Listen

Question 50

Question 501 Point

Question 50

Compared with women, men give money a lower priority in their lives.

True

False

Clear selection

Listen

Question 49

Question 491 Point

Question 49

Gainsharing plans tend to:

Option A

increase efficiency without paying employees any financial reward.

Option B

tie employee pay directly to company profits.

Option C

increase efficiency without paying employees any financial reward creating a reasonably strong effort-to-performance expectancy.

Option D

create a reasonably strong effort-to-performance expectancy.

Option E

reward individuals for their own personal performance rather than team or organizational performance.

Listen

Question 48

Question 481 Point

Question 48

Scientific management is the process of systematically dividing work into its smallest possible elements and standardizing work activities to achieve maximum efficiency.

True

False

Clear selection

Listen

Question 47

Question 471 Point

Question 47

The philosophy behind scientific management is to increase job enrichment and thereby improve employee satisfaction.

True

False

Clear selection

Listen

Question 46

Question 461 Point

Question 46

Job evaluations are used in which type of reward system?

Option A

Job status-based rewards

Option B

Competency-based rewards

Option C

Seniority-based rewards

Option D

Gainsharing plans.

Option E

Individual performance rewards

Listen

Question 45

Question 451 Point

Question 45

Cycle time is the time required to complete the task before starting over with another item or client.

True

False

Clear selection

Listen

Question 44

Question 441 Point

Question 44

Job evaluation mainly supports the competency approach to rewards.

True

False

Clear selection

Listen

Question 43

Question 431 Point

Question 43

Which of the following is considered an individual incentive?

Option A

Share ownership

Option B

Gainsharing plans

Option C

Share options

Option D

Commissions

Option E

Balanced scorecards

Listen

Question 42

Question 421 Point

Question 42

Which of these performance-based rewards tends to create the lowest individual performance-to-outcome expectancy?

Option A

Share options

Option B

Individual piece rates

Option C

Individual commissions

Option D

Team bonuses

Option E

Gainsharing

Listen

Question 41

Question 411 Point

Question 41

Frederick Herzberg's motivator-hygiene theory casts more of a spotlight on the job itself (rather than the work environment) as an important source of employee motivation.

True

False

Clear selection

Listen

Question 40

Question 401 Point

Question 40

The largest portion of most paycheques is based on the person's membership and seniority.

True

False

Clear selection

Listen

Question 39

Question 391 Point

Question 39

When Adam Smith reported on how 10 pin makers working together could produce many times more pins, because they performed specialized tasks, Smith was describing the benefits of job enrichment.

True

False

Clear selection

Listen

Question 38

Question 381 Point

Question 38

Motivator-hygiene theory highlights the idea that job content is an important source of employee motivation.

True

False

Clear selection

Listen

Question 37

Question 371 Point

Question 37

Share option plans:

Option A

are illegal in Canada.

Option B

directly award bonuses to employees based on cost savings and increased labour productivity.

Option C

tend to weaken employee commitment to the organization.

Option D

give employees the right to purchase company shares at a future date at a predetermined price and tend to weaken employee commitment to the organization.

Option E

give employees the right to purchase company shares at a future date at a predetermined price.

Listen

Question 36

Question 361 Point

Question 36

Which of these performance-based rewards tends to create the strongest psychological connection between the individual employee's work effort and the reward received?

Option A

Gainsharing plan

Option B

Profit sharing plan

Option C

Employee stock option plan

Option D

Employee stock ownership plan

Option E

None of these rewards offer any psychological connection between the individual employee's work effort and the reward received.

Listen

Question 35

Question 351 Point

Question 35

One problem with seniority-based rewards is that they cause higher turnover.

True

False

Clear selection

Listen

Question 34

Question 341 Point

Question 34

Women are more likely than men to view money as a symbol of power and status as well as the means to autonomy.

True

False

Clear selection

Listen

Question 33

Question 331 Point

Question 33

Motivator-hygiene theory suggests that people are mainly motivated by characteristics of the job itself, not by working conditions and other factors external to the job.

True

False

Clear selection

Listen

Question 32

Question 321 Point

Question 32

Which of the following team rewards motivate team members to reduce costs and increase labour efficiency in their work process?

Option A

Profit-sharing

Option B

Gainsharing plans

Option C

Employee share ownership plans

Option D

Team-based synergy

Option E

Profit-sharing and employee share ownership plans only

Listen

Question 31

Question 311 Point

Question 31

Performance-based rewards have been criticized on the grounds that:

Option A

they are used as quick fixes for problems.

Option B

they potentially distance employees and management from each other.

Option C

they tend to discourage creativity.

Option D

they undermine the employee's motivation from the work itself.

Option E

All of the answers are correct.

Listen

Question 30

Question 301 Point

Question 30

Which of the following explicitly considers the work unit's cost savings and productivity improvement?

Option A

Employee Stock Ownership Plans.

Option B

Share options.

Option C

Gainsharing plans.

Option D

Profit sharing plans.

Option E

Status-based rewards

Listen

Question 29

Question 291 Point

Question 29

Which of the following explicitly measures a composite of financial, customer, internal processes, and employee factors to reward executive performance?

Option A

Share options.

Option B

Profit sharing plans.

Option C

Gainsharing plans.

Option D

ESOPs.

Option E

None of the answers apply.

Listen

Question 28

Question 281 Point

Question 28

People with a high power distance give money a low priority in their lives.

True

False

Clear selection

Listen

Question 27

Question 271 Point

Question 27

Which of the following is most consistent with the idea that employees are expected to continuously learn skills that will keep them employed?

Option A

Job evaluation systems

Option B

Competency-based rewards and job status rewards

Option C

Competency-based rewards

Option D

Individual performance-based rewards

Option E

Job status-based rewards

Listen

Question 26

Question 261 Point

Question 26

Which of the following is LEAST likely to create an ownership culture?

Option A

Piece rate plans

Option B

Employee stock ownership plans

Option C

Commissions

Option D

Gainsharing plans

Option E

Stock option plans

Listen

Question 25

Question 251 Point

Question 25

A mid-sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency. Every employee would receive a portion of the surplus budget resulting from these cost savings. This city is using:

Option A

a commission system.

Option B

a gainsharing plan.

Option C

a share option plan.

Option D

Team-based synergy.

Option E

a piece-rate plan.

Listen

Question 24

Question 241 Point

Question 24

Job evaluation and skill-based pay plans are both considered:

Option A

performance-based rewards.

Option B

competency-based rewards.

Option C

status-based rewards.

Option D

membership/seniority-based rewards.

Option E

None of the answers apply.

Listen

Question 23

Question 231 Point

Question 23

A gainsharing plan:

Option A

rewards employees with company stock.

Option B

rewards employees for the status they have gained in the organization.

Option C

encourages individuals to work independently rather than rely on team members.

Option D

All of the answers are correct.

Option E

None of the answers apply.

Listen

Question 22

Question 221 Point

Question 22

Job specialization increases work efficiency, and tends to increase employee motivation.

True

False

Clear selection

Listen

Question 21

Question 211 Point

Question 21

Jobs with high level of task significance provide freedom, independence, and discretion in scheduling the work, and determining the procedures to be used to complete the work.

True

False

Clear selection

Listen

Question 20

Question 201 Point

Question 20

________ and ________ are typically organizational-level rewards.

Option A

Gainsharing; commissions

Option B

Piece rate; commissions

Option C

ESOPS; profit sharing

Option D

Commissions; bonuses

Option E

Piece rate; gainsharing

Listen

Question 19

Question 191 Point

Question 19

Which of the following are potential problems with performance-based pay plans?

Option A

It is difficult to anticipate the unintended consequences of performance-based rewards.

Option B

Employers offer rewards that employees don't value.

Option C

Some plans reward individual performance when the employee's work is highly interdependent.

Option D

All of the answers are correct.

Option E

Some plans reward individual performance when the employee's work is highly interdependent and it is difficult to anticipate the unintended consequences of performance-based rewards.

Listen

Question 18

Question 181 Point

Question 18

According to your text, which of the following is considered an individual incentive?

Option A

Gainsharing plans

Option B

Piece-rate plans

Option C

Share ownership

Option D

Share options

Option E

All of these are individual incentives.

Listen

Question 17

Question 171 Point

Question 17

The level of work quality tends to increase with the level of job specialization.

True

False

Clear selection

Listen

Question 16

Question 161 Point

Question 16

Executive dining rooms represent a form of job status-based rewards.

True

False

Clear selection

Listen

Question 15

Question 151 Point

Question 15

When applied to non-management employees, which of these has a relatively WEAK connection between the reward and individual effort?

Option A

Profit-sharing bonuses

Option B

Commissions

Option C

Piece rate pay

Option D

All of the answers are correct.

Option E

Commissions and profit-sharing bonuses

Listen

Question 14

Question 141 Point

Question 14

Job evaluations systematically evaluate the worth of each job within the organization by measuring its required skill, effort, responsibility, and working conditions.

True

False

Clear selection

Listen

Question 13

Question 131 Point

Question 13

Employee share ownership plans (ESOP):

Option A

pay employees a bonus based on the amount of labour or materials costs they save the company.

Option B

include any arrangements where a share of company profits is put aside and distributed to a designated group of employees.

Option C

calculate pay by the number of units produced by the employee.

Option D

All of the answers are correct.

Option E

None of the answers apply.

Listen

Question 12

Question 121 Point

Question 12

"Golden handcuffs" is a term used to describe rewards which discourage employees from quitting because of deferred bonuses or generous benefits that are not available elsewhere.

True

False

Clear selection

Listen

Question 11

Question 111 Point

Question 11

Job status-based rewards usually offer which of the following benefits to organizations?

Option A

They make organizations more market responsive.

Option B

They encourage employees to focus their attention on customer service.

Option C

They encourage employees to focus their attention on customer service and they make organizations more market responsive.

Option D

They discourage organizational politics.

Option E

None of the answers apply.

Listen

Question 10

Question 101 Point

Question 10

Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they learn to operate more parts of the work process. Employees earn $10 per hour when they are hired and they can earn up to $20 per hour if they master all 12 work units in the production process. Steelweld is applying which of these reward systems?

Option A

Job evaluation system

Option B

Seniority-based pay

Option C

Commission-based pay

Option D

Skill-based pay

Option E

Piece-rate pay

Listen

Question 9

Question 91 Point

Question 9

Research suggests that men and women differ in their attitudes towards money.

True

False

Clear selection

Listen

Question 8

Question 81 Point

Question 8

Which of the following tends to create an ''ownership culture'' and align employee behaviours more closely to organizational objectives?

Option A

Share option plans

Option B

Job evaluation

Option C

Employee share ownership plans

Option D

Stock option plans and employee stock ownership plans

Option E

Commissions

Listen

Question 7

Question 71 Point

Question 7

Most gainsharing plans:

Option A

operate as an individual incentive.

Option B

rely on the company's share price to measure organizational performance.

Option C

apply to executives rather than to non-management employees.

Option D

apply to non-management employees rather than executives and rely on the company's share price to measure organizational performance.

Option E

None of the answers apply.

Listen

Question 6

Question 61 Point

Question 6

Which of the following systematically evaluates the worth of each job within the organization?

Option A

Job evaluation

Option B

Job enlargement

Option C

Performance appraisal

Option D

Job enrichment

Option E

Job status appraisal

Listen

Question 5

Question 51 Point

Question 5

Job status-based rewards:

Option A

motivate employees to compete for positions further up the organization.

Option B

encourage employees to exaggerate job duties and hoard resources.

Option C

tend to encourage bureaucratic hierarchy.

Option D

All of the answers are correct.

Option E

None of the answers apply.

Listen

Question 4

Question 41 Point

Question 4

Skill-based pay plans:

Option A

create a psychological distance between employees and managers.

Option B

can be expensive because they motivate employees to spend more time learning new jobs.

Option C

discourage employees from learning new jobs.

Option D

discourage poor performers from leaving the organization.

Option E

are the most expensive pay plans to support in today's economic environment.

Listen

Question 3

Question 31 Point

Question 3

Job status-based rewards potentially motivate employees to compete with each other.

True

False

Clear selection

Listen

Question 2

Question 21 Point

Question 2

Effective performance-based rewards should:

Option A

reward only individual performance when employees have highly interdependent tasks.

Option B

should include enhanced health benefits and an improved work/life balance.

Option C

be based mainly on the employee's years of service with the company.

Option D

reward behaviours and outcomes that are under the employee's control.

Option E

reward behaviours and outcomes that are under the employee's control and reward only individual performance when employees have highly interdependent tasks.

Question 11 Point

Question 1

Which of the following is NOT an individual level performance reward?

Option A

Gainsharing

Option B

Bonuses

Option C

Commissions

Option D

Piece rates

Option E

Awards