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What do compensation managers use to recognize differences in the relative net worth of jobs and to establish pay differentials based upon management priorities?
Question 1 options:
A company using this competitive strategy seeks to offer a product or service that is completely unique from other competitors in their market segment.
Question 2 options:
This law made it illegal to pay women less for performing equal work as men.
Question 3 options:
Fair Labor Standards Act of 1938
Southwest Airlines uses this competitive strategy by keeping overhead low, thus passing a price advantage on to consumers.
Question 4 options:
Which of the following would be an exle of a non-monetary reward?
Question 5 options:
This term suggests that a loss is likely for the firm, and that the individual will be left with little control.
Question 6 options:
What US federal law established a national minimum wage for employees involved in commerce (rather than just those employed by companies working for the US government), as well as prohibit most employment of minors in oppressive child labor?
Question 7 options:
The Equal Pay Act of 1963
The Family and Medical Leave Act of 1993
The Fair Labor Standards Act of 1938
The Civil Rights Act of 1964
What represents the pay rate differences for jobs and employee contributions of unequal worth to a company?
Question 8 options:
Which of these is a company sponsored program that provides income to workers throughout their retirement?
Question 9 options:
Which of these actions would HR seek to encourage in attempting to create a lowest-cost competitive strategy?
Question 10 options:
High concern for the quantity of output
High concern for the quality of output
An employee long-term focus
Unpredictable employee behavior
Which of the following is NOT a protected characteristic by Title VII of the Civil Rights Act of 1964?
Question 11 options:
This amendment to the US Constitution gives Congress the power to regulate commerce with foreign nations, individual states, and Indian Tribes.
Question 12 options:
The Fourteenth Amendment, Section 1
This provision mandates that federal government agencies take affirmative action in providing jobs for individuals with disabilities?
Question 13 options:
The Government Employee Rights Act of 1991
Intentionally treating women less favorably than men solely based upon their gender would be what form of discrimination?
Question 14 options:
Situational discrimination
What governmental agency enforces the Equal Pay Act of 1963 (in addition to enforcing many other employment discrimination laws)?
Question 15 options:
Which of these was given as a reason why union influence has diminished?
Question 16 options:
Union companies demonstrating lower profits than non-union companies
Foreign automobile manufacturers producing higher quality vehicles
This type of bargaining occurs when unions shift from bargaining for large pay increases to simply bargaining for greater job security.
Question 17 options:
The Americans with Disabilities Act of 1990 (ADA. applies to companies that employ at least how many workers?
Question 18 options:
These types of jobs are subject to the FLSA overtime provisions?
Question 19 options:
Which of the following is NOT a branch of the federal government?
Question 20 options:
This term refers to a difference between the output of a human judgment processes and that of an objective, accurate assessment. This difference could be due to bias, prejudice, or other subjective, extraneous influences.
Question 21 options:
The performance appraisal process
A first-impression effect
The collective bargaining system was established by passage of which federal Act?
Question 22 options:
National Labor Relations Act
National Labor Regulations Act
Union Labor Relations Act
Union Labor Regulations Act
Which comparison system requires the rater to place a specific number of employees into groups that represent the entire range of performances?
Question 23 options:
The critical incident technique
Similar-to-me effects and halo effects are part of which type of rater’s errors?
Question 24 options:
Illegal discriminatory bias
Which of the following is an advantage of seniority pay systems?
Question 25 options:
They encourage employees to continue to increase their skill sets
They help to promote product quality
They reward employees on an objective basis
They reward exemplary performance
This performance appraisal system relies on many appropriate sources of information and works well for team-based work teams.
Question 26 options:
360-degree performance appraisal
Critical incident technique
This performance appraisal system is based on employees and supervisors identifying on-the-job behaviors and behavioral outcomes that distinguish successful from unsuccessful performances.
Question 27 options:
Behavioral observation scales
Critical incident technique
Forced distribution system
Behaviorally anchored rating scales
With these errors, supervisors tend to rate employees’ performances lower than they would be if compared against objective criteria.
Question 28 options:
In 2011, employees were expected to earn average merit increases of what percent?
Question 29 options:
This occurs when a rater generalizes good performance behavior in one aspect of the job to all aspects of the job.
Question 30 options:
Which of the following is true about the level of risk involved with incentive pay?
Question 31 options:
The level of risk depends on the extent to which employees control the attainment of a desired goal.
The level of risk decreases as incentive pay represents a greater proportion of total core compensation.
The level of risk is dependent on subjective performance appraisals.
The level of risk is lower for higher-level employees than those who are lower in the job structure.
Which type of individual incentive plan focuses on accomplishments such as improving attendance or safety records?
Question 32 options:
Behavior encouragement plans
Management incentive plans
The concept that a hard working employee is likely to stay at an incentive pay position is better known as this.
Question 33 options:
This incentive plan uses a value-added formula to measure productivity.
Question 34 options:
This group incentive system was designed to provide employees with financial incentives for increasing customer satisfaction, increasing productivity, lowering costs, or improving safety.
Question 35 options:
Which of the following is true of incentive pay?
Question 36 options:
Incentive pay is considered part of an employee’s fringe compensation.
Award levels are subjective.
The criteria for judging an award tends to be objective, such as quantity produced.
The amount of the award paid for attainment of goals is not communicated in advance.
Profit sharing plans and employee stock option plans are incentives on what level?
Question 37 options:
Which gain sharing program measures productivity physically rather than in terms of dollar savings, and emphasizes the rapid completion of products by employees?
Question 38 options:
Management incentive plan
The general rule of thumb is that short-term company goals last less than how long?
Question 39 options:
This formula for determining the amount available for profit sharing uses a specific percentage of annual profits contingent upon the successful attainment of a specified profit goal.
Question 40 options:
Differed first-dollar-of-profits
Graduated first-dollar-of-profits
Fluctuating first-dollar-of-profits
Fixed first-dollar-of-profits
This term refers to the degree to which the job enables the employee to work on it from start to finish.
Question 41 options:
Employees would need to learn these types of skills in order to develop self-managed work teams.
Question 42 options:
This term reflects an approach to job design that results in the development of more intrinsically motivating and interesting work.
Question 43 options:
This type of pay system rewards employees for successfully acquiring new job-related knowledge.
Question 44 options:
Which pay model promotes learning and skills development for a wide variety of jobs from different job families?
Question 45 options:
Which company emphasizes globalization, product services, and six sigma quality improvements for corporate growth? This company also offers a renowned two-year global program for high potential HR professionals that includes the opportunity for cross-functional experience.
Question 46 options:
In this pay-for-knowledge model, employees are rewarded for increasing their skills within a single job family, even if the skills do NOT build on each other.
Question 47 options:
Which of the following is a main reason for the increased costs associated with pay-for-knowledge programs?
Question 48 options:
This term refers to the degree to which the job requires the person to do different tasks that involves the use of a number of different skills, abilities, and talents.
Question 49 options:
What is one of the main differences between a skill blocks model and a stair-step model?
Question 50 options:
The skill blocks model only emphasizes horizontal skills.
Stair-step models do not apply to jobs within the same family.
Employees do not progress to more complex jobs in the stair-step model.
The stair-step model addresses depth, while the skill blocks model emphasizes both horizontal and vertical skills.
Market-based job evaluation uses which method to collect data to determine prevailing pay rates?
Question 51 options:
These indicate the name of each job within a company’s job structure.
Question 52 options:
These are the salient job characteristics that are the general basis for job evaluations and are used to establish relative pay rates.
Question 53 options:
This clearly defines the relative value of each job among all jobs within a company.
Question 54 options:
Intra-organizational job markers
Internally consistent compensation system
Market comparison standards
Generalized work activities
Which of the following are the four “universal compensable factors?”
Question 55 options:
cognitive ability, effort, skill, and responsibility
skill, effort, responsibility, and working conditions
skill, effort, cognitive ability, and working conditions
cognitive ability, effort, responsibility, and working conditions
This overview concisely summarizes the job with two to four descriptive statements.
Question 56 options:
What source is generally able to provide the most extensive and detailed information about how job duties are performed?
Question 57 options:
This evaluation method uses quantitative methods to assign numerical values to compensable factors that describe jobs.
Question 58 options:
A job analysis method is this if it yields the kind of information that it was designed to provide and accurately assesses each job’s duties.
Question 59 options:
In the job analysis process this term represents a group of positions that are identical with respect to their major tasks.
Question 60 options:
Explain the job characteristics theory. How does it tie in with intrinsic compensation?
Question 61 options:
Compare and contrast the various multi skill-based pay systems – the stair-step model, the skill blocks model, the job-point accrual model, and the cross-departmental model.
Question 62 options:
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