Chapter 9

Herzberg's Two Factor theory

. __________________ theory contends that success-sharing will be motivating but at-risk plans will be de-motivating.

Selection, Recruitment, Training

The ability triangle includes _____.

distributive justice

The amount of fairness given to employees refers to _____.

a wide range of rewards beyond just money

The corporate performance of Yellow Corp. is fairly stable. However, it is difficult to measure individual performance. In this case, the most effective compensation mix is to offer _____.

objectives, measures, eligibility, and funding.

The key to designing a pay-for-performance system rests on standards. Specifically, managers need to be concerned about the:

ability

The most obvious sorting factor is _____.

Culture, Compensation, Performance Management

The motivation triangle includes _____.

1.5%

There is evidence that every 10 percent increase in the bonus paid to employees by a firm yields a _____ percent increase in ROA to the firm.

higher turnover among high performers

When a company moves from an individual incentive plan to a group incentive plan, the company is most likely to experience _____.

a large base pay and low-incentive pay

When an organization's performance has frequent highs and lows, but individual performance is fairly stable, and performance measures are clear, the most effective compensation mix is to offer _____.

a base pay with low incentives and a variety of rewards

When an organization's performance has regular and large swings and individual performance is unclear and hard to measure, the most effective compensation mix is to offer _____.

Maslow's Theory and Herzberg's Theory

When developing a flexible compensation system, which theory or theories would be most useful?

Monetary rewards with large incentives

When employee performance is easily measured and the organization's performance is fairly stable over time, the most effective type of compensation is to offer _____.

Monetary rewards with large incentives

When employee performance is easily measured and the organization's performance is fairly stable over time, the most effective type of compensation is to offer ________________.

A variety of rewards with significant incentive pay

When employee performance measures are ambiguous and vary from time to time, but the organization's performance is fairly stable over time, the most effective type of compensation is to offer _____.

Maslow's Need Theory

When identifying, what is important to employees, which theory would be most useful?

high turnover among high performers

When moving from an individual to a group incentive plan, you would expect ____________________.

poor performers

When pay is based on individual performance, turnover tends to be highest among _____.

Equity Theory

When salary increases are based on inputs, or performance, companies are following:

Control

Which among the following components of a reward system is a dimension of empowerment?

a strong commitment to job security

Which of the following best supports a culture of flexibility and innovation?

Reinforcement Theory

Which of the following focuses on increasing the frequency of desired behaviors and decreasing the frequency of undesired behaviors through environmental consequences?

True Statements: More companies are using pay based upon individual group and organizational performance Workers with higher security needs may accept lower pay for higher wage security Workers may need higher pay to stay and perform in an at-risk company

Which of the following is NOT true?

An employee leaving a high-paying job for one that provides more work-life balance.

Which of the following is an example of the sorting effect in action?

Expectancy Theory

Which of the following theories states that people choose the behavior that leads to the greatest reward?

Merit Bonus

_____ is an individual level form of performance pay.

Instrumentality

_____ is employees' beliefs that requisite job performance will be rewarded by the organization

Valence

_____ is the value employees attach to the organization rewards offered for satisfactory job performance.

Agency

_____ theory argues that performance-based pay is the optimal compensation choice for complex jobs, where monitoring employee performance is difficult

Herzberg's Two-Factor Theory

_____ theory states that success-sharing plans will be motivating, whereas at-risk plans will be demotivating.

Agency Theory

____________ theory argues that performance-based pay is best for complex jobs where monitoring employee performance is difficult.

Expectancy Theory

_________________ theory contends that we choose to do those things that we believe are most likely to lead to desired rewards.

an acceptable appraisal system

A key factor in increasing trust in top management is ________________.

A large, decentralized organization with little performance-based pay *Basically, person wants to be able to hide

A person with low self-esteem is likely to seek _____.

a large, decentralized organization with little performance-based pay

A person with low self-esteem is likely to seek ________________.

lump-sum bonus

A(n) ___________________ requires annually "re-earning" the added pay.

Equity Theory

According to _____ theory, relative pay is important as employees evaluate their pay-effort balance in comparison to other employees.

the perceived probability that a specified level of behavior will receive a specific level of reward

According to expectancy theory, the instrumentality is:

degree to which an outcome is desired

According to expectancy theory, the valence of an outcome is the:

Important Factors: Changes in cost of living Pay at market rate Seniority Example of "Not one of the most important factors: ---Team-based pay---

According to research, which of the following is NOT one of the most important factors for employees influencing their pay systems?

Do Require: Success-sharing Merit Bonuses Profit-Sharing Plans Example of an "Except": --cost-of-living increases--

All of the following EXCEPT _____ require periodically re-earning the added pay

performance

Available evidence indicates managers believe the most important factor for pay increases is _____.

sorting Effect

Company X pays for performance. Allan, an employee of the company, is not in favor of this reward system and, therefore, leaves Company X in search of another company with different rules for getting rewards. This is an example of the:

sorting effect.

Company X pays for performance. Allan, an employee of the company, is not in favor of this reward system, and therefore, leaves Company X in search of another company with different rules for getting rewards. This is an example of the:

Should reinforce attracting and hiring good employees Should reinforce encouraging skill development Should reinforce motivating high job performance *Doesn't try to keep turnover to nearly 0*

Compensation should reinforce all but which of the following behaviors?

Maslow's Theory

In ___________________ theory, incentive pay is motivating if it helps an employee gain a sense of achievement, recognition or approval.

20%

Most experts agree that employees do not begin to consider changing their behaviors unless payouts are at least _____ percent higher.