Question 1

Which theory predicts that individual performance will be maximized when the pay differentials between job levels is large?

Accepted Answer

A) Tournament theory 
B) Equity theory 
C) Marginal productivity theory 
D) Reinforcement theory 
A) Tournament theory 
B) Equity theory 
C) Marginal productivity theory 
D) Reinforcement theory A

Question 2

The content of a job refers to the worth of the job and its relative contribution to the organization's objectives.

Accepted Answer

A) True 
 B)False  False

Question 3

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

Accepted Answer

A) True 
 B)False  False

Question 4

Teachers will feel pay structures are fair even when they are relatively low in the internal structure if they work in a high-paying school district.

Accepted Answer

A) True 
 B)False

Question 5

Both external and organization factors shape internal pay structures.

Accepted Answer

A) True 
 B)False

Question 6

The problem that is most likely to be faced by organizations using an egalitarian pay structure is _____.

Accepted Answer

A) the difficulty in external recruitment 
B) in maintaining cooperation among employees 
C) the perception of excessive CEO pay 
D) the difficulty in performing teamwork 
A) the difficulty in external recruitment 
B) in maintaining cooperation among employees 
C) the perception of excessive CEO pay 
D) the difficulty in performing teamwork

Question 7

Write a short note on pay structure.

Accepted Answer

Pay structure refers to the array of pay

Question 8

Exchange value is always higher than use value.

Accepted Answer

A) True 
 B)False

Question 9

Joshua believes that treating employees equally will improve their job satisfaction, which in turn will increase their work productivity and performance.In accordance to his beliefs, he wants to reduce the number of job levels and the pay differentials between the levels.In this case, he is most likely to use a(n):

Accepted Answer

A) highly layered pay structure. 
B) hierarchical pay structure. 
C) highly inequitable pay structure. 
D) egalitarian pay structure. 
A) highly layered pay structure. 
B) hierarchical pay structure. 
C) highly inequitable pay structure. 
D) egalitarian pay structure.

Question 10

Pay structure refers to the array of pay rates for different work or skills within a single organization.

Accepted Answer

A) True 
 B)False

Question 11

The most common bases for determining internal structures are:

Accepted Answer

A) work content and its value 
B) seniority and experience 
C) use value and exchange value 
D) pay surveys and job evaluation 
A) work content and its value 
B) seniority and experience 
C) use value and exchange value 
D) pay surveys and job evaluation

Question 12

Which of the following is NOT a characteristic of aligned pay structures?

Accepted Answer

A) They support the way the work gets done. 
B) They fit an organization's business strategy. 
C) They are fair to employees. 
D) They are designed to increase the turnover rate. 
A) They support the way the work gets done. 
B) They fit an organization's business strategy. 
C) They are fair to employees. 
D) They are designed to increase the turnover rate.

Question 13

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

Accepted Answer

A) Support a close fit with the organization 
B) Prefer team performance over individual performance 
C) Many levels 
D) Based upon the job or person 
A) Support a close fit with the organization 
B) Prefer team performance over individual performance 
C) Many levels 
D) Based upon the job or person

Question 14

Pay structure refers to the array of pay rates for different work or skills between competing companies.

Accepted Answer

A) True 
 B)False

Question 15

The institutional model states that it is best to wait for other organizations to adopt innovative practices and then copy those practices.

Accepted Answer

A) True 
 B)False

Question 16

According to the marginal productivity theory, employers pay use value to their employees.

Accepted Answer

A) True 
 B)False

Question 17

Most unions prefer which of the following?

Accepted Answer

A) Small pay differences among jobs and seniority-based promotions 
B) Large pay differences among jobs and seniority-based promotions 
C) Large pay differences among jobs and performance-based promotions 
D) Equal pay raises for employees 
A) Small pay differences among jobs and seniority-based promotions 
B) Large pay differences among jobs and seniority-based promotions 
C) Large pay differences among jobs and performance-based promotions 
D) Equal pay raises for employees

Question 18

According to the text, when are pay procedures more likely to be perceived as fair?

Accepted Answer

Pay procedures are more likely to be per

Question 19

Common bases for modern pay structures include all BUT which of the following?

Accepted Answer

A) The content of the work 
B) The skills and knowledge required to perform the work 
C) The extent of external competitiveness and equity 
D) The work's relative value for achieving organizational objectives 
A) The content of the work 
B) The skills and knowledge required to perform the work 
C) The extent of external competitiveness and equity 
D) The work's relative value for achieving organizational objectives

Question 20

_____ are related to greater performance when the work flow depends on individual contributors.

Accepted Answer

A) More egalitarian structures 
B) More hierarchical structures 
C) More delayered structures 
D) More even-handed structures 
A) More egalitarian structures 
B) More hierarchical structures 
C) More delayered structures 
D) More even-handed structures

Which theory predicts that individual performance will be maximized when the pay differentials between job levels is large?

The content of a job refers to the worth of the job and its relative contribution to the organization's objectives.

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

Teachers will feel pay structures are fair even when they are relatively low in the internal structure if they work in a high-paying school district.

Both external and organization factors shape internal pay structures.

The problem that is most likely to be faced by organizations using an egalitarian pay structure is _____.

Write a short note on pay structure.

Exchange value is always higher than use value.

Pay structure refers to the array of pay rates for different work or skills within a single organization.

The most common bases for determining internal structures are:

Which of the following is NOT a characteristic of aligned pay structures?

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

Pay structure refers to the array of pay rates for different work or skills between competing companies.

The institutional model states that it is best to wait for other organizations to adopt innovative practices and then copy those practices.

According to the marginal productivity theory, employers pay use value to their employees.

Most unions prefer which of the following?

According to the text, when are pay procedures more likely to be perceived as fair?

Common bases for modern pay structures include all BUT which of the following?

_____ are related to greater performance when the work flow depends on individual contributors.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 3: Defining Internal Alignment

Which theory predicts that individual performance will be maximized when the pay differentials between job levels is large?

The content of a job refers to the worth of the job and its relative contribution to the organization's objectives.

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

Teachers will feel pay structures are fair even when they are relatively low in the internal structure if they work in a high-paying school district.

Both external and organization factors shape internal pay structures.

The problem that is most likely to be faced by organizations using an egalitarian pay structure is _____.

Write a short note on pay structure.

Exchange value is always higher than use value.

Pay structure refers to the array of pay rates for different work or skills within a single organization.

The most common bases for determining internal structures are:

Which of the following is NOT a characteristic of aligned pay structures?

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

Pay structure refers to the array of pay rates for different work or skills between competing companies.

The institutional model states that it is best to wait for other organizations to adopt innovative practices and then copy those practices.

According to the marginal productivity theory, employers pay use value to their employees.

Most unions prefer which of the following?

According to the text, when are pay procedures more likely to be perceived as fair?

Common bases for modern pay structures include all BUT which of the following?

_____ are related to greater performance when the work flow depends on individual contributors.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters