MGT 461 Exam 1 (1-4)
Need for laws and regulation:
- balance of power - protection of employees - protection of employers
Factors of an internal pay structures:
1. the number of levels of work 2. the pay differentials between the levels (pay differences among levels) 3. the criteria or bases used to determine those levels and differentials
Limitations of Markov Analysis
1. with small sample sizes, there can be substantial differences in the values of transition probabilities even though the numerators used are not that different 2. Does not detect multiple moves by employees 3. Must have meaningful job categories/levels 4. Transition probabilities reflect only gross
Which of the following statements regarding allowing employees a choice in their pay mix is NOT true? Allowing employees their choice is difficult to manage Allowing employees their choice is easy for competitor companies to imitate Providing unlimited choices for employees to choose from is difficult to design Providing too many choices can confuse people
Allowing employees their choice is easy for competitor companies to imitate
Cash compensation that an employer pays for the work performed
Base Wage
Contrast the essential differences between the best-fit and best- practices perspectives?
Best-fit tries to align pay decisions with the organizations strategies and values, fit with the environment, business strategy and pay plan. The better the fit, the greater the competitive advantage. Best-Practices can be applied universally across situations. Can result in better performance with almost any business strategy. Hard to identify/pin-point what practices are truly the best practices.
When job analysis shows that managers and employees disagree on parts of a job, the best answer is to collect more data. use quantitative job analysis. refer the problem to the compensation committee. use an experienced compensation consultant
Collect more data
All forms of financial returns and tangible services and benefits employees receive as part of an employment relationship
Compensation
Concentration of women or minorities in certain job categories
Concentration statistics
_____ refers to the work performed in a job and how it gets done and _____ refers to the work of the work
Content, value
Discuss some potential problems with downsizing as an organization's first response to a need to cut labor costs.
Downsizing can have significants costs such as severance pays, early retirement packages, harming employee morale, a loss of critical employees.
Organization factors that shape internal pay structures include all BUT which of the following? Technology Cost implications HR policy Economic pressures
Economic pressures
Which of the following policy decisions directly affects employees' attitudes and work behaviors? Employee contributions Internal alignment External competitiveness Management
Employee Contributions
Incentives and merit guidelines are techniques of the _____ policy of the pay model. internal alignment external competitiveness employee contributions management of the pay system
Employee contributions
Factors that influence internal pay structures:
External factors: economic pressures, stakeholders Organization factors: strategy, HR policy, human capital Internal structure: levels, differentials, criteria
Since unions represent such a small fraction of the labor force, their influence on pay decisions is insignificant
False
T/F: Base wage reflects both the value of the work and individual employee skills and experience.
False
T/F: Exchange value is always higher than use value.
False
T/F: Greater pay dispersion is related to lower turnover among executives.
False
T/F: In a high-performance system, pay strategy always plays a lead role
False
T/F: In a high-performance system, pay strategy always plays a lead role.
False
T/F: In the context of work-related internal structure, job-based and person-based structures use similar methods but have different purposes.
False
T/F: Pay structure refers to the array of pay rates for different work or skills between competing companies.
False
T/F: Pay structures are immune to changes in external factors such as skill shortages.
False
T/F: Recent research shows that different jobs, such as computer programmer and first-line supervisor, have significantly different ratings of importance and job requirements across countries.
False
T/F: Reducing the number of job titles in a pay structure tends to raise morale and reduce turnover.
False
T/F: The PAQ measures jobs in terms of seven factors that are specific to each job.
False
T/F: The content of a job refers to the worth of the job and its relative contribution to the organization's objectives.
False
T/F:In a high-performance system, pay strategy always plays a lead role.
False
Significant differences in selection rates between groups
Flow statistics
Which of the following statements is NOT true? The effect of performance incentives depends on the context. Embedding compensation strategy in HR strategy affects results. Focusing only on one dimension of the pay strategy is a best practice. The effect of paying more than competitors depends on the context.
Focusing only on one dimension of the pay strategy is a best practice.
The degree to which pay influences individual and aggregate motivation among the employees we have at any point in time.
Incentive effect
Must be reared each pay period, pay increases to performance
Incentives
Often called internal equity, refers to the pay relationships among different jobs/skills/competencies within a single organization
Internal alignment
Whole Foods' shared-fate philosophy of limiting executive salaries to no more than 19 times the average pay of full-time employees is an example of which strategic pay decision? External competitiveness Employee contributions Corporate responsibility Internal alignment
Internal alignment
Why is internal alignment an important policy in a strategic perspective of compensation?
Internal alignment can motivate employee behavior.
Which of the following statements about reliability of job analysis is true? It is a measure of the practicality of the information collected. It reflects whether there is a convergence of results among sources of data and methods. It is a necessary condition for validity. It is a sufficient condition for validity.
It is a necessary condition for validity.
Would it better to first identify task dimensions and then create specific task statements for each dimension, or should task statements be identified first and then used to create task dimensions?
It is better to identify task statements and then create the task dimensions. These task statements can help guide the remainder of the job requirements build the task dimensions.
Ch. 1: Why is it important for the organization to view all components of staffing (recruitment, selection, and employment) from the perspective of the job applicant?
It's important for organizations to consider the the candidate experience, because not only are the companies interviewing the candidates, but the candidates are interview the companies to gauge whether they would like working for them too.
Summary reports that identify, define and describe the job as it is actually performed
Job Description
Which of the following is NOT true? Greater pay dispersion is related to higher turnover among executives. Egalitarian structures are a better fit for executive groups that need to work closely as a team. Large raises with a promotion decreases effort and increases absenteeism. Employees judge the fairness of their pay structure by making multiple pay comparisons.
Large raises with a promotion decreases effort and increases absenteeism
Must know all of the job stability, promotion, transfer, demotion, and exit rates for an internal labor market before we can forecast future availabilities
Markov Analysis
Paid in lump sum and do not become part of the base pay
Merit Bonuses
given as increments to base pay and are based on performance
Merit Increases
Why are decisions about job categories and levels so critical to the conduct and results of HRP?
Must be meaningful to the organization for purposes of both forecasting and action planning.
A good source of generic job descriptions is
O*NET
Refers to the array of pay rates for different work or skills within a single organization. The number of levels, the differentials in pay between the levels, and the criteria used to determine those differences describe the structure
Pay Structure
Align characteristics of individuals with job s in ways that will result in desired HR outcomes. - Jobs are characterized by their requirements, and embedded rewards. - Individuals are characterized by their level of qualifications and motivation.
Person/Job match
Egalitarian pay structures have all BUT which of the following characteristics? Few levels Small differentials Support equal treatment Prefer individual performance over team performance
Prefer individual performance over team performance
Hierarchical pay structures have all BUT which of the following characteristics? Support a close fit with the organization Prefer team performance over individual performance Many levels Based upon the job or person
Prefer team performance over individual performance
Most unions prefer which of the following? Small pay differences among jobs and seniority-based promotions Large pay differences among jobs and seniority-based promotions Large pay differences among jobs and performance-based promotions Equal pay raises for employees
Small pay differences among jobs and seniority-based promotions
A specific statement of what a worker does on a job is known as a(n) _____. appraisal task position job structure
Task
How should task statements be written, and what sorts of problems might you encounter in asking a job incumbent to write these statements?
Task statements should be written with specific action verbs and describe what the employee does and what is produced out of this. They should also include what equipment, materials, tools and procedures should be used. Asking job incumbents to write these could be problematic as each incumbent might do their job differently.
Common bases for modern pay structures include all BUT which of the following? The content of the work The skills and knowledge required to perform the work The extent of external competitiveness and equity The work's relative value for achieving organizational objectives
The extent of external competitiveness and equity
Why is each of the four situational factors necessary for establishing a claim of disparate treatment?
They are necessary to prove a charge of discrimination.
Are more transactional (cash, merit, incentives, cost of living adjustments, indirectly benefits
Total compensation returns
Ch. 14: Which of the costs and benefits of voluntary turnover are most likely to vary according to type of job?
Training costs will vary highly on what type of job it is. For example, manufacturing positions are easier to train than typically an office role. A benefit that will be highly variable is the replacement of the employee is a better performer, this could be true in some instances, but in other instances could also be wrong.
Which of the following programs introduced by Congress includes restrictions on executive pay that are designed to discourage executives from taking "unnecessary and excessive risks"? Corporate Welfare Program Employee Welfare Program Troubled Asset Relief Program Corporate Liability Relief Program
Troubled Asset Relief Program
T/F: A potential problem in egalitarian pay structures is that high-performing employees may feel underpaid and quit
True
T/F: Although three separate compensation strategies may be identified, many companies use a combination of all three.
True
T/F: An increasingly common method of conducting job analysis is quantitative job analysis, which is conducted on a website.
True
T/F: Both skills and competencies can be used as the basis for developing an internal structure.
True
T/F: How an organization positions its total compensation against its competitors is part of external competitiveness strategic choices.
True
T/F: In a virtuous circle, a pay-for-performance strategy results in the improvement of performance.
True
T/F: Labor unions support small pay differentials.
True
T/F: Most U.S. firms use merit pay increases.
True
T/F: Most firms do not have generic strategies but use a blend of cost and innovation
True
T/F: Objectives guide the design of pay systems and provide the standards for evaluating their effectiveness.
True
T/F: Pay systems should fit well with other HR systems.
True
T/F: Pension and health benefits are a very large component of total compensation for many large companies such as American Airlines and GM.
True
T/F:A compensation strategy should reflect an organization's values.
True
_____ _____ reflects the value of goods or services an employee produces in a job and _____ ____ is whatever wage the employer and employee agree on for a job.
Use Value, exchange value
Marginal productivity theory argues that employers pay _____. use value exchange value surplus value differential value
Use value
Downward momentum, continuous difficulties. Pay for performance is essentially nonexistent, risk-return imbalance, organization performance decreasing. It is hard for companies to get out of this
Vicious Circle
Types of turnover:
Voluntary (the employee quits) and involuntary (the organization forces the employee out)
Refers to the process by which goods and services are delivered to the customer
Work flow
The verification step of the government's job analysis method is always conducted with _____. only the HR manager all the interviewees together either the supervisor or the manager only the high-performing employees
all the interviewees together
If a person with a disability can perform the essential elements of a job, it is assumed they
can perform the job
By far the most prevalent form of them employment relationship is that of _____-_____.
employer-employee
According to the government's procedures of the job analysis process, the first interview should be conducted with the _____. first-level supervisor chief executive officer HR manager incumbent's co-workers
first-level supervisor
The alignment test is difficult to imitate. is the most difficult test. helps ensure passing the differentiation test. becomes difficult if the differentiation test is not clear.
helps ensure passing the differentiation test.
External factors are dominant influences on jobs filled via: demotions. promotions. transferring employees. hiring graduates.
hiring graduates
Essential functions - fundamental job duties of a position the individual with a disability
holds or desires
Flexible-generic job descriptions would most likely be used with a(n) _____ strategy. innovator customer-focused differentiated cost-cutter
innovator
Issues of transparency, technology, and choice are most closely associated with the _____ aspect of mapping a total compensation strategy. objectives management employee contributions internal alignment
management
Gina announces that she would lose her job as her company is considering to offshore her job to another country. In this case, Gina is most likely to be working in a job that requires her to: devise advertising campaigns for his or her company. curate art pieces in a museum. promote the image of his company to the public. manually fix typos in a document
manually fix typos in a document
Managers seek internal alignment within their organization by: matching the competitors' pay rates. following FLSA guidelines. using fair merit increases. paying on the basis of similarities among jobs.
paying on the basis of similarities among jobs.
James says, "I don't trust the way the company determines pay rates in my department." If James feels this way despite being happy with his current salary, he is most likely concerned about _____. procedural justice distributive justice internal equity external equity
procedural justice
Jane works as a copy editor at TreeTime Inc. She receives an e-mail from the human resources department with a link to a questionnaire that asks her to rate the necessary attributes required for her job. In this scenario, the approach used by TreeTime is characterized as: quantitative job analysis. objective job analysis. conventional job analysis. paired-comparison job analysis.
quantitative job analysis.
Incentives do not permanently increase labor costs because: they rely on a subjective rating of performance. they are given based on the past performances of the employees. they increase the base wage. they are one-time payments.
they are one-time payments.
The most common way to collect job information is _____. to interview incumbents to ask incumbents to fill out a questionnaire to ask supervisors to fill out a questionnaire to observe the person at work and take notes when on what is being done
to ask incumbents to fill out a questionnaire
Among employers that provide health insurance, the cost to provide family coverage per year per employee is approximately _____. $4,000 $9,000 $16,000 $22,000
$16,000
Are some of the 13 strategic staffing decisions more important than others? If so, which ones? Why?
- General KSAOs over specific if the workforce is rapidly growing. - Exceptional quality vs. acceptable so that organizations can stock up on superior employees. - Active or Passive diversity: active pushers believe it is legally and morally right. Passive pushers believe it takes time and planning.
Major federal EEO/AA Laws are as follows:
- Title VII of the Civil Rights Act - Age Discrimination in Employment act - Americans with Disabilities Act - Genetic information Nondiscrimination Act - Rehabilitation Act - Executive order 11246
Sources of laws and regulations:
- common law - constitutional law - statutory laws - agencies
Characteristics of an independent contractor:
- not legally considered an employee - no tax withholdings, payments or benefit obligations - possess a high degree of skill - working without supervision or oversight from the employer
Two most important internal influences on the planning process:
- organization's strategy - organization's culture
Three major sources of external influence on HR and staffing planning:
- product market conditions - labor markets - technology
Organizational ethics seek to do the following:
- raise ethical expectations - legitimize dialogue about ethical issues - encourage ethical decision making - prevent misconduct and provide a basis for enforcement
Statistical techniques to be used in HR planning:
- regression analysis - ratio analysis - tend analysis - time series analysis - stochastic analysis
Characteristics of Temporary Employees:
- remain on the payroll of the staffing agency, not the employer - treated in a nondiscriminatory manner
Characteristics of Unpaid interns/Trainees
- training must be similar to that given in school - training experience benefits the intern - does not displace another person and works under close supervision - employer does not gain an immediate advantage from the trainee's activities - not entitled to a job - employer and employee must understand it is unpaid
In employment contracts, employers have certain legal responsibilities such as:
- withholding employee payroll taxes - required to pay taxes (i.e. unemployment) - covered under the myriad laws and regulations governing the employment relationship - liable for the acts of its employees during employment
What are the four policy issues in the pay model? What purpose do the objectives in the pay model serve?
1. Internal alignment (comparisons among jobs or skill levels inside a single organization) 2. External competitiveness (pay comparisons with competitors) 3. Employee contributions (directly affects employees' attitudes and work behaviors, pay mix) 4. Management of the pay system (ensuring that the right people get the right pay for achieving the right objectives in the right way)
Pay model has three basic building blocks:
1. compensation objectives (efficiency, fairness, ethics, and compliance with laws and regulations) 2. Policies that form the foundation of the compensation system 3. techniques that make up the compensation system
HRP process involves four sequential steps:
1. determine future HR requirements 2. determine future HR availabilitites 3. Reconcile requirements and availabilities, determine gaps (shortages and surpluses) between the two 4. Develop action plans to close the projected gaps
Recent surveys show that, on average, an outstanding performer receives a _____ merit increase, an average performer a _____ merit increase, and a poor performer a 0.4% merit increase. 10.5%; 7% 8.4%; 5.2% 6.7%; 4.2% 4.4%; 2.8%
4.4%; 2.8%
HR systems will be most effective when roles are designed to allow employees to be involved in decisions and have an opportunity to make an impact, when employee ability is developed through selective hiring and training and development, and when the compensation system motivates employees to act on their abilities and take advantage of the opportunity to make a difference.
AMO Theory/Logic A= ability M = motivation O = Opportunity
What are the advantages and disadvantages of doing succession planning for all levels of management instead of just top management?
Advantages of succession planning include that employee replacements will be readily available and that promotions can boost employee morales. Disadvantages include time consuming and managers have to make tough and honest decisions
Why should an organization seek to retain employees with performance or discipline problems? Why not just fire them?
By choosing to retain employees with performance or discipline problems, this lowers a companies discharge turnover. This can have the benefit of reducing the disruption for managers and the work unit and allow the employee the opportunity to correct themselves.
Discharge costs and benefits:
Costs: - Financial costs - Other: grievances, damage to labor - Replacement costs and training costs Benefits: - departure of low value employee - high-value replacement employee probability - reduced disruption - improve performance and disciplinary skills
Voluntary Costs and Benefits:
Costs: - Financial costs: HR staff time - temporary coverage - Replacement costs: orientation time - Training Costs Benefits: - New KSAO and motivations - opportunity to reconstruct work unit - savings from not replacing the employee
Downsizing costs and benefits:
Costs: - financial costs: severance pay, early retirement packages, accrued paid time off - other costs: shareholder value, loss of critical employees, threat to morale Benefits: - lower payroll and benefits costs - increased production and staffing flexibility - ability to relocate facilities - improved promotion and transfer opportunities for stayers
Organization factors that shape internal pay structures include all BUT which of the following? Strategy Human capital Cultures and customs Employee acceptance
Cultures and customs
Job analysis needs to have validity, reliability, _____ and _____.
