hr题库07章复习题原版书

1、 CHAPTER 7MANAGING COMPENSATION 复习题ITRUE/FALSE1.Indirect compensation includes wages, salaries and commissions.ANS:F, p. 298 2.The total compensation includes direct compensation and indirect compensation.ANS:T, p. 298 3. Nonfinancial compensation includes employee recognition programs, rewarding jo

2、bs, organization support, good working environment and flexible work hours, etc.ANS:T, p. 2984.Strategic compensation is the compensation of employees in ways that enhance motivation and growth while concurrently aligning their efforts with the goals of the organization.ANS:T, p. 2985.Strategic comp

3、ensation is the term used for all of the processes used to determine the market rates to pay employees.ANS:F, p. 2986.Raising selection standards and hiring better-qualified employees can reduce training costs.ANS:T, p. 2997.Value-added compensation is one that creates value for the organization and

4、 its employees.ANS:T, p. 2998.Rewarding an employees past performance is not a goal of strategic compensation policy.ANS:F, p. 2989.Among the goals of strategic compensation policy are rewarding past performance, keeping competitive in the labor market, maintaining salary equity, attracting new empl

5、oyees, and reducing turnover.ANS:T, p. 299-30010.A formal statement of compensation policy would typically include the rate of pay within the organization and whether it is to be above, below, or at the prevailing community rate.ANS:T, p. 30011.Pay-for-performance programs have little effect on empl

6、oyee productivity.ANS:F, p. 30012.Pay equity is achieved when employees compensation is equal to the value of the work they perform.ANS:T, p. 301 13.Equity theory is a motivation theory that explains how people respond to situations in which they feel they have received less (or more) than they dese

7、rve.ANS:T, p. 30114.Equity theory states that employees form a ratio of their inputs(abilities, skills, experiences) in relation to their outcomes(salary, benefits). ANS:T, p. 301 15.The expectancy theory of motivation predicts that ones level of motivation depends on the attractiveness of the rewar

8、ds sought by employees and the probability of obtaining those rewards.ANS:T, p. 302 16.According to expectancy theory of motivation, high effort will lead to high performance, high performance should result in rewards that are valued by employees. ANS:T, p. 302-303 17.Hourly work refers to the work

9、that is paid on an hourly basis, while piecework is the work that is paid according to the number of units produced. ANS: T, p. 303 18.Pay secrecy is still prevalent in organizations despite its negative effect on motivation and employee trust.ANS:T, p. 303 19.Employees who earn pay on an hourly bas

10、is are referred to as salary earners.ANS:F , p. 304 20.Internal factors that influence wage rates include the worth of a job, firms compensation strategy, employees relative worth and the employers ability to pay.ANS:T, p. 304-307 21.The worth of a job is determined formally through the wage and sal

11、ary survey.ANS:F, p. 306 工作的价值不是通过薪酬调查来确定，而是通过工作评价来确定22.Organizations with formal compensation programs are more likely to rely on a system of job evaluation to determining the rate of jobs.ANS:T, p. 30623.For merit compensation systems to be of value, they must be tied directly to a forced-choice p

12、erformance appraisal systemANS:F, p. 306 倒数第一段 24.Pay levels are limited in part by profitability of the firm and productivity of employees.ANS:T, p. 307 25.Labor market conditions, area wage rates, cost of living are factors that do not have any influence on compensation determination, and therefor

13、e they can be ignored.ANS:F, p. 307-308 26.In U.S., wages of unionized employees are generally higher than those of nonunion employees.ANS:T, p. 308-309 27.Job evaluation is a non-systematic, qualitative process of determining the relative worth of jobs in order to establish a comparison with the pr

14、evailing market and regional value of a job within a job family.ANS:F, p. 309 28.The job ranking system ranks jobs on the basis of their relative worth and is the simplest and oldest system of job evaluation. ANS:T, p. 309 29.The job classification system is a quantitative job evaluation procedure t

15、hat determines a jobs relative value by calculating the total points assigned to it.ANS:F, p. 309 30.The point system of job evaluation permits jobs to be evaluated quantitatively based on compensable factors.ANS:T, p. 310-311 31.When using point system, compensable factors include skills, effort, r

16、esponsibilities, and working conditions.ANS:T, p. 311 32.Work evaluation refers to a job evaluation system that seeks to measure a jobs worth through its value to the organization. ANS:T, p. 313 33.Using job evaluation and wage survey data jointly improves the likelihood of both internal and externa

17、l equity.ANS:T, p. 315 34.The wage curve represents the wages paid to jobs after adjustment for cost-of-living.ANS:F, p. 316-317 35.Managers will group similar jobs into a pay grade in order to help with the setting of wages for all jobs.ANS:T, p. 317 36.Steps within a rate range allow pay increases

18、 based on merit or seniority.ANS:T, p. 318 37.One of the major criticisms of job-based compensation systems is that they often fail to reward employees for their skills or the knowledge they possess.ANS:T, p. 320 38.Competence-based pay may more effectively reinforce an organizational culture of inv

19、olvement and empowerment.ANS:T, p. 320 39.A major benefit of job-based compensation systems is that they encourage employees to learn new skills and capabilities.ANS:F, p. 320 40.A major criticism of competence-based pay systems is that after achieving the top wage, employees may be reluctant to con

20、tinue their educational training.ANS:T, p. 320 II. MULTIPLE CHOICE1.Which of the following is an example of a nonfinancial compensation:missionsc.health insuranced.employee recognition programsANS:D，p. 298 2.A strategic compensation system is essential for:a.job evaluationb.human resource planningc.

21、motivating employees and containing labor costsd.Fair Labor Standards Act complianceANS:C, p. 298 3.The focus in compensation philosophy is moving from paying for a position or job title to:a.paying employees globallyb.rewarding employees on the basis of competencies or contributions to the organiza

22、tionc.training employees for successd.unionizing employeesANS:B, p. 299 4.A program in which the components of the compensation package separately and in combination create value for the organization is called:a.value-added compensationb.pay-for-performancec.pay equityd.indirect compensationANS:A, p

23、. 299 5.The more common goals of strategic compensation policy include all of the following except:a.to punish employees for poor performance.b.to reward employees past performance.c.to control or maintain the compensation budget.d.to attract new employees.ANS:A, p. 299-300 6.Pay-for-performance pro

24、grams:a.tie rewards to firm profitabilityb.are easy to implement and measurec.tie rewards to employee effortd.tie rewards to the number of employeesANS:C, p. 300 7.The term pay-for-performance can encompass all of the following except:a.merit pay.b.base salary.c.cash bonuses.d.gainsharing plans.ANS:

25、B, p. 300 8.Which of the following compensation options would not qualify under the term pay-for-performance?a.seniority-based payb.group incentivec.sales commission d.gainsharing plansANS:A, p. 300 9.The fact that people make comparisons to others is central to:a.expectancy theoryb.the need for pay

26、 secrecyc.pay-for-performance programsd.equity theoryANS:D, p. 301 10.When the organization pays wages that are relatively equal to that of other firms for similar work, this is the basis of:parable worthb.external pensable factorsd.equal payANS:B, p. 301-302 11.The concept that employees should exe

27、rt greater work effort if they have reason to expect it will result in a valued reward forms the basis of:a.expectancy theoryb.equity ernal equityANS:A, p. 302 12.Employees whose compensation is calculated on the basis of weekly, biweekly, or monthly periods are classified as:a.salaried employees.b.

28、hourly employees.c.management employees.d.white-collar employees.ANS:A, p. 304 13.In , employees are paid according to the number of units they produce.a.hourly duction workANS:B, p. 303-304 14.Which of the following is an internal factor that can influence the rates at which employees are paid?a.la

29、bor market conditionsb.collective bargainingc.the employers ability to payd.the cost of livingANS:C, p. 304-307 15.Which of the following is an external factor that can influence the rates at which employees are paid?a.the worth of the jobb.the employees relative worthc.the employers ability to payd

30、.the cost of livingANS:D, p. 307-308 16.Among the jobs covered most frequently by job evaluation is:a.salespeopleb.technical groupsc.manageriald.top-executiveANS:B, p. 306 17.An employees relative worth can be determined by:a.job analysisb.labor market conditionsc.wage-rate surveysd.an effective per

31、formance appraisal systemANS:D, p. 306 18.Clauses found in labor agreements that periodically adjust compensation rates upward to help employees maintain their purchasing power are known as:a.maintenance clauses.b.escalator clauses.c.roll-up clauses.d.guarantee clauses.ANS:B, p. 308 19.Job evaluatio

32、n helps to establish:a.job classificationsb.the organizations ability to ernal equityd.labor market conditions that affect payANS:C, p. 309 20.All of the following are methods of comparison used in job evaluation except the:a.job worth system.b.job ranking system.c.job classification system.d.point

33、system.ANS:A, p. 309-310 21.Which is the simplest and oldest method of job evaluation?a.job worth system.b.job ranking system.c.job grade system.d.point system.ANS:B, p. 309 22.All of the following are disadvantages of the job ranking system except:a.it does not provide a very refined measure of the

34、 jobs worth since the comparisons are made on the basis of the whole job.b.the final rankings of jobs do not indicate the relative importance of the jobs.c.its simplicity makes it ideal for smaller employers.d.it is done by people and might be subjective.ANS:C, p. 309 23.Which system of job evaluati

35、on is being used when jobs are classified according to a series of predetermined wage grades?a.Hay profile methodb.job rankingc.factor comparison methodd.job classification systemANS:D, p. 309-310 24.A quantitative job evaluation procedure that determines a jobs relative value on the basis of quanti

36、tative assessments of specific job elements is known as:a.the point system.b.job ranking.c.the factor comparison method.d.the job grade system.ANS:A, p. 310 25.Elements of the job such as skills, effort, responsibilities, and working conditions are referred to as:a.job specificationsb.job classifica

37、tion pensable factorsd.factor comparisonsANS:C, p.310-311 26.The area from which employers obtain certain types of workers is known as the:a.labor market.b.region.c.recruiting area.d.supply region.ANS:A，p. 314 27.When conducting a wage and salary survey, it is important for the employer to survey:a.

38、at least fifty organizations in the industry.b.only those organizations most similar to their organization.c.a wide variety of employers in the industry.d.all of the jobs within the organization.ANS:C, p. 316 28.The relationship between the relative worth of jobs and their wage rates can be represen

39、ted by means of a:a.regression line.b.wage survey.c.salary progression chart.d.wage curve.ANS:D, p. 317 29.The predominant approach to employee compensation is:petence-based payc.job-based payd.individual contractANS:C，p. 320 30.Compensation programs that compensate employees for the knowledge they

40、possess are known as:petence-based pay plans.b.performance-based pay plans.c.merit-based pay plans.d.seniority-based pay plans.ANS:A, p. 320 31.Competence-based pay plans encounter long-term difficulties for all of the following reasons except:a.after achieving the top wage, employees may be relucta

41、nt to continue their training.b.employees seldom perceive a link between skill level and their compensation.c.unless all employees have the opportunity to increase their pay through skill acquisition, employees not given the opportunity may feel disgruntled.d.employees may become discouraged after a

42、cquiring new abilities if there are no jobs to which they can transfer.ANS:B, p. 320 32.The biggest challenge with competence-based pay is:a.encouraging employees to take advantage of itb.reduction in organizational flexibilityc.loss of productivityd.developing appropriate measures of skills and com

43、petenciesANS:D, p. 320 III. ESSAY QUESTIONS1.Briefly discuss the motivating value of pay equity and pay expectancy for employees.ANS:Pay has a direct bearing on an employees standard of living and status both on and off the job. Therefore, the concepts of pay equity and pay expectancy are important

44、to organizational members.Pay Equity. Equity is defined as anything of value earned through investment of something of value. It is only when the return on equity is equivalent to the investment made that fairness is achieved. For employees, this is achieved when the compensation received is equal to the value of the work performed. Pay must not on