Question 1

Under the FLSA,exempt status of an employee depends on his/her:

Accepted Answer

A)  job responsibilities and salary. 
B)  organizational commitment. 
C)  job title. 
D)  work experience. 
E)  job qualifications. 
A)  job responsibilities and salary. 
B)  organizational commitment. 
C)  job title. 
D)  work experience. 
E)  job qualifications.

Question 2

According to _____,people measure outcomes such as pay in terms of their inputs.

Accepted Answer

A)  the pay policy line 
B)  equity theory 
C)  retributive justice theory 
D)  progressive justice theory 
E)  economic theory 
A)  the pay policy line 
B)  equity theory 
C)  retributive justice theory 
D)  progressive justice theory 
E)  economic theory

Question 3

Which of the following is true according to the Walsh-Healy Public Contracts Act of 1936?

Accepted Answer

A)  Under the Walsh-Healy Public Contracts Act, children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor. 
B)  Federal contractors must pay their employees at rates at least equal to the prevailing wages in the area. 
C)  The overtime rate applies to the hours worked beyond 45 in one week. 
D)  Employers must pay a training wage to workers under the age of 15 for a period of up to 60 days. 
E)  Organizations can defend themselves against claims of discrimination by showing that they pay the going market rate. 
A)  Under the Walsh-Healy Public Contracts Act, children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor. 
B)  Federal contractors must pay their employees at rates at least equal to the prevailing wages in the area. 
C)  The overtime rate applies to the hours worked beyond 45 in one week. 
D)  Employers must pay a training wage to workers under the age of 15 for a period of up to 60 days. 
E)  Organizations can defend themselves against claims of discrimination by showing that they pay the going market rate.

Question 4

_____ provide the basis for decisions about relative internal worth.

Accepted Answer

A)  Benchmarks 
B)  Pay structures 
C)  Job evaluations 
D)  Pay rates 
E)  Two-tier wage systems 
A)  Benchmarks 
B)  Pay structures 
C)  Job evaluations 
D)  Pay rates 
E)  Two-tier wage systems

Question 5

The size of the range of pay levels based on labor and product markets depends on:

Accepted Answer

A)  the minimum and maximum wages fixed by the government. 
B)  the pay of federal contractors. 
C)  an organization's competitive environment. 
D)  the quality of employees. 
E)  an organization's global reputation. 
A)  the minimum and maximum wages fixed by the government. 
B)  the pay of federal contractors. 
C)  an organization's competitive environment. 
D)  the quality of employees. 
E)  an organization's global reputation.

Question 6

An organization's job structure and pay levels are policies of the organization,rather than the amount a particular employee earns.

Accepted Answer

A) True 
 B)False

Question 7

What is a pay policy line? What is its relevance?

Accepted Answer

Mathematically,a pay policy line shows t

Question 8

Which of the following is a disadvantage of skill-based pay systems?

Accepted Answer

A)  Lesser paperwork 
B)  Reduced employee empowerment 
C)  No guarantee that employees can use their new skills 
D)  Reduced opportunities for promoting employees 
E)  Discouraged job enrichment 
A)  Lesser paperwork 
B)  Reduced employee empowerment 
C)  No guarantee that employees can use their new skills 
D)  Reduced opportunities for promoting employees 
E)  Discouraged job enrichment

Question 9

Under the FLSA,which of the following statements is true of child labor?

Accepted Answer

A)  Children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor. 
B)  Children aged 14 and 15 may not be employed in any work associated with interstate commerce. 
C)  The FLSA's restrictions on the use of child labor apply to children younger than 18. 
D)  Children aged 18 and 19 may work only outside school hours, in jobs defined as nonhazardous, and for limited time periods. 
E)  All the states have laws requiring working papers or work permits for minors. 
A)  Children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor. 
B)  Children aged 14 and 15 may not be employed in any work associated with interstate commerce. 
C)  The FLSA's restrictions on the use of child labor apply to children younger than 18. 
D)  Children aged 18 and 19 may work only outside school hours, in jobs defined as nonhazardous, and for limited time periods. 
E)  All the states have laws requiring working papers or work permits for minors.

Question 10

A _____ is an adjustment to a pay rate to reflect differences in working conditions or labor markets.

Accepted Answer

A)  bonus 
B)  pay differential 
C)  green-circle rate 
D)  rank-and-file adjustment 
E)  red-circle rate 
A)  bonus 
B)  pay differential 
C)  green-circle rate 
D)  rank-and-file adjustment 
E)  red-circle rate

Question 11

The _____ requires employers to make jobs available to their workers when they return after fulfilling military duties for up to five years.

Accepted Answer

A)  USERRA 
B)  FLSA 
C)  EEOA 
D)  NLRB 
E)  FMLA 
A)  USERRA 
B)  FLSA 
C)  EEOA 
D)  NLRB 
E)  FMLA

Question 12

Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936,federal contractors must pay their employees at rates at least equal to the prevailing wages in the area.The calculation of prevailing rates must be based on _____ percent of the local labor force.

Accepted Answer

A)  2 
B)  5 
C)  10 
D)  20 
E)  30 
A)  2 
B)  5 
C)  10 
D)  20 
E)  30

Question 13

A company that views employees as resources is most likely to pay the employees _____.

Accepted Answer

A)  at market rates 
B)  below the market rates 
C)  above the market rates 
D)  only minimum wages 
E)  overtime rates only if they meet certain targets 
A)  at market rates 
B)  below the market rates 
C)  above the market rates 
D)  only minimum wages 
E)  overtime rates only if they meet certain targets

Question 14

Which of the following permits a lower training wage,which employers may pay to workers under the age of 20 for a period of up to 90 days?

Accepted Answer

A)  FLSA 
B)  ADA 
C)  FMLA 
D)  ERISA 
E)  ADEA 
A)  FLSA 
B)  ADA 
C)  FMLA 
D)  ERISA 
E)  ADEA

Question 15

The comparable-worth policy:

Accepted Answer

A)  advocates remedies for any undervaluation of jobs based on market-pay data. 
B)  is designed to reduce the wage gap between women and minority groups. 
C)  has been consistently upheld in court rulings. 
D)  uses job evaluation of an organization's jobs in terms of such criteria as their difficulty. 
E)  is the only non-controversial pay policy. 
A)  advocates remedies for any undervaluation of jobs based on market-pay data. 
B)  is designed to reduce the wage gap between women and minority groups. 
C)  has been consistently upheld in court rulings. 
D)  uses job evaluation of an organization's jobs in terms of such criteria as their difficulty. 
E)  is the only non-controversial pay policy.

Question 16

Assuming an organization wants to motivate employees through promotions,and assuming enough opportunities for promotions are available,the organization would want to:

Accepted Answer

A)  increase the overlap from one level to the next. 
B)  reduce its compa-ratio to less than 1. 
C)  implement a broad-band pay structure. 
D)  limit the overlap from one pay range to the next. 
E)  use a fixed interval promotion policy. 
A)  increase the overlap from one level to the next. 
B)  reduce its compa-ratio to less than 1. 
C)  implement a broad-band pay structure. 
D)  limit the overlap from one pay range to the next. 
E)  use a fixed interval promotion policy.

Question 17

Skill-based pay systems support efforts to empower employees and enrich jobs.

Accepted Answer

A) True 
 B)False

Question 18

When job structure and market data conflict,organizations should base their pay only on market forces because this is the only approach that does not have any practical drawbacks.

Accepted Answer

A) True 
 B)False

Question 19

An organization's job structure consists of:

Accepted Answer

A)  the relative pay for different jobs within the organization. 
B)  the average amount an organization pays for a particular job. 
C)  the characteristics of jobs that the organization values and chooses to pay for. 
D)  regular pay, overtime pay, and bonuses. 
E)  the standard amount that employers must pay under federal and state law. 
A)  the relative pay for different jobs within the organization. 
B)  the average amount an organization pays for a particular job. 
C)  the characteristics of jobs that the organization values and chooses to pay for. 
D)  regular pay, overtime pay, and bonuses. 
E)  the standard amount that employers must pay under federal and state law.

Question 20

Research on the effects of two-tier wage plans found that:

Accepted Answer

A)  lower-paid employees were less satisfied on average than higher-paid employees. 
B)  lower-paid employees were more satisfied on average than higher-paid employees since they made comparisons with lower-paying alternatives for themselves. 
C)  lower-paid employees expected to be promoted into the second tier in a short time span. 
D)  equity theory did not come into play for either group and neither group experienced more or less job satisfaction than the other. 
E)  both existing employees and new employees have a similar pay rate. 
A)  lower-paid employees were less satisfied on average than higher-paid employees. 
B)  lower-paid employees were more satisfied on average than higher-paid employees since they made comparisons with lower-paying alternatives for themselves. 
C)  lower-paid employees expected to be promoted into the second tier in a short time span. 
D)  equity theory did not come into play for either group and neither group experienced more or less job satisfaction than the other. 
E)  both existing employees and new employees have a similar pay rate.

Under the FLSA,exempt status of an employee depends on his/her:

According to _____,people measure outcomes such as pay in terms of their inputs.

Which of the following is true according to the Walsh-Healy Public Contracts Act of 1936?

_____ provide the basis for decisions about relative internal worth.

The size of the range of pay levels based on labor and product markets depends on:

An organization's job structure and pay levels are policies of the organization,rather than the amount a particular employee earns.

What is a pay policy line? What is its relevance?

Which of the following is a disadvantage of skill-based pay systems?

Under the FLSA,which of the following statements is true of child labor?

A _____ is an adjustment to a pay rate to reflect differences in working conditions or labor markets.

The _____ requires employers to make jobs available to their workers when they return after fulfilling military duties for up to five years.

Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936,federal contractors must pay their employees at rates at least equal to the prevailing wages in the area.The calculation of prevailing rates must be based on _____ percent of the local labor force.

A company that views employees as resources is most likely to pay the employees _____.

Which of the following permits a lower training wage,which employers may pay to workers under the age of 20 for a period of up to 90 days?

The comparable-worth policy:

Assuming an organization wants to motivate employees through promotions,and assuming enough opportunities for promotions are available,the organization would want to:

Skill-based pay systems support efforts to empower employees and enrich jobs.

When job structure and market data conflict,organizations should base their pay only on market forces because this is the only approach that does not have any practical drawbacks.

An organization's job structure consists of:

Research on the effects of two-tier wage plans found that:

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters

Exam 11: Establishing a Pay Structure

Under the FLSA,exempt status of an employee depends on his/her:

According to _____,people measure outcomes such as pay in terms of their inputs.

Which of the following is true according to the Walsh-Healy Public Contracts Act of 1936?

_____ provide the basis for decisions about relative internal worth.

The size of the range of pay levels based on labor and product markets depends on:

An organization's job structure and pay levels are policies of the organization,rather than the amount a particular employee earns.

What is a pay policy line? What is its relevance?

Which of the following is a disadvantage of skill-based pay systems?

Under the FLSA,which of the following statements is true of child labor?

A _____ is an adjustment to a pay rate to reflect differences in working conditions or labor markets.

The _____ requires employers to make jobs available to their workers when they return after fulfilling military duties for up to five years.

Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936,federal contractors must pay their employees at rates at least equal to the prevailing wages in the area.The calculation of prevailing rates must be based on _____ percent of the local labor force.

A company that views employees as resources is most likely to pay the employees _____.

Which of the following permits a lower training wage,which employers may pay to workers under the age of 20 for a period of up to 90 days?

The comparable-worth policy:

Assuming an organization wants to motivate employees through promotions,and assuming enough opportunities for promotions are available,the organization would want to:

Skill-based pay systems support efforts to empower employees and enrich jobs.

When job structure and market data conflict,organizations should base their pay only on market forces because this is the only approach that does not have any practical drawbacks.

An organization's job structure consists of:

Research on the effects of two-tier wage plans found that:

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters