Compensation Midterm Exam

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JennaLinTWC2016
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307342
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Compensation Midterm Exam
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2015-09-21 21:48:22
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Compensation
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Compensation Midterm Exam
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  1. According to the Text, if women had the same education, experience, and union coverage as men and also worked in the same industries and occupations, they would be expected to earn about ____ of what men earn.
    A)  62%
    B)  80%
    C)  90%
    D)  70%
    C) 90%
    (this multiple choice question has been scrambled)
  2. Hourly compensation costs for manufacturing workers are higher in ___ than the US.
    A)  Germany
    B)  Czech Republic
    C)  Spain
    D)  Singapore
    A) Germany
    (this multiple choice question has been scrambled)
  3. ___ would be most concerned about executive pay.
    A) Stockholders
    B) Society
    C) Managers
    D) Employees
    A) Stockholders
    (this multiple choice question has been scrambled)
  4. The primary reason compensation is important to managers is because:
    A) employees regard it as a reward.
    B) it influences employee behavior.
    C) it is a larger cost than benefits.
    D) stock holders dislike high compensation costs.
    B) it influences employee behavior.
    (this multiple choice question has been scrambled)
  5. Employees view compensation as all but which of the following?
    A) A Reward
    B) A Return
    C) An entitlement
    D) An investment
    D) An investment
    (this multiple choice question has been scrambled)
  6. The degree to which pay influences individual and aggregate motivation among the employees at any point in time is referred to as:
    A) Incentive Effect
    B) Directional Effect
    C) Sorting Effect
    D) Motivational Effect
    A) Incentive Effect
    (this multiple choice question has been scrambled)
  7. In Japanese companies, the concept of teate is consistent with which of the following?
    A) Family, housing, and commuting allowances
    B) Sophisticated performance appraisal systems
    C) A strong emphasis on performance pay
    D) Rapid promotions
    A) Family, housing, and commuting allowances
    (this multiple choice question has been scrambled)
  8. Which of the following are given as increments to the base pay in recognition of past work behavior?
    A) Incentives
    B) Merit pay
    C) Base pay
    D) Cost-of-Living adjustments
    B) Merit pay
    (this multiple choice question has been scrambled)
  9. Recent surveys show the average merit raise for an outstanding performer is ___ and average performers receive and poor performers receive 0.4%.
    A)   8.4  5.2
    B) 10.5  7
    C)   4.4  2.8
    D)   6.7  4.2
    C)   4.4  2.8
    (this multiple choice question has been scrambled)
  10. Variable pay may also be called:
    A) Exempt
    B) Stock Options
    C) non-exempt
    D) Incentives
    D) Incentives
    (this multiple choice question has been scrambled)
  11. Employers' Annual Cost per employee to provide family health care coverage is approximately ____.
    A) $20,000
    B) $10,000
    C) $5,000
    D) $15,000
    D) $15,000
    (this multiple choice question has been scrambled)
  12. All of the following have direct financial costs for an employer except:
    A) relational returns
    B) benefits
    C) work-life balance
    D) income protection
    A) relational returns
    (this multiple choice question has been scrambled)
  13. Costs are to management as ___ is to alignment.
    A) work analysis
    B) surveys
    C) communication
    D) merit guideline
    A) work analysis
    (this multiple choice question has been scrambled)
  14. Which of the following is not a policy in the pay model?
    A) Alignment
    B) Contributions
    C) Fairness
    D) Competitiveness
    C) Fairness
    (this multiple choice question has been scrambled)
  15. Cost is to change in the pay model as ____ are to policy lines.
    A) incentives
    B) surveys
    C) descriptions
    D) market definitions
    D) market definitions
    (this multiple choice question has been scrambled)
  16. ____ refers to comparisons among jobs or skills inside a single organization.
    A) Equitable contributions
    B) Internal Alignment
    C) Pay structure
    D) External competitiveness
    B) Internal Alignment
    (this multiple choice question has been scrambled)
  17. Managers seek internal alignment within their organizations by:
    A) using fair merit increases.
    B) paying on the basis of similarities among jobs.
    C) matching competitors' pay rates.
    D) following FLSA guidelines.
    B) paying on the basis of similarities among jobs.
