Final Exam Quiz Questions
Why don't employers share pay info with employees?
All of the above
In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?
An assembly line job that involves tightening its on an engine
Best appraisal format in terms of legal defensibility:
BARS
When a job involves very routine, mechanistic tasks, most appropriate appraisal format:
BARS
Changes in prices of goods and services in product and service markets:
CPI
Which of the following is a factor to control in order to management labor costs in a simple labor cost model?
Employment
_______ is a variable pay plan where payout depends not on company level performance such as labor cost saving, but rather on performance at some subunit, plant of facility.
Gain sharing
In the context of evolution formats, which of the following is true of the alternation ranking method?
It recognizes that raters are better at ranking people at extreme ends of the distribution
Rating format with lowest rating errors:
MBO management by objectives
In the context of the performance evaluation process, which of the following ensures that raters are motivated to rate accurately?
Making sure that the mangers are graded on how well they utilize and develop Human Resources
Which of the following motivational theories states that performance based payments work best when they closely following performance?
Reinforcement theory
Which is not part of the analysis?
SWAT
Which of the following statements is true regarding rater training?
Training to reduce halo errors and improve accuracy has been most successful
In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals, the most appropriate rating format is:
a standard rating scale
purpose of equity incentive programs such as restricted stock or stock option is:
align employee goals with goals of the shareholders
Factors transforming in business:
all of the factors
Total compensation or total rewards typically refers to:
base-pay, incentive pay and employee benefits
Replacing merit grids with....
bonuses
Which type of pay would finanically heathy businesses use?
bonuses and profit sharing
_______, designed for employees or managers, explain compl policies and practices.
communication portals
The amount of fairness, in the case amount of pay given to employees refers to:
distributive justice
advantage of team incentives:
effective in stimulating ideas and problem solving
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:
emphasis on monetary rewards and large-incentive component
_______ is a platform used for employees to manage their information.
employee self-service
According to ____ theory, relative pay is important as employees evaluates the adequacy of their pay via comparisons with other employees.
equity
advantage of gain sharing plans:
increase employees knowledge of the business
negative outcome of MGMT by objectives method:
increase in performance pressure and stress
most common form of outcome-based appraisal:
management by objectives MBO
______ is a reward that recognizes outstanding past performance.
merit pay
This is true about merit pay:
merit programs commonly designed to pay different amounts depending on level of performance
Changes in the wages in the labor market:
pay surveys
disadvantages of gain sharing plan:
payouts can occur even if a company's financial performance is poor
Major criticism of standard rating scales:
raters have different definitions of scale levels
paying above the max:
red circle rates
A major advantage of force headcount
reduction in benefit costs
A compa-ratio reflects:
relationship of the avg actual salary in each range in the midpoint of the range
_____ have indirect pay -performance links and require employees to put up money to exercise grants.
stock option plans
______ theory of motivation states that employee motivation is the production of instrumentality and valence
the expectancy
Deming's major argument regarding performance appraisals:
the work situation is major determinant of performance
Leaving the organization:
turnover effect
True about merit bonuses:
viewed less of an entitlement
