Reference no: EM132876258
1. The approach to payment normally adopted by employers typically takes one of three forms. The focus may be on any one of the following except...
A. tenure
B. Performance
C. Service
D. Skills
2. The employers' objectives for payment include all the following except ...
A. The prestige associated with higher rewards
B. The offer of very competitive rewards in order to attract the best employees
C. Incentives as a form of control of employees' input
D. To control or minimize the cost of operations
3. What are the two basic systems organizations used for compensating employees?
A. High day rate system and Straight piecework rate system
B. Input-based systems and output based systems
C. Time-based systems and input-based systems
D. Time-based systems and output-based systems
4. Knowledge-based pay has three dimensions which include the following except ...
A. depth skills
B. horizontal skills
C. job skills
D. vertical skills
5. A set of detailed methods, procedures and routines created to carry out a specific activity of compensating people within organizations is known as
A. Reward system
B. Reward management
C. Reward process
D. Reward strategy
6. The value of all cash payments and benefits received by employees, by virtue of the various incentive plans that have been put in place by the employer is referred to as...
A. Total earnings
B. Total incentives
C. Total remuneration
D. Total reward
7. Achievement, autonomy, recognition, scope to use and develop skills and career development opportunities are all examples of ............. that arise from the work itself.
A. Contingency pay
B. Employee benefits
C. Extrinsic rewards
D. Non-financial rewards
8. Which one of the following is not a condition for implementing a Pay-For-Performance program?
A. Absence of performance constraints
B. Fixed reward schedule
C. Trained supervisors and managers
D. Trust in management
9. The fairness of an individual's pay as compared with what his or her co-workers are earning for the same or very similar jobs within the company, based on each individual's performance is termed...
A. External equity
B. Individual equity
C. Internal equity
D. Procedural equity
10. Which one of the following is not a determinant of employee satisfaction and or dissatisfaction?
A. Job commitment
B. Job design
C. Perceived opportunities
D. Social relationship
11. The following are all sources of market data except...
A. Advertisement
B. Club surveys
C. Job description
D. Published surveys
12. Which one of the following does not belong to the types of grade and pay structures?
A. Broad-grade structure
B. Middle-grade structure
C. Narrow-grade structure
D. Pay spine structure
13. One of the following is not true of Computer-assisted job evaluation systems. They ...
A. provide for greater consistency
B. offer extensive database capabilities
C. speed up the job evaluation process
D. increase transparency
14. Which one of the following is a clear difference between wages and salaries?
A. Wage has to do with employee compensation based on the number of hours worked multiplied by an hourly rate of pay. Whiles, salary has to do with employee compensation quoted on an annual base.
B. I Only
C. I & II Only
D. I & III Only
E. I, II & III
15. Employees' expectation of rewards is based on several factors including all the following except ...
A. Fairness in payment
B. Societal recognition
C. Salary relativities
D. Pay spine structure
16. Base/basic pay, contingent pay, bonuses and benefits are examples of .........................
A. Total reward
B. Transactional rewards
C. Relational rewards
B. Intrinsic rewards
17. Which one of the following is an analytical job evaluation scheme.
A. Job ranking
B. point-factor
C. Job classification
D. Paired comparison
18. Contingent payments may be added to base pay ( that is consolidated), if such payments are not consolidated, they are described as .....variable pay
A. Basic pay
B. Employee benefits
C. Variable pay
D. Fixed pay
19. The main feature of the ............... plan is to encourage reductions in labour costs by allowing workers to share in the gains from any reductions achieved.
A. Kaiser
B. Kodak
C. Scanlon
D. Lincoln
20. ...... enables the organization to adopt a more flexible approach to allocating pay increases in accordance with the perceived value of individuals to the organization. It determines contingent pay increases or bonuses.
A. General pay reviews
B. Individual pay reviews
C. Fixing rates
D. Reward procedures