    (this multiple choice question has been scrambled)
  18. Sam's Club matches the pay of other similar businesses, Whole Foods uses base pay and team incentives and Medtronic emphasizes work and life balance. These illustrate ____ pay policy choices.
    A) contributions
    B) external competitiveness
    C) internal alignment
    D) cost control
    B) external competitiveness
    (this multiple choice question has been scrambled)
  19. According to the text, which of the following decisions should be made jointly?
    A) External competitiveness and Employee contribution
    B) Management and External competitiveness
    C) Internal alignment and Management.
    D) Employee contribution and Internal alignment
    A) External competitiveness and Employee contribution
    (this multiple choice question has been scrambled)
  20. Which of the following decisions answers the "So What" question?
    A) External competitiveness
    B) Internal Alignment
    C) Management
    D) Employee contributions
    C) Management
    (this multiple choice question has been scrambled)
  21. You are an HR manager and your boss has told you to find the best way to raise job performance. After some research you find that ___ produce(s) the largest and most reliable performance increases.
    A) a combination of goal setting and job enrichment
    B) great benefits that attract and retain workers
    C) monetary incentives
    D) high base pay
    C) monetary incentives
    (this multiple choice question has been scrambled)
  22. A measure of how changes in one variable are related to changes in another variable is:
    A) standard deviation
    B) regression analysis
    C) correlation coefficient
    D) analysis of variance
    C) correlation coefficient
    (this multiple choice question has been scrambled)
  23. "Putting some skin in the game" refers to:
    A) being paid as a contract vs. a regular employee
    B) below market base pay with stock ownership
    C) employees paid entirely on commission
    D) above market base pay with low benefits
    B) below market base pay with stock ownership
    (this multiple choice question has been scrambled)
  24. ____ changed its compensation strategy as the company grew and matured?
    A) CNET
    B) Google
    C) Microsoft
    D) SAS
    C) Microsoft
    (this multiple choice question has been scrambled)
  25. What level of strategy is the question "how do we gain competitive advantage"?
    A) HR
    B) Departmental
    C) Corporate
    D) Business Unit
    D) Business Unit
    (this multiple choice question has been scrambled)
  26. Which of the following relationships within a pay system is accurate?
    A) Pay Policies determine the objectives of the pay system.
    B) Pay policies form the compensation strategy of the organization.
    C) Compensation objectives shape pay policies
    D) Organization strategies determine employee pay needs.
    C) Compensation objectives shape pay policies.
    (this multiple choice question has been scrambled)
  27. A compensation system using market-based pay is most likely to be part of a ____ strategy.
    A) cost-cutter
    B) customer-focused
    C) innovator
    D) global
    C) innovator
    (this multiple choice question has been scrambled)
  28. ____ is to increasing variable pay as innovator is to market-based pay.
    A) Efficient
    B) Customer-focused
    C) Competitive
    D) Cost-cutter
    D) Cost-cutter
    (this multiple choice question has been scrambled)
  29. All of the following except ____ are compensation systems associated with an innovator strategy.
    A) market-based pay
    B) customer satisfaction incentives
    C) flexible job descriptions
    D) reward innovation in products and processes
    B) customer satisfaction incentives
    (this multiple choice question has been scrambled)
  30. Whole Foods' policy of holding executive salaries no more than 14 times the average pay of full-time employees is an example of which strategic pay decision?
    A) External competitiveness
    B) Employee contributions
    C) Internal alignment
    D) Management
    C) Internal alignment
    (this multiple choice question has been scrambled)
  31. A book listing the previous year's pay of all employees is part of Whole Foods "No-secrets" philosophy. This is an example of which strategic compensation choice?
    A) Employee contributions
    B) External competitiveness
    C) Management
    D) Internal alignment
    C) Management
    (this multiple choice question has been scrambled)
  32. The second step of developing a total compensation strategy is to:
    A) assess total compensation implications.
    B) estimate the cost of the strategy.
    C) implement strategy.
    D) map a total compensation strategy.
    D) map a total compensation strategy.
    (this multiple choice question has been scrambled)
  33. "Choosing techniques to fit strategy" is a part of which step in developing a total compensation system?
    A) Assess total compensation implications
    B) Reassess
    C) Implement strategy
    D) Map a total compensation strategy
    C) Implement strategy
    (this multiple choice question has been scrambled)
  34. "To maintain good citizenship as a company" and "To make a fair profit on current operations" are examples of ___.
    A) Mission
    B) Values
    C) Goals
    D) Operating Principles
    B) Values
    (this multiple choice question has been scrambled)
  35. According to the Hudson survey, _____ is the single thing that would make them happier.
    A) a more flexible work schedule
    B) more personal days and family leave
    C) better health insurance
    D) more money
    D) more money
    (this multiple choice question has been scrambled)
  36. Union preferences is a major factor in ____ of a total compensation strategy.
    A) assessing implications
    B) management
    C) implementing
    D) reassessing
    A) assessing implications
    (this multiple choice question has been scrambled)
  37. The issue of how much and what forms of pay are our competitors using is part of which objective of total compensation strategy?
    A) Internal Alignment
    B) External Competitiveness
    C) Management
    D) Objectives
    B) External Competitiveness
    (this multiple choice question has been scrambled)
  38. The role non-HR managers pay in making pay decisions is called ____.
    A) decentralized decision-making
    B) ownership
    C) technology
    D) transparency
    B) ownership
    (this multiple choice question has been scrambled)
  39. Career growth, hierarchy and flexible design are examples of choices related to the ____ strategy choice of total compensation.
    A) employee contributions
    B) objectives
    C) external competitiveness
    D) internal alignment
    D) internal alignment
    (this multiple choice question has been scrambled)
  40. Which of the following is not a test of whether a pay strategy is a source of competitive advantage?
    A) Adding Value
    B) Cost effectiveness
    C) Differentiation
    D) Alignment with business strategy
    B) Cost effectiveness
    (this multiple choice question has been scrambled)
  41. Which of the following tests of competitive advantage is the easiest test to pass?
    A) Alignment
    B) Integration
    C) Adding Value
    D) Differentiation
    A) Alignment
    (this multiple choice question has been scrambled)
  42. Trying to measure an ROI for any compensation strategy implies that:
    A) it is possible to align and differentiate and still fail to add value.
    B) adding value is the most difficult test.
    C) value created as a result of costs is difficult to specify.
    D) people are "human capital," similar to other factors of production.
    D) people are "human capital," similar to other factors of production.
    (this multiple choice question has been scrambled)
  43. Which of the following statements is not true?
    A) Focusing on employee contributions vs other objectives is a best practice
    B) Embedding compensation strategy in HR strategy affects results
    C) The effect of performance incentives depends on the context
    D) The effect of paying more than competitors depends on the context
    A) Focusing on employee contributions vs other objectives is a best practice
    (this multiple choice question has been scrambled)
  44. When organization performance declines,
    A) a virtuous circle may be created.
    B) managers will change the pay practices.
    C) performance-based pay plans do not pay off.
    D) employees will work harder to improve performance.
    C) performance-based pay plans do not pay off.
    (this multiple choice question has been scrambled)
  45. Common bases for modern pay structures include all but which of the following?
    A) Relative value for achieving organizational objectives
    B) Content of the work
    C) External competitiveness and equity
    D) Skills and knowledge required to perform the work
    C) External competitiveness and equity
    (this multiple choice question has been scrambled)
  46. In the strategic approach to pay, internal alignment is the ____ issue to be decided.
    A) second
    B) first
    C) fourth
    D) third
    A) second
    (this multiple choice question has been scrambled)
  47. Lockheed's structure of 6 levels of engineers illustrates all of the following except ______.
    A) external equity
    B) the work flow
    C) line of sight
    D) company strategy
    A) external equity
    (this multiple choice question has been scrambled)
  48. When employees can see the relationships between their work, the work of others, and the organization's objectives, this is called:
    A) line-of-sight
    B) goal congruence
    C) path-goal- congruence
    D) procedural justice
    A) line-of-sight
    (this multiple choice question has been scrambled)
  49. Content refers to the:
    A) relative contribution to the organization objectives.
    B) work performed in a job and how it gets done.
    C) worth of the work.
    D) different pay level policies.
    B) work performed in a job and how it gets done.
    (this multiple choice question has been scrambled)
  50. The pay for the job of accountant in London, Los Angeles, and Berlin is likely to be different due to:
    A) currency exchange rates.
    B) demand and supply.
    C) exchange value.
    D) use value.
    C) exchange value.
    (this multiple choice question has been scrambled)
  51. Organization factors that shape internal pay structures include all but ____.
    A) technology
    B) HR policy
    C) economic pressures
    D) cost implications
    C) economic pressures
    (this multiple choice question has been scrambled)
  52. Marginal productivity theory argues that employers pay ____.
    A) exchange value
    B) use value
    C) capital value
    D) market value
    B) use value
    (this multiple choice question has been scrambled)
  53. The effect of "living wage" laws is _____ pay structures.
    A) more person-based
    B) flatter more compressed
    C) taller more compressed
    D) more job-based
    B) flatter more compressed
    (this multiple choice question has been scrambled)
  54. The modern concept of a "living wage" is most similar to ____.
    A) marginal productivity wage
    B) exchange value
    C) just wage doctrine
    D) bourse
    C) just wage doctrine
    (this multiple choice question has been scrambled)
  55. Pay for temporary workers is based upon 
    A) the internal structure of the temporary workplace
    B) education and experience
    C) strict legislation requirements
    D) the internal structure of their home employer
    D) the internal structure of their home employer.
    (this multiple choice question has been scrambled)
  56. The number job and pay levels in an organization is an example of ____.
    A) organization strategy
    B) work design
    C) human resource policies
    D) human capital
    C) human resource policies
    (this multiple choice question has been scrambled)
  57. Which of the following pay structure procedures would not increase perceptions of pay fairness?
    A) Use of accurate data
    B) Including appeals procedures
    C) Consultants develop the pay structure
    D) Consistency across all employees
    C) Consultants develop the pay structure
    (this multiple choice question has been scrambled)
  58. Victoria says, "I don't like it that those jobs that are a lot like mine pay more than my job." Victoria is expressing concern about ____.
    A) procedural justice
    B) external equity
    C) exchange value
    D) distributive justice
    D) distributive justice
    (this multiple choice question has been scrambled)
  59. Which of the following is not a characteristic of an aligned pay structure?
    A) Fits the organization's business strategy
    B) Is fair to employees
    C) Supports the way work gets done
    D) Complies with the Fair Labor Standards Act
    D) Complies with the Fair Labor Standards Act
    (this multiple choice question has been scrambled)
  60. The well-defined jobs at McDonald's and their small differences in pay are an example of a(n) ____ internal pay structure.
    A) closely tailored
    B) very competitive
    C) loosely coupled
    D) egalitarian
    C) loosely coupled
    (this multiple choice question has been scrambled)
  61. Egalitarian pay structures have all but which of the following characteristics?
    A) supports equal treatment
    B) few levels
    C) small differentials
    D) supports individual performers
    D) supports individual performers
    (this multiple choice question has been scrambled)
  62. Many levels is to opportunities for promotion as fewer levels is to _____.
    A) competition
    B) cooperation
    C) teams
    D) loose fit
    B) cooperation
    (this multiple choice question has been scrambled)
  63. The need to explain the rationale for compensation choices to employees is consistent with _____ theory.
    A) institutional
    B) marginal productivity
    C) equity
    D) tournament
    C) equity
    (this multiple choice question has been scrambled)
  64. Which theory predicts individual performance will be maximized when the pay differentials between job levels is large?
    A) Marginal productivity
    B) Tournament
    C) Reinforcement theory
    D) Equity
    B) Tournament
    (this multiple choice question has been scrambled)
  65. There is evidence that a relatively poor performing team member's performance will improve under a(n) ____ pay structure.
    A) bureaucratic
    B) loosely-coupled
    C) egalitarian
    D) hierarchical
    C) egalitarian
    (this multiple choice question has been scrambled)
  66. The institution model ____.
    A) refers to firms that copy innovative practices adopted by other organizations
    B) is adopted by high performing, innovative organization
    C) is another name for the bureaucratic model
    D) is a hybrid of the hierarchical and egalitarian models
    A) refers to firms that copy innovative practices adopted by other organizations
    (this multiple choice question has been scrambled)
  67. Which of the following are related to greater performance when the work flow depends on individual contributors?
    A) tournament
    B) institutional
    C) egalitarian
    D) hierarchical
    D) hierarchical
    (this multiple choice question has been scrambled)
  68. The list of tasks, duties, and responsibilities that make up a job is a ______.
    A) job specification
    B) job analysis
    C) job evaluation
    D) job description
    D) job description
    (this multiple choice question has been scrambled)
  69. In the process of creating an internal structure, "assess relative value" is done after ____.
    A) determining what to value
    B) collecting and summarizing job content information
    C) job evaluation
    D) translate into structure
    A) determining what to value
    (this multiple choice question has been scrambled)
  70. Which of the following is an ordering of jobs based on their content or relative value?
    A) Job Structure
    B) Job Evaluation
    C) Job Description
    D) Job Analysis
    A) Job Structure
    (this multiple choice question has been scrambled)
  71. A specific statement of what a worker does on a job is a ____.
    A) task
    B) job element
    C) None of these
    D) task dimension
    A) task
    (this multiple choice question has been scrambled)
  72. A group of tasks performed by one person is a(n) _____.
    A) family
    B) incumbent
    C) position
    D) job
    C) position
    (this multiple choice question has been scrambled)
  73. Engineering, sales, maintenance are examples of _____.
    A) job families
    B) occupations
    C) job dimensions
    D) job groups
    A) job families
    (this multiple choice question has been scrambled)
  74. The heart of job analysis is _____ data.
    A) job identification
    B) job content
    C) tasks and experience
    D) employee knowledge and skills
    B) job content
    (this multiple choice question has been scrambled)
  75. The verification step of the government job analysis method is always conducted with ____.
    A) the HR manager
    B) the supervisor or manager
    C) high-performing employees
    D) all interviewees
    D) all interviewees
    (this multiple choice question has been scrambled)
  76. Typical data collected for job analysis would include all but which of the following?
    A) conflicting work demands
    B) incumbent performance level
    C) job performance criteria
    D) relationships with subordinates
    B) incumbent performance level
    (this multiple choice question has been scrambled)
  77. The Position Analysis Questionnaire analyzes jobs in terms of ____.
    A) job data
    B) duties and responsibilities
    C) employee data
    D) job elements and tasks
    C) employee data
    (this multiple choice question has been scrambled)
  78. The job analysis method that uses information input, work output, job context, and relationships with other persons is ____.
    A) task inventories
    B) PAQ
    C) Job Tasks and Elements Inventory
    D) essential elements
    B) PAQ
    (this multiple choice question has been scrambled)
  79. "Essential elements" refers to
    A) tasks that cannot be reassigned to other workers
    B) tasks that are most important for job success
    C) activities and duties rated critical by management
    D) highly rated tasks in a task inventory
    A) tasks that cannot be reassigned to other workers
    (this multiple choice question has been scrambled)
  80. ADA has led many employers to ____.
    A) modify the format of their job descriptions
    B) give special benefits to disabled employees
    C) use the PAQ
    D) use task inventory job analyses
    A) modify the format of their job descriptions
    (this multiple choice question has been scrambled)
  81. The most common way to collect job information is ____.
    A) the PAQ
    B) ask incumbents to fill out a questionnaire
    C) ask supervisors to fill out a questionnaire
    D) interview incumbents
    B) ask incumbents to fill out a questionnaire
    (this multiple choice question has been scrambled)
  82. An advantage of conventional job analysis interviews and questionnaires is _____.
    A) less time to complete the process
    B) lower cost to the organization
    C) increased employee understanding of the process
    D) reduced subjectivity
    C) increased employee understanding of the process
    (this multiple choice question has been scrambled)
  83. Job analysis is typically conducted by ____.
    A) Supervisors and experienced workers
    B) experienced job incumbents
    C) HR specialist
    D) HR generalists and supervisors
    D) HR generalists and supervisors
    (this multiple choice question has been scrambled)
  84. When job analysis shows managers and employees disagree on parts of a job, what is the best answer?
    A) Collect more data
    B) Refer the problem tot he compensation committee
    C) Use an experienced compensation consultant
    D) Use quantitative job analysis
    A) Collect more data
    (this multiple choice question has been scrambled)
  85. Traditional job analysis has been associated with ____ organizations.
    A) loosely-coupled
    B) global
    C) bureaucratic
    D) matrix
    C) bureaucratic
    (this multiple choice question has been scrambled)
  86. All of the following statements regarding offshoring are true except _____.
    A) Art director and animal scientist jobs are low in susceptibility to offshoring
    B) Labor costs and proximity to customers affect offshoring decisions
    C) Medical transcriptionists and proof-readers are high in susceptibility to offshoring
    D) Offshoring is limited to low-skill jobs
    D) Offshoring is limited to low-skill jobs
    (this multiple choice question has been scrambled)
  87. If several incumbents, supervisors and peers respond in similar ways to job analysis questionnaires, this suggests the results are ____.
    A) acceptable
    B) reliable
    C) valid
    D) convergent
    C) valid
    (this multiple choice question has been scrambled)
  88. Job analysis results are judged useful when they are _____.
    A) cost-effective and valid
    B) reliable, valid and acceptable
    C) acceptable and reliable
    D) reliable and valid
    B) reliable, valid and acceptable
    (this multiple choice question has been scrambled)
  89. All of the following except ______ are bases for judging job analysis.
    A) acceptability
    B) usefulness
    C) currency
    D) cost
    D) cost
    (this multiple choice question has been scrambled)
  90. All of the following is true regarding "compensationitis" except it is _____
    A) a social disease
    B) a way of understanding how different organization values work.
    C) contagious
    D) involves asking strangers about how they are paid
    A) a social disease
    (this multiple choice question has been scrambled)
  91. _____ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.
    A) Job analysis
    B) Job evaluation
    C) Point factor evaluation
    D) Performance evaluation
    B) Job evaluation
    (this multiple choice question has been scrambled)
  92. Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?
    A) External market
    B) Worker performance
    C) Skills required
    D) Organizational culture
    B) Worker performance
    (this multiple choice question has been scrambled)
  93. The assumption that value cannot be determined without reference to the external market is most closely related to which of the following aspects of job evaluation?
    A) External market link
    B) Measurement
    C) Negotiation
    D) Assessment of job content
    A) External market link
    (this multiple choice question has been scrambled)
  94. Exchange value of a job is its ______.
    A) job content value.
    B) external market value.
    C) internal market value.
    D) relative job value.
    B) external market value.
    (this multiple choice question has been scrambled)
  95. Views of job evaluation include all except _____.
    A) External Market Link
    B) Negotiation
    C) Measurement
    D) Legal Mandate
    D) Legal Mandate
    (this multiple choice question has been scrambled)
  96. The beginning of job evaluation is most closely associated with
    A) measurement
    B) legal mandate
    C) negotiation
    D) external market link
    C) negotiation
    (this multiple choice question has been scrambled)
  97. The primary usefulness of job evaluation is:
    A) that it provides the basis to assess competitive strength(s)
    B) that it provides a framework for exchange of views
    C) that it acts as the basis of any bargaining agreement
    D) that it acts as a measurement tool for job performance.
    B) that it provides a framework for exchange of views.
    (this multiple choice question has been scrambled)
  98. The second major decision in job evaluation is to:
    A) choose among alternative approaches
    B) establish purpose of evaluation
    C) obtain involvement of relevant stakeholders
    D) select single or multiple plans
    B) establish purpose of evaluation
    (this multiple choice question has been scrambled)
  99. The first major decision in job evaluation is to:
    A) select single or multiple plans
    B) obtain involvement of relevant stakeholders
    C) choose among alternative approaches
    D) Establish purpose of evaluation
    D) Establish purpose of evaluation
    (this multiple choice question has been scrambled)
  100. Which of the following is not a factor indicating a pay structure is aligned?
    A) Supports organization strategy
    B) Motivates behavior toward organization objectives
    C) Is fair to employees
    D) Fits the external labor market
    D) Fits the external labor market
    (this multiple choice question has been scrambled)
  101. Which of the following is the correct sequence?
    A) Job analysis>Job description>Job evaluation>Pay structure
    B) Job description>Job evaluation>Job structure
    C) Job evaluation>Job description>Job structure
    D) Job description>Job evaluation>Pay structure
    B) Job description>Job evaluation>Job structure
    (this multiple choice question has been scrambled)
  102. By answering the question, "How does this job add value?" job evaluation best:
    A) supports organization strategy.
    B) reduces disputes over pay differences.
    C) motivates behavior toward organizational objectives.
    D) supports work flow.
    A) supports organization strategy.
    (this multiple choice question has been scrambled)
  103. Which of the following is not true of usage of multiple plans versus single job evaluation plans?
    A) Typically, a related group of jobs is used for evaluation.
    B) Many employers design different evaluation plans for different types of work.