Currency, usefulness
The effect of employment practices, rather than the motive. Must have direct evidence
Disparate impact
Involve allegations of intentional discrimination in which the employer knowingly and deliberately discriminated against people on the basis of specific characteristics such as race or sex.
Disparate treatment
How do differing perspectives affect our views of compensation?
Everyone has their own ideas of what compensation is based off of what is important to them. For some, total compensation returns are the most important and would view compensation as direct pay for the work put it, benefits, etc. Whereas to other relations returns are what is important to them and they would view training and additional learning as compensation as well.
T/F: The degree to which pay influences individual and aggregate motivation among employees is called the sorting effect.
False
T/F: The institutional model states that it is best to wait for other organizations to adopt innovative practices and then copy those practices.
False
T/F:Research on the effects of pay level shows that how employees are paid has no effect on the performance of the employees.
False
The process of forecasting the organization's future employment needs and then developing action plans and programs for fulfilling these needs in ways that align with the staffing strategy.
HR Planning
Which of the following is NOT included in a strategy map? External competitiveness Management HR alignment Employee contributions
HR alignment
These days, job analysis is typically performed by
HR generalist and supervisors
Would it be desirable to hire people only according to the person/organization match, ignoring the person/job match?
It is more desirable to hire first off of a person/job match. This will allow the nature of employment relationship to be specified and agreed to in concrete terms. Once the terms of employment/expectations have been established, then one can look for person/organization match.
A list of KSAOs necessary to perform the job is a
Job specification
____-____ ____ relies on the work content - tasks, behaviors, responsibilities and ____-____ ____ shifts the focus to the employee (skills, knowledge, or competencies the employee possesses
Job-based structure; person-based structure
Knowledge, skills, abilities, and other characteristics
KSAOs
1. Assess total compensation implications 2. Map a total compensation strategy 3. Implement strategy 4. Reassess
Key steps in formulating a total compensation strategy
Which of the following is NOT true? Greater pay dispersion is related to higher turnover among executives. Egalitarian structures are a better fit for executive groups that need to work closely as a team. Large raises with a promotion decreases effort and increases absenteeism. Employees judge the fairness of their pay structure by making multiple pay comparisons.
Large raises with a promotion decreases effort and increases absenteeism.
Which of the following companies is taking efforts to improve the work/life balance of its employees? MH Corp. increases the number of paid holidays given to its senior employees. Kay Corp. increases the transport allowance for its employees by 10 percent. Haywire Corp. allows its employees to buy company stocks at a reduced price of $30 per share. Halo Corp. increases the variable pay for its employees.
MH Corp. increases the number of paid holidays given to its senior employees.
Which of the following is given as an increment to the base pay in recognition of past work behavior? Base pay Long-term incentive Merit pay Short-term incentive
Merit pay
One of the more readily accessible sources for generic job descriptions is the _____. Bureau of National Affairs Department of Labor O*NET Dictionary of Occupational Titles
O*NET
The role non-HR managers play in making pay decisions is called _____. ownership transparency technology decentralized decision-making
Ownership
Staffing organizations requires attention to both the numbers (_____) and the types (_____) of people brought in and retained by the organization.
Quantity, Quality
Learning opportunities, status, challenging work are psychological
Relational returns
Focuses on identifying individual employés who will be considered for promotion and thoroughly assessing their current capabilities and deficiencies
Replacement planning
Different types of pay strategies may cause different types of people to apply to and stay with an organization
Sorting effect
Underutilization of women or minorities relative to their availability in the relevant population
Stock Statistics
Which of the following is often the largest component in an executive pay package? Base pay Stock options Merit pay Perks
Stock options
What are the limitations of disparate impact statistics as indicators of potential staffing discrimination?
Stock, concentration and flow statistics
Staffing Levels: - acquire or develop talent - Hire yourself or outsource - External or internal hiring - core or flexible workforce - hire or retain - national or global - attract or relocate - overstaff or understaff - short- or long-term focus Staffing Quality: - Person/Job or Person/Organization Match - *Specific or General KSAOs - *Exceptional or acceptable workforce quality - *Active or passive diversity
Strategic Staffing Decisions
Focuses on those compensation choices that help the organization gain and sustain competitive advantage
Strategic perspective
Refers to the fundamental directions that an organization chooses
Strategy
What is a "just wage" doctrine? Can you think of any present-day applications?
Supported the existing class structure. An effort to end the economic and social chaos resulting from the death of one-third of the population from plague. Pressures from global competitors plus an aging workforce have made an age-based pay structure very expensive. Causing some employers to shift older employees to lower-paying business units, emphasizing performance and downplaying seniority.
T/F: The content and value of work are the most common bases for determining internal structures.
True
T/F: The level at which an analysis begins affects whether the work is similar or dissimilar
True
T/F: The verification process of job analysis is conducted with both the supervisor and the job incumbents.
True
T/F: Traditional job analysis that makes fine distinctions among levels of jobs has been accused of reinforcing rigidity in organizations.
True
Upward momentum, continuous improvement. Pay for performance is there, risk-return balance is good, ownership culture and organization performance increasing
Virtuous Circle
Which of the following is NOT a question to ask for determining if research has value? Is the research useful? Can alternative explanations be ruled out? Was the research conducted by PhD researchers? Is correlation separated from causation?
Was the research conducted by PhD researchers?
A measure of how changes in one variable are related to changes in another variable is the: standard deviation analysis of variance correlation coefficient mean deviation
correlation coefficient
All of the following EXCEPT _____ are bases for judging job analysis. currency acceptability cost usefulness
cost
Broadly, we gather data related to the job and data related to the
employee
For ADA, the job analysis must specify tasks that cannot be reassigned to other workers, or
essential elements
What are ways to gauge employees reasons for leaving:
exit interviews, post-exit surveys, employee satisfaction surveys
Compensation policy choices that affect the pay level relative to other companies are most closely associated with the _____ aspect of the pay model. internal alignment external competitiveness employee contributions pay system management
external competitiveness
The degree to which pay influences individual and aggregate motivation among employees at any point in time is referred to as a(n): sorting effect. incentive effect. turnover effect. directional effect.
incentive effect.
Robert, the CEO of GameTrack Corp., wants to restructure the pay plan without increasing the labor costs in the long run. He is most likely to achieve this, while retaining his top employees, by: increasing base pay and decreasing variable pay. increasing incentive pay and decreasing base pay. hiring more employees and reducing the marginal product output requirements. providing across-the-board increases on a monthly basis.
increasing incentive pay and decreasing base pay.
What is meant by reconciliation, and how can it be useful as an input to staffing planning?
involves coming to grips with projected gaps and the likely reasons for them. They can be useful to respond to forecasting results for the organizational unit and pinpoint areas to focus.
A set of identical positions makes a _____. procedure task title job
job
Identical positions make up a
job
Systematic process to collect info that identifies similarities and differences in work is called
job analysis
systematic process to collect info that identifies similarities and differences in the work is called
job analysis
Job analysis results in which 2 basic products?
job description and job specification
Two main products result from job analysis, they are:
job description and job specification
Broadly similar jobs combine into a
job family
One of the reasons why 8 in 10 of the uninsured in the United States are from working families is that _____. many larger employers do not offer health insurance as it does not guarantee an increase in productivity levels health insurance is more costly for larger employers many small employers are much less likely than larger employers to offer health insurance to their employees most workers decline health insurance when offered by their employers
many small employers are much less likely than larger employers to offer health insurance to their employees
In mapping a total compensation strategy, the question of how important compensation is in the overall HR strategy is part of _____. objectives internal alignment external competitiveness corporate responsibility
objectives
Trying to measure an ROI for any compensation strategy implies that it is possible to align and differentiate and still fail to add value. people are "human capital," similar to other factors of production. adding value is the most difficult test. value created as a result of costs is difficult to specify.
people are "human capital," similar to other factors of production.
A group of tasks performed by one person is known as a
position
A specific statement of what a worker does on a job is known as a(n) _____. appraisal task position job structure
task
Job analysis usually collects info about specific behaviors or
task
Specific terminology is used to differentiate between the smallest ____ to the largest ____.
task, job family
Job analysis smallest to largest
task, position, job, job family
The parable of the vineyard owner and the compensation paid to the laborers illustrated: the payment to the laborers according to their productivity. the payment to the laborers based upon the content of the job. the payment to the laborers based upon the hours of work. the ignorance of the owner toward the content of work.
the ignorance of the owner toward the content of work.
Marginal productivity theory argues that employers pay _____. use value exchange value surplus value differential value
use value