saint HRA562 midterm exam 2017

Question 1 (1 point) Question 1 Unsaved

This type of pay is often given to employees upon involuntary termination, and in some cases also includes continued medical insurance under the company’s policy.

Question 1 options:

Sympathy pay

Continued employment pay

Resignation pay

Severance pay

Save

Question 2 (1 point) Question 2 Unsaved

These describe the terms of employment that are set between management and union bargaining representatives.

Question 2 options:

Collective bargaining agreements

Joint employment agreements

Employee relationship agreements

Workplace requisite agreements

Save

Question 3 (1 point) Question 3 Unsaved

This strategic human resource concept allows employees to work the hours that are most suitable to them in order to meet both their personal and business needs.

Question 3 options:

Flextime

Reward time

Free time

Personal time

Save

Question 4 (1 point) Question 4 Unsaved

What is type of pay system rewards employees for partially or completely attaining a predetermined work objective?

Question 4 options:

Incentive pay

Seniority pay

Merit pay

Skill-based pay

Save

Question 5 (1 point) Question 5 Unsaved

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 5 options:

The Civil Rights Act of 1964

The Equal Pay Act of 1963

The Family and Medical Leave Act of 1993

The Fair Labor Standards Act of 1938

Save

Question 6 (1 point) Question 6 Unsaved

What are responsible for guiding the activities of a particular company in the market?

Question 6 options:

Tactical decisions

Strategic decisions

Informative decisions

Worker majority decisions

Save

Question 7 (1 point) Question 7 Unsaved

Which of the following would be an example of a non-monetary reward?

Question 7 options:

All of the above

Vacations

Medical insurance

Day care assistance

Save

Question 8 (1 point) Question 8 Unsaved

What is the primary factor that will prevent companies from growing in the next decade?

Question 8 options:

Caps on executive pay in some organizations

Increased government regulations

The inability to attract and retain employees

Increased global competition

Save

Question 9 (1 point) Question 9 Unsaved

This is a way in which companies often trim their payroll responsibilities by encouraging higher paid workers with more seniority to voluntarily leave the company earlier than previously planned.

Question 9 options:

Early retirement programs

Resignation plans

Employee expenditure plans

Severance plans

Save

Question 10 (1 point) Question 10 Unsaved

This group is directly involved in producing goods and delivering services for a company.

Question 10 options:

Executives

Line employees

Managers

Staff employee

sQuestion 11 (1 point) Question 11 Unsaved

What governmental agency enforces the Equal Pay Act of 1963 (in addition to enforcing many other employment discrimination laws)?

Question 11 options:

EEOC

ATF

WWE

NAACP

Save

Question 12 (1 point) Question 12 Unsaved

This law makes it illegal to discriminate against people with physical and mental disabilities both within and outside employment settings, including public transportation, public accommodations, and employment.

Question 12 options:

Americans with Disabilities Act of 1990

Executive Order 11246

The Older Workers Benefit Protection Act

The Civil Rights Act of 1991

Save

Question 13 (1 point) Question 13 Unsaved

This amendment to the US Constitution gives Congress the power to regulate commerce with foreign nations, individual states, and Indian Tribes.

Question 13 options:

The Fifth Amendment

The First Amendment

The Fourteenth Amendment, Section 1

Article I, Section 8

Save

Question 14 (1 point) Question 14 Unsaved

A policy that applies to all company employees, but unintentionally hurts a protected group disproportionately would be what form of discrimination?

Question 14 options:

Disparate impact

Disparate treatment

Situational discrimination

Disparate causality

Save

Question 15 (1 point) Question 15 Unsaved

This act strengthened the Equal Pay Act of 1963 by now requiring employers to show that pay disparities are job related rather than sex-based. This act also prohibits employers from retaliating against employees who share their salary information.

Question 15 options:

The Davis Act

The Age Discrimination in Employment Act of 1967

The Civil Rights Act of 1964

The Paycheck Fairness Act

Save

Question 16 (1 point) Question 16 Unsaved

What are the revised guidelines introduced in 2004 for determining whether jobs are exempt from FLSA overtime pay provisions called?

Question 16 options:

Overtime Nonexempt Rules

Fair Pay Rules

Glass Ceiling Act

Bennett Amendment

Save

Question 17 (1 point) Question 17 Unsaved

Which of these was given as a reason why union influence has diminished?

Question 17 options:

Technological advances

All of the above

Foreign automobile manufacturers producing higher quality vehicles

Union companies demonstrating lower profits than non-union companies

Save

Question 18 (1 point) Question 18 Unsaved

These types of jobs are subject to the FLSA overtime provisions?

Question 18 options:

Equal

Nonexempt

Nonequal

Exempt

Save

Question 19 (1 point) Question 19 Unsaved

This was enacted in order to allow employees who are terminated, laid off, or have a change in their employment status to temporarily remain on the employer-sponsored medical insurance plan.

Question 19 options:

The Americans with Disabilities Act of 1990 (ADA)

The Older Workers Benefit Protection Act (OWBPA)

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)

The Civil Rights Act of 1991

Save

Question 20 (1 point) Question 20 Unsaved

Construction contractors, working on government contracts valued at more than $2,000, must pay their laborers and mechanics what type of local area based wage according to the Davis-Bacon Act of 1931?

Question 20 options:

Prevailing wage

Minimum wage

Prevalent wage

Discretionary wage

Save

Previous PageNext Page

Question 21 (1 point) Question 21 Unsaved

For a merit pay system to work for a company using the lowest-cost competitive strategy which two conditions must be met?

Question 21 options:

Employees are creative risk takers & the company's competitive strategy has a long term focus.

Employees are creative risk takers & pay increases are tied to productivity.

Pay increases are tied to productivity & productivity levels are maintained over time.

Productivity levels are maintained over time & employees are creative risk takers.

Save

Question 22 (1 point) Question 22 Unsaved

This ratings error term refers to managers who have a tendency to allow their initial judgment about an employee to ignore or distort their appraisal of that employee's actual performance?

Question 22 options:

Critical incident error

The first-impression effect

Bias error

The similar-to-me effect

Save

Question 23 (1 point) Question 23 Unsaved

Which evaluation system requires that supervisors compare each employee to every other employee, identifying the better performer in each pair?

Question 23 options:

The critical incident technique

Paired comparison

Forced distribution

Hierarchical

Save

Question 24 (1 point) Question 24 Unsaved

Which of the following is an advantage of seniority pay systems?

Question 24 options:

They encourage employees to continue to increase their skill sets

They reward exemplary performance

They reward employees on an objective basis

They help to promote product quality

Save

Question 25 (1 point) Question 25 Unsaved

Among the various performance appraisal techniques, this appraisal system is the most defensible in court because it is based on actual observable job performance behaviors.

Question 25 options:

Forced distribution

Paired comparison

360 degree performance appraisals

Behaviorally-anchored rating scales

Save

Question 26 (1 point) Question 26 Unsaved

This type of performance rater's error occurs when the rater generalizes bad behavior on one aspect of the employee's job performance to the employee's over-all performance.

Question 26 options:

Negative leniency error

Negative halo effect

Error of strictness

Negative impression errors

Save

Question 27 (1 point) Question 27 Unsaved

Which performance appraisal tool is most often used with managers and professional employees?

Question 27 options:

Comparison systems

Management by objectives

Behavioral systems

Trait systems

Save

Question 28 (1 point) Question 28 Unsaved

Which performance appraisal error reflects the tendency to rate every employee at the low end of the rating scale, regardless of actual performance?

Question 28 options:

Negative halo error

Contrast errors

Errors of strictness

Error of central tendency

Save

Question 29 (1 point) Question 29 Unsaved

This term refers to the minimum pay increase that employees view as a significant change in their compensation amount?

Question 29 options:

Minimal pay incident

Just-meaningful pay increase

Satisfactory compensation payment

Halo effect increase

Save

Question 30 (1 point) Question 30 Unsaved

Which performance appraisal system displays illustrations only of positive behaviors shown by an employee in various job dimensions?

Question 30 options:

Behavioral observation scales (BOS)

Management by objectives (MBO)

Behaviorally-anchored rating scales (BARS)

Critical incident technique (CIT)

Question 31 (1 point) Question 31 Unsaved

This incentive plan has a buy-back provision.

Question 31 options:

ESOPs

Rucker

Scanlon

Improshare

Save

Question 32 (1 point) Question 32 Unsaved

Behavioral encouragement plans work best as an incentive for which type of competitive strategy?

Question 32 options:

Cyclical

Differentiation

Lowest-cost

Highest quality

Save

Question 33 (1 point) Question 33 Unsaved

Which of the following is true concerning incentive pay?

Question 33 options:

Motivates employees to be more productive, but does little to control payroll costs.

Awards are granted in one-time payouts.

Incentive levels are generally subjective in nature.

The award is earned only when the predetermined work objective is totally completed.

Save

Question 34 (1 point) Question 34 Unsaved

Which of the following is true about the level of risk involved with incentive pay?

Question 34 options:

The level of risk is lower for higher-level employees than those who are lower in the job structure.

The level of risk decreases as incentive pay represents a greater proportion of total core compensation.

The level of risk depends on the extent to which employees control the attainment of a desired goal.

The level of risk is dependent on subjective performance appraisals.

Save

Question 35 (1 point) Question 35 Unsaved

Which of the following is true of most general stock compensation plans?

Question 35 options:

Company stock represents partial equity in the company.

The company stock shares represent equity segments of equal value.

Stock options refer to what an employee can do with the stock once they purchase it.

Employees own the stock upon purchase.

Save

Question 36 (1 point) Question 36 Unsaved

Which gain sharing program measures productivity physically rather than in terms of dollar savings, and emphasizes the rapid completion of products by employees?

Question 36 options:

Rucker

Management incentive plan

Improshare

The Scanlon Plan

Save

Question 37 (1 point) Question 37 Unsaved

The general rule of thumb is that short-term company goals last less than how long?

Question 37 options:

1 month

5 years

6 months

1 year

Save

Question 38 (1 point) Question 38 Unsaved

Gunther Rohn was rewarded for making a suggestion that saved Ewe and Eye Electronics thousands of dollars. Which type of incentive compensation approach might have worked best?

Question 38 options:

Group incentive programs

Ganagement incentive plans

Employee stock ownership plan

Gain sharing plan

Save

Question 39 (1 point) Question 39 Unsaved

Which gain sharing plan focuses on lowering the percentage of labor costs using a value-added formula?

Question 39 options:

Behavior encouragement plan

Improshare

Scanlon Plan

Rucker Plan

Save

Question 40 (1 point) Question 40 Unsaved

This group incentive system was designed to provide employees with financial incentives for increasing customer satisfaction, increasing productivity, lowering costs, or improving safety.

Question 40 options:

Gain Sharing

Team based

Small group

Profit sharing

Save

Previous PageNext Page

Question 41 (1 point) Question 41 Unsaved

Skill variety, task identity, autonomy, and feedback are the elements that make up this theory.

Question 41 options:

Position requisite

Job characteristics

Position components

Job demands

Save

Question 42 (1 point) Question 42 Unsaved

Teams that have members learn scheduling, coordinating, training, and leading others are emphasized in what type of work team?

Question 42 options:

Supervisory work teams

Management teams

Non-supervised work teams

Self-regulating work groups

Save

Question 43 (1 point) Question 43 Unsaved

Pay-for-knowledge and skill-based pay are two types of person-focused pay programs that fall under this pay category.

Question 43 options:

Service based

Competency-based

Innovation-based

Stair-step

Save

Question 44 (1 point) Question 44 Unsaved

Jamie earned a raise in pay when he finished the training for the Technician 2 position. He will receive another raise when he finishes the training for the Technician 3 position. The company is probably using which type of pay program?

Question 44 options:

The stair-step model

The skill blocks model

The job-point accrual model

The cross-departmental model

Save

Question 45 (1 point) Question 45 Unsaved

Which of the following are the two main reasons given for adopting pay-for-knowledge programs?

Question 45 options:

Smaller labor markets and strategic outlines

Market monopolies and company turnover

Technological innovations and increased global competition

Market monopolies and lower labor costs

Save

Question 46 (1 point) Question 46 Unsaved

Which of the following is a characteristic of job-based pay?

Question 46 options:

It rewards employees on their promise to make positive contributions to the work place.

It compensates employees for the number of jobs in which they possess the skills to perform.

It compensates employees for the jobs they are currently performing.

A reward is based on the successful acquisition of work-related skills or knowledge.

Save

Question 47 (1 point) Question 47 Unsaved

This is considered "at the heart" of person-focused pay programs.

Question 47 options:

Management

Innovation

Training

Data

Save

Question 48 (1 point) Question 48 Unsaved

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 48 options:

Cross-departmental

Stair-step

Job-point accrual

Skill blocks

Save

Question 49 (1 point) Question 49 Unsaved

This term refers to the degree to which the job enables the employee to work on it from start to finish.

Question 49 options:

Skill variety

Task significance

Task identity

Feedback

Save

Question 50 (1 point) Question 50 Unsaved

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.

The stair-step model addresses depth, while the skill blocks model emphasizes both horizontal and vertical 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.

Question 51 (1 point) Question 51 Unsaved

The federal GS classification system is divided into how many classifications?

Question 51 options:

21

6

10

15

Save

Question 52 (1 point) Question 52 Unsaved

Developing internally consistent job structures affects the competitive strategy of a company. Which of the following is a potential constraint on competitive strategy?

Question 52 options:

Internally consistent job structures lead to less routinization.

Internally consistent job structures potentially create far more bureaucratization within an organization.

Internally consistent structures potentially reduce a company's rigidity to respond to moves by the competition.

Internally consistent job structures potentially cause the definition of jobs to become less fluid.

Save

Question 53 (1 point) Question 53 Unsaved

This replaced the Dictionary of Occupational Titles, and identifies 23 major occupational groups.

Question 53 options:

American Occupational Classification Network

O*NET

Standard Occupational Classification System

Occupational Information Network

Save

Question 54 (1 point) Question 54 Unsaved

Which job evaluation method entails ordering jobs on the basis of extremes?

Question 54 options:

Classification

Paired comparison

Factor comparison

Alternation ranking

Save

Question 55 (1 point) Question 55 Unsaved

What was the main effect created by the revisions to the ADA regulations passed in 2008?

Question 55 options:

It is now easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.

Costs will be contained much more than in the past.

Companies may no longer perform job analyses to see if they comply with the Americans with Disabilities Act.

There are more hurdles for individuals seeking protection under the ADA to pass through in order to weed out false claims.

Save

Question 56 (1 point) Question 56 Unsaved

In the job analysis process this term represents a group of positions that are identical with respect to their major tasks.

Question 56 options:

Job family

Occupation

Job

Element

Save

Question 57 (1 point) Question 57 Unsaved

These two are job evaluation techniques.

Question 57 options:

Market-based & job content

Market-based & appeals-based

Compensable content & job-based

Compensable content & job content

Save

Question 58 (1 point) Question 58 Unsaved

Which job evaluation plan is most widely used by companies due to its ability to balance internal and external market considerations?

Question 58 options:

Ranking

Factor comparison

Point method

Classification

Save

Question 59 (1 point) Question 59 Unsaved

Universal compensable factors are derived from which federal Act?

Question 59 options:

Fair Labor Standards Act

Civil Rights Act of 1963

Equal Pay Act

Americans with Disabilities Act

Save

Question 60 (1 point) Question 60 Unsaved

Which job evaluation technique orders all jobs from lowest to highest according to a single criterion?

Question 60 options:

Point method

Paired comparison

Simple-ranking

Alternation

Save

Previous PageNext Page

Question 61 (45 points) Question 61 Unsaved

Explain the job characteristics theory. How does it tie in with intrinsic compensation?

Question 61 options:

Spell check

Save

Question 62 (45 points) Question 62 Unsaved

Explain the compensation professional's role in serving each of the following stakeholders: Employees, executives, and the U.S. government.

Question 62 options: