1Properly designed incentive programs

1Properly designed incentive programs

1Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2) control-based compensationthe Rucker planrecognition is a major factor in motivationthe Scanlon plan2Employee demotions usually involve.a reduction in pay but no loss of opportunity, status, or privilegea cut in pay, status, privilege, or opportunity an increase in pay and more responsibilitya decrease in status and privilege but no loss of opportunity or pay3When conduction a performance feedback discussion, active listening requiresinterruptions to get your point acrossverbal communications onlysummarizing what was said and what was agreed tosummarizing your key points4Which of the following is a distinctive feature of the U.S. system compared with other countries? Wages set by arbitration councilsLow union dues and small union staffsAll agreements are of unlimited durationExclusive representation5 is the biggest hurdle to overcome in a pay-for-performance plan.Compensation equationSalary cap performance levelMerit-pay increasesInflation6 analysis is the level of analysis that focuses on employees specifically. EnvironmentalIndividual EmployeeOperations7. Title VII of the states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate.Pay for Performance Act (2009)American Recovery and Reinvestment Act (2009) SarbanesOxley Act (2002)Equal Pay Act (1963)8What is our countrys income maintenance program?Social SecurityCOBRA (1985)PPA (2006), 401(k)ERISA (1974)9Which question should not be important in evaluating the value of training? Is the change positive related to organizational goals?Is the change due to training?Was the cost of training within the budget?Did change occur?10 implies that appraisal systems are easy for managers and employees to understand and use.SensitivityReliabilityPracticalityAcceptability11This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.Short-Term Severance Pay lawsEmployer Cost Shifting lawsThe Pension Protection Act (PPA) of 2006 Short-Term Disability laws12When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their diversity. internal primaryexternalsecondary13For organizations, is an indirect cost associated with downsizing.outplacementan increase in the unemployment tax rateseverance payadministrative processing14The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?Adverse impactMonetary damages and jury trialsAffirmative actionRace-norming15Organizations periodically turn to to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave.outside labor marketsentry-level employeesformer employeestheir subsidiaries16To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should document appraisal ratings and reason for terminationhave friends testifypresent only the managers perspectivepresent only the employees perspective17Which is not a quality of Generation Y?A blurring of the lines between work and leisure time while on the jobShort attention spansThe constant need for stimulation/entertainmentInability to handle numerous projects18Training that results in is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.applicability of trainingreinforcement of trainingsimulation of trainingnegative transfer of training19What can affirmative action assist organizations in achieving that diversity initiatives cannot?Increased productivityCorrecting specific problems of the pastMaximizing workforce commitmentMaximizing creativity20 proceeds from an oral warning to a written warning to a suspension to dismissal. Procedural justiceDue processPositive disciplineProgressive discipline21Because practical considerations make job tryouts for all candidates infeasible, it is necessary to the relative level of job performance for each candidate on the basis of available information.predictassignabandonaccept22If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable fornegligent hiringquid pro quohostile environmentloss of consortium23 include everything in a work environment that enhances a workers sense of self-respect and esteem by others.Nonfinancial rewardsGeneral business strategiesSocial responsibilities Internal pay objectives24A occurs when parties are unable to move further toward settlement.mediationgrievancelockoutbargaining impasse25Hard quotasare a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discriminationsystematically favor women and minorities in hiring and promotion decisionsare a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and payrepresent a mandate to hire or promote specific numbers or proportions of women or minority group members26In determining the competitiveness of benefits, senior management tends to focus mainly onworthcostsecurityvalue27In , workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitors product, motorcycling, and other legal activities outside of work. constructive dischargelifestyle discriminationinvasion of privacydefamation28Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Marys new employer use?SimulationOn-the-job trainingInformation presentationOrganizational developmentView more ?DUEToday 11:59 PMNot completedPOINTS15Exam2Objectives: 6.15.25.1more Expand view InstructionsExamGrading 29If objective performance data are available, which of the following is the best strategy to use? summated rating scalesBARSwork planning and reviewMBO30 is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future.PlacementRecruitingPerformance managementSelection


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