Question 1

Write short notes on virtuous and vicious circles.

Accepted Answer

Virtuous circle - Thinking of pay as par

Question 2

Based on the opinions of 10,000 U.S.workers, Hudson found that when given their choice of unconventional benefits, most employees would select _____.

Accepted Answer

A) more supplemental insurance 
B) more job training 
C) a more flexible work schedule 
D) more personal days and family leave 
A) more supplemental insurance 
B) more job training 
C) a more flexible work schedule 
D) more personal days and family leave

Question 3

According to the Hudson survey, _____ is the single thing that would make 41 percent of the U.S.workers happier.

Accepted Answer

A) more personal days 
B) flexible work schedule 
C) more money 
D) better health insurance 
A) more personal days 
B) flexible work schedule 
C) more money 
D) better health insurance

Question 4

The second step of developing a total compensation strategy is to:

Accepted Answer

A) implement the strategy. 
B) assess total compensation implications. 
C) estimate the cost of the strategy. 
D) map the strategy. 
A) implement the strategy. 
B) assess total compensation implications. 
C) estimate the cost of the strategy. 
D) map the strategy.

Question 5

All of the following EXCEPT _____ are compensation systems associated with a cost-cutter strategy.

Accepted Answer

A) focus on competitor's labor costs 
B) focus on system control and work specifications 
C) increase in variable pay 
D) customer satisfaction incentives 
A) focus on competitor's labor costs 
B) focus on system control and work specifications 
C) increase in variable pay 
D) customer satisfaction incentives

Question 6

Define defenders and prospectors as referred to by Miles and Snow.

Accepted Answer

According to Miles and Snow, d

Question 7

In a high-performance system, pay strategy always plays a lead role.

Accepted Answer

A) True 
 B)False

Question 8

Although three separate compensation strategies may be identified, many companies use a combination of all three.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is NOT included in a strategy map?

Accepted Answer

A) External competitiveness 
B) Management 
C) HR alignment 
D) Employee contributions 
A) External competitiveness 
B) Management 
C) HR alignment 
D) Employee contributions

Question 10

A compensation system that focuses on competitor's labor costs is most closely associated with a(n) _____ strategy.

Accepted Answer

A) innovator 
B) customer-focused 
C) cost-cutter 
D) differentiated 
A) innovator 
B) customer-focused 
C) cost-cutter 
D) differentiated

Question 11

Flexible-generic job descriptions would most likely be used with a(n) _____ strategy.

Accepted Answer

A) innovator 
B) customer-focused 
C) differentiated 
D) cost-cutter 
A) innovator 
B) customer-focused 
C) differentiated 
D) cost-cutter

Question 12

Most firms do not have generic strategies but use a blend of cost and innovation.

Accepted Answer

A) True 
 B)False

Question 13

In the formula predicting performance, the component most closely related to compensation is _____.

Accepted Answer

A) A 
B) M 
C) O 
D) C 
A) A 
B) M 
C) O 
D) C

Question 14

How an organization positions its total compensation against its competitors is part of external competitiveness strategic choices.

Accepted Answer

A) True 
 B)False

Question 15

In mapping a total compensation strategy, the question of how important compensation is in the overall HR strategy is part of _____.

Accepted Answer

A) objectives 
B) internal alignment 
C) external competitiveness 
D) corporate responsibility 
A) objectives 
B) internal alignment 
C) external competitiveness 
D) corporate responsibility

Question 16

Customer-focused pay strategies are most likely to use market-based pay.

Accepted Answer

A) True 
 B)False

Question 17

Compensation systems focusing on competitors' labor costs typically follow a cost-cutter strategy.

Accepted Answer

A) True 
 B)False

Question 18

Research investigating high-performance workplaces found that performance-based pay _____ when combined with other high-performance practices.

Accepted Answer

A) improves attitudes and behaviors 
B) increases the number of middle men required 
C) reduces labor costs 
D) has little effect on quality 
A) improves attitudes and behaviors 
B) increases the number of middle men required 
C) reduces labor costs 
D) has little effect on quality

Question 19

Issues of transparency, technology, and choice are most closely associated with the _____ aspect of mapping a total compensation strategy.

Accepted Answer

A) objectives 
B) management 
C) employee contributions 
D) internal alignment 
A) objectives 
B) management 
C) employee contributions 
D) internal alignment

Question 20

A compensation system focusing on system control and work specifications is most closely associated with a(n) _____ strategy.

Accepted Answer

A) innovator 
B) customer-focused 
C) cost-cutter 
D) differentiated 
A) innovator 
B) customer-focused 
C) cost-cutter 
D) differentiated

Write short notes on virtuous and vicious circles.

Based on the opinions of 10,000 U.S.workers, Hudson found that when given their choice of unconventional benefits, most employees would select _____.

According to the Hudson survey, _____ is the single thing that would make 41 percent of the U.S.workers happier.

The second step of developing a total compensation strategy is to:

All of the following EXCEPT _____ are compensation systems associated with a cost-cutter strategy.

Define defenders and prospectors as referred to by Miles and Snow.

In a high-performance system, pay strategy always plays a lead role.

Although three separate compensation strategies may be identified, many companies use a combination of all three.

Which of the following is NOT included in a strategy map?

A compensation system that focuses on competitor's labor costs is most closely associated with a(n) _____ strategy.

Flexible-generic job descriptions would most likely be used with a(n) _____ strategy.

Most firms do not have generic strategies but use a blend of cost and innovation.

In the formula predicting performance, the component most closely related to compensation is _____.

How an organization positions its total compensation against its competitors is part of external competitiveness strategic choices.

In mapping a total compensation strategy, the question of how important compensation is in the overall HR strategy is part of _____.

Customer-focused pay strategies are most likely to use market-based pay.

Compensation systems focusing on competitors' labor costs typically follow a cost-cutter strategy.

Research investigating high-performance workplaces found that performance-based pay _____ when combined with other high-performance practices.

Issues of transparency, technology, and choice are most closely associated with the _____ aspect of mapping a total compensation strategy.

A compensation system focusing on system control and work specifications is most closely associated with a(n) _____ strategy.

Pay-For-Performance: The Evidence

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 2: Strategy: The Totality of Decisions

Write short notes on virtuous and vicious circles.

Based on the opinions of 10,000 U.S.workers, Hudson found that when given their choice of unconventional benefits, most employees would select _____.

According to the Hudson survey, _____ is the single thing that would make 41 percent of the U.S.workers happier.

The second step of developing a total compensation strategy is to:

All of the following EXCEPT _____ are compensation systems associated with a cost-cutter strategy.

Define defenders and prospectors as referred to by Miles and Snow.

In a high-performance system, pay strategy always plays a lead role.

Although three separate compensation strategies may be identified, many companies use a combination of all three.

Which of the following is NOT included in a strategy map?

A compensation system that focuses on competitor's labor costs is most closely associated with a(n) _____ strategy.

Flexible-generic job descriptions would most likely be used with a(n) _____ strategy.

Most firms do not have generic strategies but use a blend of cost and innovation.

In the formula predicting performance, the component most closely related to compensation is _____.

How an organization positions its total compensation against its competitors is part of external competitiveness strategic choices.

In mapping a total compensation strategy, the question of how important compensation is in the overall HR strategy is part of _____.

Customer-focused pay strategies are most likely to use market-based pay.

Compensation systems focusing on competitors' labor costs typically follow a cost-cutter strategy.

Research investigating high-performance workplaces found that performance-based pay _____ when combined with other high-performance practices.

Issues of transparency, technology, and choice are most closely associated with the _____ aspect of mapping a total compensation strategy.

A compensation system focusing on system control and work specifications is most closely associated with a(n) _____ strategy.

Pay-For-Performance: The Evidence

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

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters