MGT 461 Final Exam

Union employees in the public sector earn, on average, about _____ more than their nonunion counterparts. 40 percent 5 percent 14 percent 22 percent

22 percent

Almost _____ percent of the companies offering child care assistance to employees also offer elder care assistance. 10 30 50 90

50

_____ curve expresses the relationship between years since last degree, performance, and salary. The Phillips The marginal productivity A tenure A maturity

A maturity

____ is movement through the wage ranges where seniority is specified as the basis of the movement. Length-of-stay progression Automatic progression Merit differential Performance differential

Automatic progression

_____ is movement through the wage ranges where seniority is specified as the basis of the movement. Length-of-stay progression Automatic progression Merit differential Performance differential

Automatic progression

Which of the following is NOT one of the clauses relating to the benefits employers can provide executives? Benefit plans must cover 80 percent of employees. Benefit plans must be determinable. Benefit plans must meet specific vesting requirements. Average value of benefits for low-paid employees must be at least 90 percent of that for highly paid employees.

Average value of benefits for low-paid employees must be at least 90 percent of that for highly paid employees.

In which of the following situations would the engineering jobs be most likely treated as a special compensation group? Mechanical engineers employed by a large city corporation Computer engineers employed at a software firm Biomolecular engineers employed at a farm equipment manufacturer Acoustical engineers at a waste disposal company

Computer engineers employed at a software firm

Which of the following plans gives employees part ownership in the company? ESOPs Pay-for-knowledge plans Gain-sharing plans Profit-sharing plans

ESOPs

Which of the following is NOT a reason for companies to hire contingent workers? Contingent workers help save costs. Employees who accept the idea of bounded careers view contingent status as part of a fast-track developmental sequence. Such employment offers added flexibility to employers. Companies hire contingent workers as a way to insulate themselves in a volatile economy.

Employees who accept the idea of bounded careers view contingent status as part of a fast-track developmental sequence.

Which of the following is true of hiring LCNs? Companies incur relocation expenses and other substantial expenses associated with the use of LCNs. Companies have to be concerned about LCNs' adapting to the local culture. Only rarely do organizations decide that hiring LCNs is appropriate. Employment of LCNs satisfies nationalistic demands for hiring locals.

Employment of LCNs satisfies nationalistic demands for hiring locals.

Which of the following is the most popular executive perk offered by most companies? Executive physicals Payment of club dues Family spousal travel Corporate housing

Executive physicals

Which of the following is NOT a reason for the recent decline in the use of stock options in executive pay? There has been a growing pressure to expense stock options in annual reports. In a falling market, stock options are underwater—the market price is below the exercise price. Financial Accounting Standard Number 313 raises the cost of using stock options. Stock options do not pay for executive performance.

Financial Accounting Standard Number 313 raises the cost of using stock options.

Which of the following is NOT one of the popular explanations for the decline of union memberships? Workers do not view unions as a solution to their problems. Management resistance to unions has increased. The intensity of union organizing efforts has become less. Growing industries are most heavily unionized, while declining industries are less so.

Growing industries are most heavily unionized, while declining industries are less so.

_____ is designed to lessen an employer's ability to deny coverage to an employee for a preexisting condition. COBRA OSHA HIPPA FMLA

HIPPA

Which of the following is NOT true of the tariff agreements in Germany? Small organizations use them as guidelines. Managerial jobs are covered by the agreements. Job evaluation methods are part of the agreements. Tariff agreements are different for each industrial sector.

Managerial jobs are covered by the agreements.

Maxford Corp. offers full vesting after two years. However, it does not offer portability of pension to its employees. Which of the following statements is true in this scenario? Employees of Maxford will receive 20 percent of their pension if they quit after one year. Maxford does not have to provide vested benefits to employees who quit before six months. Employees of Maxford who quit can have their pension benefits transferred to the new employer. Maxford does not have to provide vested benefits if employees quit of their own volition after two years.

Maxford does not have to provide vested benefits to employees who quit before six months.

Which of the following is true regarding a gain-sharing plan? It prevents union members from sharing the wealth. It creates difficulty in maintaining employment levels in marginal organizations. It becomes ineffective when union members participate in plan development. Not all unions would be in favor of this type of plan.

Not all unions would be in favor of this type of plan

Which of the following is a reason for unions opposing gain-sharing plans? Reduced job security Decreased peer pressure to perform Decreased feeling of achievement or contributing to the organization Reduced need for jobs due to increased productivity

Reduced need for jobs due to increased productivity

_____ relieve an employer's liability when a pre-employment injury combines with a work-related injury to produce a disability greater than that caused by the latter alone. Collateral funds Second-injury funds Insolvency funds Pre-employment funds

Second-injury funds

Which of the following benefits is a federally administered program? Workers' compensation Social Security Job security Occupational Safety and Health Act

Social Security

_____ is an example of a country with a highly decentralized approach to pay setting with higher wage flexibility. Sweden Germany Belgium The United States of America

United States

Leah, the CEO of SteadyResults Corp., feels that she is underpaid, so she hires a compensation consultant to survey actual competitors of the company. According to agency theory, if SteadyResults performs poorly, her salary will most likely: remain the same as CEO salary is based only on performance. be withheld and paid at a later date as the company is doing poorly. be increased in order to retain her. remain the same as the company is doing poorly.

be increased in order to retain her

Increased global competition has caused unions to: demand higher base wages than their international counterparts. become more receptive to alternate reward systems that link pay to performance. accept less variable pay in exchange for higher base pay. demand increases in product prices to cover for increased wage costs.

become more receptive to alternate reward systems that link pay to performance.

_____ sets salaries according to the home-country system and simply offers employees lump sums of money to offset differences in standards of living. The modified balance sheet approach The localization approach The cafeteria approach The balance sheet approach

cafeteria approach

Which of the following is a factor determining base pay in the Japanese traditional national system? Job evaluation Career category Market pricing Specific job title

career category

An employer experiencing high turnover and seeking to reduce pension cost is likely to prefer: full vesting after three years. full vesting after six years. full vesting after seven years. partial vesting after two years.

full vesting after three years.

Basically a phenomenon of the union sector, two-tier wage structures differentiate pay based upon the _____. type of work hiring date place of work length of contract, if applicable

hiring date

The rising costs of Social Security have been covered by: increases in the maximum earnings base and the rate at which that base is taxed. reduction in Social Security benefits by providing market-driven options. progressive reduction in the coverage. welfare grants and annual supplements from Congress.

increases in the maximum earnings base and the rate at which that base is taxed.

A deferred wage increase _____. specifies that wages will be renegotiated at a specified time specifies that such nonwage items as pension and benefits will be renegotiated under certain conditions is negotiated at the time of initial contract negotiations with the timing and amount specified in the contract involves periodic adjustments based typically on changes in the consumer price index

is negotiated at the time of initial contract negotiations with the timing and amount specified in the contract

An Indian citizen working for a Japanese company in India is a _____. foreign country national third-country national parent-country national local country national

local country national

The _____ component of executive compensation has grown the most since 2012. long-term incentives bonus short-term incentives base salary

long-term incentives

_____ are one-time cash payments to employees that are not added to an employee's base wages. Relational returns Merit increases Lump-sum awards Cost-of-living increases

lump-sum rewards

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____. managerial accountability democratic accountability managerial autonomy managerial liability

managerial autonomy

Bonuses paid in Japan are _____. additional pay equivalent to two weeks of annual salary typically paid once a year not an expectable additional payment not necessarily related to performance

not necessarily related to performance

For the past 10 years, a stable _____ of all major collective bargaining agreements in the private sector have contained a provision for lump-sum payouts. three-fourths one-half one-quarter one-third

one-third

A Japanese citizen working for Toyota in Georgetown, Kentucky, is a _____. host-country national third-country national parent-country national local country national

parent-country national

If improved account retention became a major focus of attention, the performance measure stressed would be _____. gross margin on sales or price per unit percentage account erosion a volume measure a customer satisfaction index

percentage account erosion

A(n) _____ awards cash or stock if specific goals are achieved. nonqualified stock option incentive stock option restricted stock plan performance share plan

performance share plan

A(n) _____ awards cash or stock that is determined by an increase in stock price at a fixed future date. phantom stock plan incentive stock option restricted stock plan nonqualified stock option

phantom stock plan

A _____ plan is a hybrid health plan combining the benefits of HMO and _____. point-of-service; preferred provider organization POS; Blue Cross managed care; POS consolidated health; PPO

point-of-service; preferred provider organization POS; Blue Cross

Nonqualified stock options require _____. purchase of stock at a stipulated price, not conforming with the Internal Revenue Code cash or stock award to be determined by an increase in stock price at a fixed future date cash or stock award to be determined by an increase in stock price during any time chosen in the option period grant of stock at a reduced price with the condition that it may not be sold before a specified date

purchase of stock at a stipulated price, not conforming with the Internal Revenue Code

When designing a sales compensation plan, it should be kept in mind that: salespeople rank recognition as their number-one motivator. salespeople under an incentive system will view customer service as an imposition. compensation systems are independent of the nature of a product or service. commissions for sales volume reduces the incentive to sell.

salespeople under an incentive system will view customer service as an imposition.

Which of the following countries has the highest number of people in the workforce belonging to unions? Japan Sweden Italy South Korea

sweden

The phenomenon where the nonunion management continues to enjoy the freedom from union "interference" in decision making, and the workers receive the rewards already obtained by their unionized counterparts is known as _____. automatic progression the spillover effect experience differential the equal mirror effect

the spillover effect

A Korean citizen working for Toshiba, a Japanese company, in Canada is a _____. host-country national third-country national parent-country national local country national

third country national

Wage adjustments in multiyear contracts may be specified through all of the following ways EXCEPT _____. cost-of-living adjustments deferred wage increases reopener clauses turnover clauses

turnover clauses

For an employee to gain lifetime coverage under Social Security, they must have worked for _____ quarters during which they were covered by the Act. 20 30 40 10

40

Which of the following is NOT true of expatriates? 68 percent of expatriates do not know what their jobs will be when they return home. Only five percent of expatriates believe their company values their overseas experience. 11 percent are promoted when they return. 49 percent of U.S. expatriates are women.

49 percent of U.S. expatriates are women.

The differential between supervisors' base pay and their highest paid subordinate is typically _____ percent. 0 to 5 5 to 30 30 to 50 50 to 90

5 to 30

Today, _____ percent of the workers participate in the pension plan coverage provided by their employers. 98 12 28 53

53

Data from WellPoint Inc shows that _____ percent of its 29 million customers account for over 60 percent of its medical costs. 7 17 27 37

7

Research indicates that the presence of a union adds about _____ to employee benefits. 5 to 15 percent 20 to 25 percent 30 to 40 percent 50 percent

30 to 40 percent

Today, top executive pay is more than _____ times the pay of the average worker. 1,500 2,000 900 300

300

Steve has a small company with 12 employees. One of his employees, Larry, has been laid off because his work has been outsourced. Larry had health coverage through Steve's company and wants to continue that coverage. According to COBRA, how long can Larry continue his coverage through Steve's company after being laid off? 36 months 24 months 18 months 0 months

0 months

Some level of dental coverage is provided by about _____ percent of all employers with above 500 employees. 30 60 11 85

60

What the difference between normal ceos and the ceo of Tesla

CEOs normally get a base salary, incentives, stock options, etc. Elon Musk is now being paid based on the performance of the Tesla company as a whole. Once Tesla hits a certain goal, then he gets paid a certain amount. If they don't hit the goal, he won't get paid for the year.

Which of the following types of workers are generally NOT covered by workers' compensation? State government employees Private sector employees Railroad workers Farm workers

Farm workers

What's do you think of pay secrecy and transparency

I believe that people should be comfortable with sharing their pay with others. I know it can be a sensitive topic, especially if you are being paid less than someone who is doing the same job as you. But you have to think if they are more qualified, have more experience, took more pay as opposed to other benefits, etc. I personally would be very comfortable with sharing my pay with my peers. I think that being more transparent with pay can improve the productivity of the workplace. People are going to want to work harder knowing that someone else makes more than them so they want to be able to get to that level of pay. Without the pay transparency, people may think that they are being underpaid. If we open the door to transparency, then we are able to ensure to employees that we are in fact being fair and they are not being under paid.

Which of the following is a reason for unions favoring gain-sharing plans? Increased peer pressure to perform Increased involvement with job activities Increased flexibility in moving employees quickly into high-demand areas Increased clarity in bonus calculations

Increased involvement with job activities

Which of the following is the most likely reason for most unions to insist on group-based performance measures with equal payouts to members? It enables employees to learn new skills. It cuts down on strife and internal quarrels. It encourages individual differences. It causes a leniency effect.

It cuts down on strife and internal quarrels.

Which of the following statements is true of the localization approach to expatriate compensation? It is more expensive than the balance sheet approach regardless of the location. It ties salary to the host country's salary scales. It ties salary to the home country's salary scales. It ensures that the expatriate's pay is equalized without the need for relocation bonuses.

It ties salary to the host country's salary scales.

Jacob, an 18-year-old, has been working at HoldVille Corp. for over a year. If HoldVille offers full vesting after one year, which of the following statements is true? Jacob is eligible for full pension as he has worked for over a year at HoldVille. Jacob is not eligible for pension as he is not over 21. Jacob is eligible for 20 percent of his pension if he has dependents. Jacob is not eligible for a pension if he quits of his own volition.

Jacob is not eligible for pension as he is not over 21.

Which of the following statements about evolution and change in the traditional German model is true? Nearly one in 10 German adults owns stock. High birth rates are pushing up the costs of the social support system. A relatively flexible labor market means that employers are finding it easier to move to other EU countries. Many of the changes in Germany are the result of global competitive pressures and technological changes.

Many of the changes in Germany are the result of global competitive pressures and technological changes

Michael was laid off by his company owing to budget cuts. Before being laid off, he earned $1,000 per week. If he has been receiving unemployment insurance benefits for 26 weeks, which of the following statements is true in this scenario? Michael can continue to avail unemployment benefits for another 26 weeks. Michael is eligible for $1,000 per week if he can show that he has been earnestly searching for jobs. Michael is no longer eligible for unemployment benefits. Michael will now only be eligible for 20 percent of his previous income as unemployment benefits.

Michael is no longer eligible for unemployment benefits

MayFly Inc., a firm headquartered in Paris, France, sends one of its employees to Frankfurt, Germany and Barcelona, Spain to manage its operations in these cities. The employee would be required to alternate between the two cities every six months. Mayfly offers only a moving expense on top of the base pay as the employee would be moving only within the European Union countries. Which of the following approaches to expatriate compensation is exemplified in this situation? Modified balance sheet approach Localization approach Local plus approach Lump-sum/cafeteria approach

Modified balance sheet approach

NaxWell Corp. sells a smart wristband that, apart from monitoring heart rate and blood pressure, also reminds users to stand and walk every half hour. As part of its promotional efforts, a celebrity starts wearing the wristband, thereby increasing its popularity and ease of sale. Which of the following is most likely to happen? NaxWell will set lower sales targets for its employees. NaxWell is likely to increase base salaries and decrease incentives. NaxWell is likely to lower its executive compensation in order to increase stock price. NaxWell will hire only contingent workers.

NaxWell is likely to increase base salaries and decrease incentives.

Which of the following is NOT a benefit that is required by statutory law? Workers' compensation Social Security Pension and retirement benefits Unemployment compensation

Pension and retirement benefits

The CEO of BoardCom Inc., James, negotiates a new union contract with the union leader. If James wants to reduce expenses and keep the union happy, which of the following suggestions is most likely to be helpful? Introduce merit increases based on individual-based performance. Provide lump-sum awards in exchange for merit pay increases. Introduce a gain-sharing plan that substitutes wages. Provide a 20 percent increase to base wages.

Provide lump-sum awards in exchange for merit pay increases.

Which of the following statements about ownership and financial markets is true? In the United States, corporate ownership and access to capital is far more concentrated than in most other countries. Ninety percent of American households own stock in companies either directly or indirectly through mutual funds and pension funds. Recent tax law changes in many countries have made stock options more attractive, but limited ownership of many companies remains the rule. Large conglomerates in Germany link performance bonuses to increased shareholder value as it is the most effective pay system.

Recent tax law changes in many countries have made stock options more attractive, but limited ownership of many companies remains the rule.

Jennifer is hurt at work while driving a forklift. Her employer claims that she was injured as a result of her careless driving, and therefore she is not eligible for workers' compensation. What will be the outcome of the employer's challenge to her worker's compensation claim? She will likely receive workers' compensation benefits. She will get nothing. Jennifer and her employer will share the blame and split the costs. The employer has the final word in determining Jennifer's eligibility.

She will likely receive workers' compensation benefits.

Which of the following statements regarding unions is NOT true? Union membership has fallen from approximately 20 percent to 11 percent since 1983. Unions peaked in the 1950s and 1960s. Since 1997, there has been a consistent 2 percent annual decrease in certification elections decided in favor of unionization. Since 1997, the number of union certification elections for firms has declined.

Since 1997, there has been a consistent 2 percent annual decrease in certification elections decided in favor of unionization.

Which of the following statements about single rates is true? Single rates are usually specified for workers within a particular job classification. Single-rate agreements differentiate wages on the basis of seniority. Single rates are only specified for workers employed by a firm in different geographic areas. Single-rate agreements differentiate wages on the basis of merit

Single rates are usually specified for workers within a particular job classification.

Which of the following is a feature of defined contribution plans? They are faster to vest than defined benefit plans. They are characterized by high contribution rates. They are less portable than defined benefit plans. They are fully funded by employers.

They are faster to vest than defined benefit plans.

KayLeaf Inc. wants to set up a unit in China. To facilitate this, it sends its manager to China to gather information. Which of the following is most likely to be a suggestion from its manager? Use a hierarchical pay structure as there is high power distance in China. Use individual spot awards rather than stock options in the pay mix as the people in China have a long-term orientation. Use incentives linked to individual performance as China has a collectivistic culture. Have a rigid structure as the people in China have the highest level of uncertainty avoidance.

Use a hierarchical pay structure as there is high power distance in China.

What is the first question that should be asked when determining the amount of retirement income an employer should provide? Should Social Security payments be factored in when considering the level of income an employee should have during retirement? How should seniority be factored into the payout formula? What level of retirement compensation would the employer like to set as a target, expressed in relation to pre-retirement earnings? Should other postretirement income sources be integrated with the pension payment?

What level of retirement compensation would the employer like to set as a target, expressed in relation to pre-retirement earnings?

Which of the following involves periodic adjustments based typically on changes in the consumer price index? A COLA clause A deferred wage increase A reopener clause An annual improvement adjustment

a COLA clause

The most common approach to motivating executives to make decisions that are in the best interests of stockholders is _____. high base salaries with few bonuses average base salaries with significant firm performance bonuses a long-term incentive plan using stock options average base salary with performance-based perks

a long-term incentive plan using stock options

A useful tool for determining the true worth of an entire executive compensation package is _____. the program evaluation and review technique (PERT) a tally sheet a Gantt chart the graphical evaluation and review technique (GERT)

a tally sheet

In a _____ plan, an employer agrees to provide a specific level of retirement pension, which is expressed as either a fixed dollar or a percentage-of-earnings amount that may vary (increase) with years of seniority in the company. defined benefit noncontributory benefit 401(k) shared benefit

defined benefit

With gain-sharing plans, the most common union strategy is to _____. delay taking a stand until real benefits are more apparent be very enthusiastic have direct opposition to the plans as soon as they are suggested by the management have no concern for the plans

delay taking a stand until real benefits are more apparent

In recent years, some firms have tried to deal with the plateau effect and also accommodate the different career motivations of mature scientists and engineers through a(n) _____. ndividual-career ladder alternative career path military-style career ladder dual-career ladder

dual-career ladder

In the majority of the states, unemployment insurance is financed exclusively by: joint contributions by employee unions. the philanthropy of co-workers. federal, state, and employee contributions. employers that pay federal and state unemployment insurance.

employers that pay federal and state unemployment insurance.

In the negotiation stage of a multiyear wage contract, Mark, the manager of SifCo Corp., specifies that changes will be made to the wage based on the changes in the consumer price index and mentions the effective dates of adjustment. Which of the following types of clauses has Mark introduced in the contract? Halo clause Spillover clause Escalator clause Reopener clause

escalator clause

A(n) _____ approach to compensation involves designing a total pay system at headquarters and applying it globally. delayered inpatriate localizer exporter

exporter

Contingent workers receive _____ benefits than regular workers; contingent workers' benefits cost _____ for employers than it does for regular workers. more; less fewer; more more; more fewer; less

fewer; less

Popular stereotypes of salespeople characterize them as being heavily motivated by _____. financial compensation personal growth and job security recognition and appreciation promotional opportunities

financial compensation

The largest gains in wages for public sector employees are reported for _____. teachers' unions firefighters telecommunication unions postal services

firefighters

A recent article analyzing the results from over 100 executive pay studies shows that the best predictor of executive pay, by far, is _____. firm size the number of insiders on the board of directors the industry in which the firm operates firm performance

firm size

An employee who changes jobs four or more times during his or her career will likely receive a pension approximately _____ as that of an employee whose working career is spent with one employer, assuming that both employees have the same starting salary and receive annual increases equal to inflation rate. twice as large the same size one-fourth the size half the size

half the size

According to Hofstede's cultural dimensions, in Malaysia and Mexico, where there is high power distance, _____ pay structures are appropriate. equitable hierarchical egalitarian parallel

hierarchical

At the time it is granted, which of the following has no tax implications for an executive? Phantom stock plans Incentive stock options Stock appreciation rights Performance share/unit plans

incentive stock options

Hannah is the CEO of JF Corp., a steel manufacturing company. She finds that the market is exhibiting the signs of a maturing market. She wants to revise the compensation package for her sales employee to adapt to the changing market conditions. In this case, Hannah is most likely to: increase base pay. provide a commission-based incentive plan. provide incentives based on new customer generation. include a significant incentive component.

increase base pay

Pay-for-knowledge plans do all of the following EXCEPT _____. make employees less expendable to their firms increase the probability of work being subcontracted out to nonunion organizations make each individual employee more valuable pay employees more for learning a variety of different jobs or skills

increase the probability of work being subcontracted out to nonunion organizations

The biggest trend in supervisory pay centers on _____. increased use of variable pay payment of wages that equal subordinate pay paying a wage that is above the highest paid superior payment of higher wages without benefits

increased use of variable pay

Which of the following actions is most likely to be favored by unions? Increasing the pricing of products to cover for increases in wages Substituting wages with gain-sharing plans Making each individual worker more expendable to the firm Introducing lump-sum awards

introducing lump sum awards

The base salary plus incentives for expatriates is usually determined by _____. job evaluation market pay competitors' pay level in the host country international pay schedules

job evaluation

When compared to the impact of unions during periods of strong economies, the impact of unions during periods of higher unemployment is _____. unknown the same smaller larger

larger

Traditionally, Japan's employment relationships were supported by _____. lifetime security within the company performance-based pay systems alone centralized unions representing workers across several companies within an industry performance-based promotion systems alone

lifetime security within the company

A health maintenance organization (HMO) pulls together a group of providers willing to provide services at an agreed upon rate in exchange for employers: limiting employees to these providers for health services. paying 30 percent of employee salary to the HMO. laying off all contingent workers who are not eligible for insurance. providing free child care assistance to employees.

limiting employees to these providers for health services.

Working through a temporary-help agency usually means: high recognition for the work done. lower work stress in comparison to permanent employees. higher benefits in comparison to permanent employees. low pay in administrative or day labor positions.

low pay in administrative or day labor positions.

Annual bonuses often play a major role in executive compensation and are primarily designed to _____. motivate better short-term performance reduce overtime pay decrease pay differentials between supervisors and subordinates increase employee turnover

motivate better short-term performance

In the comparison of the pay systems of two well-known Japanese companies Toyota and Toshiba, Toyota _____. places greater emphasis on external market rates places lesser emphasis on individual-based merit pay uses far more levels in its structure places lesser emphasis on individual-based performance pay

places greater emphasis on external market rates

In Japan, internal alignment based on _____ is far more important than other factors. skills jobs accountabilities seniority

seniority

The _____ theory argues that executive pay rises to maintain the same relative relationship with the salaries of lower-level employees. economic approach team production social comparison agency

social comparison

When taxes are deducted from employees' earnings up to the same amount of taxes they would pay had they remained in their home country, it is known as _____. expat tax tax equalization compensatory tax tax protection

tax equilization

With easily sold products: companies prefer a more aggressive sales force. the base compensation tends to be more important. the incentives provided in the form of commissions tend to be more important. companies tend to set lower sales targets.

the base compensation tends to be more important

KYZ Inc., a U.S. firm, sends its manager, Ryan, to London to manage its operations there. Ryan's salary is still based on the U.S pay system, however KYZ offers him a lump-sum payment to offset the additional standards-of-living expense in London. In this case, which of the following approaches to expatriate compensation is used by KYZ? The cafeteria approach The localization approach The local plus approach The balance sheet approach

the cafeteria approach

Individualism is _____. the degree to which people are supposed to look after themselves or remain integrated into groups, usually around the family the distribution of emotional roles between the genders the extent to which a culture programs individuals to accept delayed gratification of their emotional needs the extent to which a culture programs individuals to feel either uncomfortable or comfortable in unstructured situations

the degree to which people are supposed to look after themselves or remain integrated into groups, usually around the family

Uncertainty avoidance is _____. the distribution of emotional roles between the genders the extent to which a culture programs its members to accept delayed gratification of their material needs the extent to which the less powerful members of organizations accept and expect that power is distributed unequally the extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations

the extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations

MaxTrain Corp. recognizes that its competitor GlasWell Corp., which is unionized, offers higher wages and benefits. To avoid unionization demands from its workers, MaxTrain decides to offer the same wages and benefits to its employees as GlasWell. Which of the following phenomena is exemplified in this case? The sorting effect The halo effect The leniency effect The spillover effect

the spillover effect

Executives, supervisors, and sales staff often receive special compensation treatment because _____. these jobs face conflicting demands these jobs are exempt under FLSA recruitment and retention are always difficult for these jobs these jobs are covered under the Sarbanes-Oxley Act

these jobs face conflicting demands

Roughly _____ of all employees have access to paid life insurance. three-fourths half one-third a quarter

three-fourths

In a(n) _____ pay plan, a contract is negotiated which specifies that employees hired after a given target date will receive lower wages than their higher-seniority peers working on the same or similar jobs. skill-based efficiency-based one-tier two-tier

two-tier

A study of unions in 114 companies concluded that _____. the impact of unions on wages is lesser during recession the union-nonunion gap is the greatest during strong economies unions make a difference in wages across all studies and time periods unions are not responsible for any differences in wages

unions make a difference in wages across all studies and time periods

All of the following EXCEPT _____ would be considered a special compensation group. sales staff contingent workers unpaid interns professional employees

unpaid interns

Slow growth and competition has led Japanese companies to use more performance-based pay. focus on maintaining lifetime employment rather than long-time employment. switch over to seniority-based pay. offer benefits such as gyms, dating services, and exotic vacations.

use more performance based pay