MGT 308 Quiz #9

According to research, which of the following is NOT one of the most important factors for employees influencing their pay systems? a. Team-based pay b. Changes in cost of living c. Pay at market rate d. Seniority

a. Team-based pay

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 _____. a. a base pay with low incentives and a variety of rewards b. monetary rewards with large incentives c. a large base pay and low-incentive pay d. a wide range of rewards and significant incentives

a. a base pay with low incentives and a variety of rewards

According to the _____ theory, relative pay is important as employees evaluate their pay-effort balance in comparison to other employees. a. equity b. expectancy c. agency d. reinforcement

a. equity

When a company moves from an individual incentive plan to a group incentive plan, the company is most likely to experience _____. a. higher turnover among high performers b. an increase in instrumentality c. higher turnover among poor performers d. an increase in perceived equity

a. higher turnover among high performers

Grabhouse Inc. is experiencing an increase in turnover rates of its top employees. Upon consulting with its managers for the reasons for this increase, Grabhouse finds that employees are uneasy with the current pay mix as it involves too many risky elements. In order to make its pay mix less risky, Grabhouse needs to: a. increase the base pay component of its pay mix. b. introduce a profit-sharing plan to its pay mix. c. introduce a risk-sharing plan to its pay mix. d. increase the merit bonus component of its pay mix.

a. increase the base pay component of its pay mix.

When pay is based on individual performance, turnover tends to be highest among _____. a. poor performers b. good performers c. single women with children d. ethnic minorities

a. poor performers

Which of the following theories states that people choose the behavior that leads to the greatest reward? a. Maslow's need theory b. Expectancy theory c. Herzberg's two-factor theory d. Goal-setting theory

b. Expectancy theory

Droppiece Inc. is a company that provides more performance-based pay and less base pay than its competitors. Who among the following is most likely to join Droppiece? a. George, a recently married man who wants a stable income b. Stella, a recent college graduate who loves to take on a challenge c. Mark, a musician who wants to supplement his income d. Sara, a senior citizen who wants a job only to keep herself busy

b. Stella, a recent college graduate who loves to take on a challenge

_____ theory argues that performance-based pay is the optimal compensation choice for complex jobs, where monitoring employee performance is difficult. a. Reinforcement b. Goal-setting c. Agency d. Expectancy

c. Agency

_____ is employees' beliefs that requisite job performance will be rewarded by the organization. a. Valence b. Expectancy c. Instrumentality d. Utility

c. Instrumentality

When identifying what is important to employees, which theory would be most useful? a. Expectancy theory b. Equity theory c. Maslow's need theory d. Agency theory

c. Maslow's need theory

_____ is an individual level form of performance pay. a. Risk sharing b. Gain sharing c. Merit bonus d. Success sharing

c. Merit bonus

_____ is the value employees attach to the organization rewards offered for satisfactory job performance. a. Equity b. Instrumentality c. Valence d. Reinforcement

c. Valence

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: a. design effect. b. compensation effect. c. sorting effect. d. incentive effect.

c. sorting effect.

Which of the following is NOT true? a. More companies are using pay systems based upon individual, group, and organization performance. b. Workers with high security needs may accept lower pay if they come in a package that is stable. c. Workers may need higher pay to stay and perform in a company that uses at-risk pay plan. d. Companies are moving back to entitlement-oriented pay to reduce turnover.

d. Companies are moving back to entitlement-oriented pay to reduce turnover.

A person with low self-esteem is likely to seek _____. a. a small, hierarchical organization with pay plans based upon individual performance b. a flat organization with a significant amount of pay based upon performance c. a small organization with large benefits based on group performance d. a large, decentralized organization with little performance-based pay

d. a large, decentralized organization with little performance-based pay

All of the following EXCEPT _____ require periodically re-earning the added pay. a. success-sharing plans b. merit bonuses c. profit-sharing plans d. cost-of-living increases

d. cost-of-living increases

The amount of fairness given to employees refers to _____. a. total justice b. quantitative justice c. procedural justice d. distributive justice

d. distributive justice

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. a large base pay and low-incentive pay b. a variety of rewards in addition to base pay c. a variety of rewards with significant incentive pay d. monetary rewards with large incentives

d. monetary rewards with large incentives

Available evidence indicates managers believe the most important factor for pay increases is _____. a. experience b. nature of the job c. seniority d. performance

d. performance