Quiz 2 Flashcards
T or F: A job based structure content refers to the skills required for the job, its duties and it’s responsibilities
True
Job content matters, but it is not the only basis for setting pay
True
T or F: Typically, employers evaluate all jobs in the organization at one time
False
T or F: To be sure all relevant aspects of work are included in the evaluation, an organization may start with a sample of benchmark jobs
True
T or F: The contents of a benchmark job are not stable; they vary frequently
False
T or F: A low incentive component is appropriate in organizations with highly variable annual performance
True
T or F: According to Maslows Hierarchy of needs theory, higher-order needs motivate even if lower-order needs are not met
False
T or F: According to the reinforcement theory of motivation, rewards do not affect performance
False
T or F: Lump-sum bonus is granted to all employees irrespective of performance
False
A behaviourally anchored rating scale (BARS) is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale
True
T or F: Evaluation forms that produce numerical ratings cause administrative inconveniences
False
T or F: A 360-degree feedback assess employee performance from 5 points of view: supervisor, peer, self, customer, and subordinate
True
T or F: One compromise in the use of self ratings is to use them for administrative rather than developmental purposes
False
T or F: Employers must ensure that their compensation systems treat all groups neutrally, compensating for membership in a particular group rather than for merit
False
T or F: A gender wage gap is the amount by which the average pay for senior workers is less than the average pay for newer workers
False
T or F: occupational segregation is the historical segregation of women into a small number of roles such as clerical, sales, nursing and teaching
True
Which of the following is the first step in the process of creating an internal pay structure?
-Job Analysis
-Job evaluation
-Assessing value
-describing competencies
-translating value into pay structure
Job analysis
Which of the following is true of job analysis?
- it is the process of determining the specific number of jobs to fill
-it is the process of collecting information needed to prepare job description
-it is the process of finding qualified candidates to fill job vacancies
-it is the process of dividing tasks into specific jobs
-it is the process of evaluating an employees job performance and productivity
it is the process of collecting information needed to prepare job description
The systematic process of collecting relevant information related to the nature of a specific job refers to:
-job content
-job evaluation
-job structure
-job analysis
-job description
Job analysis
Which of the following is one of the main uses of job structure in job analysis? (or job analysis in job compensation?)
- it eliminates the want for higher pays in relation with skills
-it creates a misaligned job structure
-it establishes similarities and differences in the content of jobs
-it reinforces the inducements for performance with regard to compensation
-it reconnects the insignificance of skills with the emphasis on equal pay
it establishes similarities and differences in the content of jobs
Job evaluation is the process of:
-finding qualified candidates to fill job vacancies
-evaluating employee performance in order to establish a rational pay structure
-summarizing reports that describe the job as it is actually performed
-comparing jobs within an organization
-providing information needed to prepare job description
comparing jobs within an organization
A (n) ___ system is one where pay increase come with certification of new abilities
-assignment based
-work-based
-multi skill based
-task-based
-job-based
Multi skill based
Which of the following is the first step in determining an internal skill-based structure?
-grouping related skills into a single unit
-performing skill analysis
-arranging skill blocks into a skill structure
-performing skill certification
-describing and evaluating the skills
Performing skill analysis
Which of the following is true about certification methods?
-certification cannot be accomplished through peer review
-certification cannot be accomplished through on-the-job demonstrations
-Newer certification procedures are moving away from on-demand review and towards scheduling fixed-review points
-Scheduling makes it more difficult to budget and control payroll increases
-Recertification has been replaced with one-time certification
Newer certification procedures are moving away from on-demand review and towards scheduling fixed-review points
