1.) Pay models provide a way to explain how:

A. Different forms of pay relate to relational returns.

B. Pay consultants design a job-based evaluation system

C. Policy decisions link to strategies, which link to total compensation.

D. Pay goals relate to several compensation strategies. Is this correct ??

 

2.) Which of the following is NOT purpose of internal alignment:

A. Attempts to garner employee acceptance

B. Is guided by job and task analysis

C. Endeavors to motivate employees  **Correct?

D. Should support work flow of goods

 

3.) A practical outcome of Equity Theory is that:

A. Most employees find their pay equitable

B. Managers and employees perceive inequality the same

C. It motivates managers but not non-managers

D. Employee knowledge of compensation decisions is required. *** Correct answer?

 

4.) Research shows Tournament Theory mostly:

A. Enhances team performance and interpersonal relations  ** Correct??

B. Improves an organization’s ability to attract good team-players

C. Affects hierarchical pay structures in organizations

D. Applies to the use of an egalitarian pay structure

 

5. Which of the following is true about internal structures?

A. They are usually homogeneous among organizations in the same industry

B. They tend to remain quite stable until the federal government imposes new taxes

C. They vary based on level frequency, pay differences, design criteria.  **Correct?

D. They tend to be hierarchical or egalitarian in design, but not both.

 

6. The results of internal structures

A. Foster a complaint organizational culture of fairness and equity for employees.

B. Show how perceived equity (externally & internally) affects employee performance. ** Correct?

C. Instill internal pay equity among employees, managers, union officials, and other stakeholders.

D. Can lead to improving attracting, motivating, and retaining employees fairly and legally.

 

7.) Which of the following is true about worth to a typical organization?

A. A director of finance is worth more than a filing clerk.

B. A janitor has more value than a financial analyst.

C. A payroll clerk commands more value than a director of facilities.  **Is this correct?

D. A manager of engineering has more worth than a vice president of marketing.

 

8.) A job hierarchy based on job content and value:

A. Results from a formal performance appraisal

B. Impacts employee job performance.  **Correct?

C. Plays a major role in determining job worth

D. Sets the final stage for assessing base pay.

 

9.) The American’s Disability Act of 1990 has had a major impact on human resource management. Which of the following is not affected by the Act?

A. Essential and non-essential functions must be identified.

B. All employees with disabilities have the right to work.  ***Correct?

C. Job descriptions have an emphasis on results rather than process.

D. An employer is requested to make reasonable accommodation.

 

10.) Job holders are reluctant to provide job data:

A. If the job analyst does not know what information to collect.

B. If the job holder does not know the reason for the analysis. **** Correct?

C. When human resources does not know who to involve in the analysis.

D. When the job analysis is not sure what information is needed

 

11.) The text claims compensable factors are optimal:

A. When a job-base, job evaluation is used for designing an internal structure.

B. If each factor achieves equal weight and has different degrees.

C. If a company employs generic compensable factors to save time and money.  **Correct?

D. If they show minimal duplication and variability among jobs in the wage structure.

 

12.) Which of the following is true?

A. Research on pay is, at best, moderately useful.

B. Research on pay is nothing more than common sense

C. Managers find pay research a waste of their time ** Correct??

D. Overall, evidence on pay research has been worthwhile.

 

13.) Pay structures offer a compensation director:

A. A snap-shot picture of the effectiveness of the base pay overall.

B. A means of deciding how many jobs to include in a job family’

C. A method to assess relationships between pay and employee performance

D. A diagnostic tool for monitoring stakeholder satisfaction with base pay. **Correct?