    C) A single universal plan is acceptable to employees if the work covered is highly diverse.
    D) Employers rarely evaluate all jobs in the organization at one time.
    C) A single universal plan is acceptable to employees if the work covered is highly diverse.
    (this multiple choice question has been scrambled)
  104. Which of the following is not a characteristic of a benchmark job?
    A) The pay level is the best in the industry.
    B) A reasonable proportion of the work force is employed in this job.
    C) It is not unique to a particular employer.
    D) The content of the job is relatively stable over time.
    A) The pay level is the best in the industry.
    (this multiple choice question has been scrambled)
  105. The breadth of work is likely to be narrowest in: 
    A) a small manufacturing company.
    B) a university.
    C) a hospital.
    D) an executive search firm.
    D) an executive search firm.
    (this multiple choice question has been scrambled)
  106. The number of job evaluation plans an organization uses depends upon the:
    A) depth of work.
    B) number of departments or verticals.
    C) level of detail to make pay decisions.
    D) number of employees.
    C) level of detail to make pay decisions.
    (this multiple choice question has been scrambled)
  107. A small organization is most likely to use _____ for job evaluation.
    A) the point method
    B) ranking method
    C) classification
    D) the Hay plan
    B) ranking method
    (this multiple choice question has been scrambled)
  108. All of the following are advantages of the ranking method of job evaluation except:
    A) the evaluation process is not complex.
    B) the evaluation process is inexpensive.
    C) rankings are easy to defend and justify.
    D) the evaluation process is fast.
    C) rankings are easy to defend and justify.
    (this multiple choice question has been scrambled)
  109. According to a World at Work survey, the primary method of job evaluation is ______
    A) point method
    B) ranking
    C) market pricing
    D) classification
    C) market pricing
    (this multiple choice question has been scrambled)
  110. The job evaluation method that most resembles a bookcase is:
    A) ranking.
    B) point method.
    C) classification.
    D) the Hay plan.
    C) classification.
    (this multiple choice question has been scrambled)
  111. A job description is compared to class descriptions. This describes the ______ method of job evaluation.
    A) Hay Guide Chart-Profile
    B) position analysis questionnaire
    C) point
    D) classification
    D) classification
    (this multiple choice question has been scrambled)
  112. The U.S. federal government's pay structure is based upon ______ job evaluation system.
    A) the Hay plan
    B) a ranking
    C) the point
    D) a classification
    D) a classification
    (this multiple choice question has been scrambled)
  113. The ______ method of job evaluation uses compensable factors.
    A) position analysis questionnaire
    B) classification
    C) ranking
    D) point
    D) point
    (this multiple choice question has been scrambled)
  114. Common characteristics of the point method include all of the following except:
    A) factor weights.
    B) compensable factors.
    C) numerically scaled factor degrees.
    D) benchmark factor classes.
    D) benchmark factor classes.
    (this multiple choice question has been scrambled)
  115. The ______ method of job evaluation is the most commonly used method in the U.S. and Europe.
    A) classification
    B) ranking
    C) point
    D) factor comparison
    C) point
    (this multiple choice question has been scrambled)
  116. In the point method, the second step in designing the plan is to:
    A) prepare job evaluation manual.
    B) conduct job analysis.
    C) scale the factors.
    D) determine compensable factors.
    D) determine compensable factors.
    (this multiple choice question has been scrambled)
  117. _______ are those characteristics in the work that an organization values; that help it pursue its strategy and achieve its objectives.
    A) core competencies
    B) benchmark factors
    C) compensable factors
    D) competitive skills
    C) compensable factors
    (this multiple choice question has been scrambled)
  118. The following statement is an example of ______ of job evaluation. 
    The effectiveness of the majority of the position's decisions can be measured within: 1. One day; 2. One week; 3. One month; 4. Six months; 5. One year; 6. More than one year.

    A) ranking method
    B) classification method
    C) the Hay plan
    D) the point method
    D) the point method
  119. The point method is an example of:
    A) a performance evaluation.
    B) determination of a compensable factor.
    C) weighting a compensable factor.
    D) scaling of a compensable factor.
    D) scaling of a compensable factor.
    (this multiple choice question has been scrambled)
  120. The example, "scaling of a compensable factor," is most likely related to:
    A) level of authority.
    B) responsibility.
    C) decision making.
    D) power.
    C) decision making.
    (this multiple choice question has been scrambled)
  121. The final step in designing a point plan is _____
    A) select compensable factors.
    B) develop online software.
    C) apply to nonbenchmark jobs.
    D) communicate the plan and train users.
    B) develop online software.
    (this multiple choice question has been scrambled)
  122. All the following are true of compensable factors except:
    A) reinforce an organization's culture.
    B) support the business direction.
    C) are common within an industry type.
    D) represent the nature of work.
    C) are common within an industry type.
    (this multiple choice question has been scrambled)
  123. A company changes its strategy to be more "lean" and efficient, which may include some resizing in terms of employee strength. What should the company do about the compensable factor "scope of responsibility" that is measured by the number of subordinates?
    A) Reduce the weight of the factor.
    B) Nothing, since the factor has no effect on strategy.
    C) Remove the factor.
    D) Change the factor name to "depth of responsibility" and measure it the same.
    D) Change the factor name to "depth of responsibility" and measure it the same.
    (this multiple choice question has been scrambled)
  124. The most widely used point method job evaluation is the:
    A) factor comparison plan.
    B) Equal Pay Act generic plan.
    C) position analysis questionnaire plan.
    D) Hay plan.
    D) Hay plan.
    (this multiple choice question has been scrambled)
  125. Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?
    A) Effort
    B) Skill
    C) Working conditions
    D) Knowledge
    D) Knowledge
    (this multiple choice question has been scrambled)
  126. Which of the following compensable factors, generic factors of the Equal Pay Act and National Electric Manufacturers Association (NEMA) is most similar to the Hay plan Factor Know How?
    A) Working conditions
    B) Skill
    C) Responsibility
    D) Effort
    B) Skill
    (this multiple choice question has been scrambled)
  127. Research shows that the compensable factor skill accounts for ______ percent of the variance in job evaluation results.
    A) 90
    B) 70
    C) 42
    D) 55
    A) 90
    (this multiple choice question has been scrambled)
  128. The best single compensable factor for creating a job structure, is:
    A) problem solving.
    B) skill.
    C) accountability.
    D) responsibility.
    B) skill.
    (this multiple choice question has been scrambled)
  129. Research shows that _____ factor(s) account(s) for 98-995 of the variance in job evaluation plans.
    A) one
    B) three
    C) four
    D) two
    B) three
    (this multiple choice question has been scrambled)
  130. Most factor scales have between _____ degrees.
    A) 6-9
    B) 4-8
    C) 3-7
    D) 2-4
    B) 4-8
    (this multiple choice question has been scrambled)
  131. There are 5 jobs in job family A, 7 jobs in job family B, and 6 jobs in job family C. Knowledge is a compensable factor for all job families. How many degrees for knowledge is the minimum for job family B?
    A) 6
    B) 5
    C) 7
    D) 12
    C) 7
    (this multiple choice question has been scrambled)
  132. A compensable factor of effort has a weight 30% and has two sub-factors, physical and mental. Mental has a degree rating of 4. How many points does the mental effort receive?
    A) 60
    B) 40
    C) 120
    D) 45
    A) 60
    (this multiple choice question has been scrambled)
  133. A compensable factor of working conditions has a weight of 15%. If working conditions has a degree rating of 3, how many points does it receive?
    A) 45
    B) 3
    C) 15
    D) 30
    A) 45
    (this multiple choice question has been scrambled)
  134. A compensable factor of effort has a weight of 30% with equal weight for physical and mental subfactors. If physical has a degree rating of 4, how many points does it receive?
    A) regression analysis.
    B) policy capturing.
    C) factor analysis.
    D) committee a priori judgment approach.
    B) policy capturing.
    (this multiple choice question has been scrambled)
  135. Which of the following would not be used as a criterion pay structure?
    A) Union-negotiated rates.
    B) Rates for job held predominantly by males.
    C) Federal government rates based on the minimum wages.
    D) Market rates for current jobs.
    C) Federal government rates based on the minimum wages.
    (this multiple choice question has been scrambled)
  136. _________ typically conduct job evaluation of senior management jobs.
    A) Senior management
    B) External consultant
    C) Compensation manager
    D) Compensation analyst
    C) Compensation manager
    (this multiple choice question has been scrambled)

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