. 
C) based on job assignments. 
D) by acquiring new knowledge.

Question 4

Competencies provide guidelines for behavior and keep people focused.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is the reason why skill-based pay plans have maximum flexibility?

Accepted Answer

A) They pay employees for the highest level of skill they have achieved regardless of the work they perform. 
B) They focus on placing the right people in the right job. 
C) They only pay as much as the work performed is worth, regardless of any greater skills the employee may possess. 
D) They encourage employees to focus on how to get promoted rather than on how to get the required competencies. 
A) They pay employees for the highest level of skill they have achieved regardless of the work they perform. 
B) They focus on placing the right people in the right job. 
C) They only pay as much as the work performed is worth, regardless of any greater skills the employee may possess. 
D) They encourage employees to focus on how to get promoted rather than on how to get the required competencies.

Question 6

The scheme used in the text for classifying competencies consists of three groups.Which of the following is NOT one of them?

Accepted Answer

A) Personal characteristics 
B) Team dynamics 
C) Visionary 
D) Organization specific 
A) Personal characteristics 
B) Team dynamics 
C) Visionary 
D) Organization specific

Question 7

A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage.

Accepted Answer

A) True 
 B)False

Question 8

The majority of applications of skill-based pay have been in:

Accepted Answer

A) education industries. 
B) manufacturing industries. 
C) health-care industries. 
D) service industries. 
A) education industries. 
B) manufacturing industries. 
C) health-care industries. 
D) service industries.

Question 9

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

Accepted Answer

A) executive leadership's 
B) stakeholders' 
C) competitors' 
D) customers' 
A) executive leadership's 
B) stakeholders' 
C) competitors' 
D) customers'

Question 10

Which of the following reasons makes competencies a risky foundation for a pay system?

Accepted Answer

A) Number of stakeholders and the lack of a global standard 
B) Openness and non-quantifiable nature 
C) Vagueness and subjectivity 
D) Lack of motivation and objectivity 
A) Number of stakeholders and the lack of a global standard 
B) Openness and non-quantifiable nature 
C) Vagueness and subjectivity 
D) Lack of motivation and objectivity

Question 11

_____ is a crucial factor that affects the perception of fairness of a skill-based plan.

Accepted Answer

A) The design of the certification process 
B) The number of compensable factors 
C) The extent of alignment with an organization's strategy 
D) The number of weights and factor degrees 
A) The design of the certification process 
B) The number of compensable factors 
C) The extent of alignment with an organization's strategy 
D) The number of weights and factor degrees

Question 12

Most studies report that when different people rank-order jobs, the correlations are between:

Accepted Answer

A) .15 and .36 
B) .35 and .46 
C) .55 and .66 
D) .85 and .96 
A) .15 and .36 
B) .35 and .46 
C) .55 and .66 
D) .85 and .96

Question 13

Routine work is also termed _____.

Accepted Answer

A) transactional work 
B) hygiene work 
C) tacit work 
D) system work 
A) transactional work 
B) hygiene work 
C) tacit work 
D) system work

Question 14

Recent research shows that the use of online job evaluation by independent managers is more reliable than traditional job evaluation committees.

Accepted Answer

A) True 
 B)False

Question 15

How do skill-based plans motivate employees?

Accepted Answer

Skill-based plans are generally well acc

Question 16

Advocates of competencies say that by focusing on optimum performance, rather than average performance, competencies can help employees maintain their marketability.

Accepted Answer

A) True 
 B)False

Question 17

_____ are the observable behaviors that indicate the level of competency.

Accepted Answer

A) Competency sets 
B) Core competencies 
C) Competency indicators 
D) Behavior scale points 
A) Competency sets 
B) Core competencies 
C) Competency indicators 
D) Behavior scale points

Question 18

Which of the following is least likely to be used in establishing skill-based certification methods?

Accepted Answer

A) Tests 
B) College degree 
C) Peer review 
D) On-the-job demonstration 
A) Tests 
B) College degree 
C) Peer review 
D) On-the-job demonstration

Question 19

As experience with competencies has grown, organizations are placing greater emphasis on business-related descriptions of behaviors.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is an advantage of skill-based pay plans?

Accepted Answer

A) They guarantee a low rate of employee turnover. 
B) They aid in deploying workers in a way that better matches the work flow. 
C) They are less expensive than job-based plans. 
D) They are viewed more favorably by courts than any other type of pay plans. 
A) They guarantee a low rate of employee turnover. 
B) They aid in deploying workers in a way that better matches the work flow. 
C) They are less expensive than job-based plans. 
D) They are viewed more favorably by courts than any other type of pay plans.

In today's organizations, in order to increase competitiveness and success, work is analyzed by separating transactional work from:

A disadvantage of a skill-based plan is that people cannot be deployed in a way that matches the flow of work, thus causing bottlenecks as well as idle hands.

Employees in a multiskill system earn pay increases:

Competencies provide guidelines for behavior and keep people focused.

Which of the following is the reason why skill-based pay plans have maximum flexibility?

The scheme used in the text for classifying competencies consists of three groups.Which of the following is NOT one of them?

A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage.

The majority of applications of skill-based pay have been in:

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

Which of the following reasons makes competencies a risky foundation for a pay system?

_____ is a crucial factor that affects the perception of fairness of a skill-based plan.

Most studies report that when different people rank-order jobs, the correlations are between:

Routine work is also termed _____.

Recent research shows that the use of online job evaluation by independent managers is more reliable than traditional job evaluation committees.

How do skill-based plans motivate employees?

Advocates of competencies say that by focusing on optimum performance, rather than average performance, competencies can help employees maintain their marketability.

_____ are the observable behaviors that indicate the level of competency.

Which of the following is least likely to be used in establishing skill-based certification methods?

As experience with competencies has grown, organizations are placing greater emphasis on business-related descriptions of behaviors.

Which of the following is an advantage of skill-based pay plans?

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 6: Person-Based Structures

In today's organizations, in order to increase competitiveness and success, work is analyzed by separating transactional work from:

A disadvantage of a skill-based plan is that people cannot be deployed in a way that matches the flow of work, thus causing bottlenecks as well as idle hands.

Employees in a multiskill system earn pay increases:

Competencies provide guidelines for behavior and keep people focused.

Which of the following is the reason why skill-based pay plans have maximum flexibility?

The scheme used in the text for classifying competencies consists of three groups.Which of the following is NOT one of them?

A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage.

The majority of applications of skill-based pay have been in:

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

Which of the following reasons makes competencies a risky foundation for a pay system?

_____ is a crucial factor that affects the perception of fairness of a skill-based plan.

Most studies report that when different people rank-order jobs, the correlations are between:

Routine work is also termed _____.

Recent research shows that the use of online job evaluation by independent managers is more reliable than traditional job evaluation committees.

How do skill-based plans motivate employees?

Advocates of competencies say that by focusing on optimum performance, rather than average performance, competencies can help employees maintain their marketability.

_____ are the observable behaviors that indicate the level of competency.

Which of the following is least likely to be used in establishing skill-based certification methods?

As experience with competencies has grown, organizations are placing greater emphasis on business-related descriptions of behaviors.

Which of the following is an advantage of skill-based pay plans?

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters