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20 Cards in this Set
- Front
- Back
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Based on Chapter 11 of your text book, women who worked full time in 2004:
a. Averaged making less than 60% of what men made. b. Earned the same as men when education, experience, and occupational choice were taken into account. c. Tended to select higher-paid occupations than did male workers. d. Averaged making 80 cents for every dollar earned by men. e. Both b and c are correct |
d. Averaged making 80 cents for every dollar earned by men.
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If your company has a comparable worth policy it will establish the worth of a job based on:
a. Market pay rates even if they tend to discriminate b. Gender and race c. Job evaluation results d. Economic need e. A combination of job performance and gender equity |
c. Job evaluation results
or e. A combination of job performance and gender equity |
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Consider the following data and use the Fair Labor Standards Act (FLSA) language on minimum wage to answer the question: Bubba is a production worker making $10 an hour who works 10 hours each day from Monday to Thursday, eight hours on Friday and Saturday, and four hours on Sunday. How much will his pay be for the week?
a. He works 60 hours so he will receive $600 (he is exempt employee not entitled to overtime) b. He works 40 hours straight-time, 16 hours at time-and-one-half and 4 hours of double time for $720 c. He works 40 hours straight-time, 20 hours at time-and-one-half for $700 d. He works 48 hours straight-time, 8 hours at time-and-one-half and 4 hours of double time for $680 e. You cannot tell from the information given because the work week is not defined |
c. He works 40 hours straight-time, 20 hours at time-and-one-half for $700
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Who among the following Missouri State employees is most likely to be an nonexempt employee?
a. A benefits analyst b. The assistant director at a residence hall c. An administrative assistant d. A department head in advising e. A faculty member |
c. An administrative assistant
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Which of the following statements about the Fair Labor Standards Act (FLSA) is false?
a. Employers cannot hire those under age 18 to do hazardous work. b. All nonexempt workers must be paid time-and-a-half for work beyond 40 hours a week. c. Employers are required to provide 10 minute breaks every four hours. d. If your lunch period is less than 20 minutes long it is compensable time e. Workers under age 16 cannot work more than 40 hours per week. |
c. Employers are required to provide 10 minute breaks every four hours.
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Which of following statements about child labor under the FLSA is false?
a. Individuals age 16 and 17 cannot work in hazardous occupations. b. Individuals age 14-15 cannot work late at night during school nights. c. Individuals under age 14 are not generally allowed to work in interstate commerce. d. Individuals age 16 and 17 are not subject to restricted work hours. e. All the above are correct. |
e. All the above are correct.
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The Davis-Bacon, Walsh-Healy, and Service (Public) Contracts Acts are similar in that they:
a. Require the prevailing wage of pay for companies contracting with the federal government. b. All deal with construction projects c. Require all contractors to pay the federal minimum wage d. Outlaw gender discrimination and require comparable worth policies e. Both b and c |
a. Require the prevailing wage of pay for companies contracting with the federal government.
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Assume that you are a Sears store and are conducting a salary survey. Which of the following would be a labor market competitor?
a. The Gap b. Home Depot c. K-Mart d. J.C. Penneys e. All the above |
e. All the above
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Which of the following regarding the relevant labor market for salary surveys is false?
a. Companies would survey based on geographical hiring patterns. b. Companies would survey their product market competition. c. Companies would survey other companies with whom they compete for labor. d. Companies normally use only one salary survey since they operate in only one labor market. e. Different job families may require different surveys because they are in different labor markets. |
e. Different job families may require different surveys because they are in different labor markets.
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Benchmarking involves:
a. Comparing your company’s practices with those of other companies. b. Measuring inputs relative to outcomes. c. Deciding a company’s pay level d. Making sure that labor costs don’t exceed market pay levels e. Measuring employee’s opinions about pay processes |
a. Comparing your company’s practices with those of other companies.
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Benchmark positions:
a. Are the most important positions in the company b. Tend to be unusual or unique c. Are key jobs with common contents that we use for wage survey purposes. d. Are usually at lower levels only e. Are typically not found in the marketplace but are specific to individual companies. |
c. Are key jobs with common contents that we use for wage survey purposes.
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If you are an accountant you might compare your pay to another accountant in your firm. This type of comparison is called:
a. Procedural justice b. Benchmarking c. Egalitarianism d. Internal equity e. External equity |
b. Benchmarking
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The job evaluation process will provide which of the following?
a. An evaluation of individual performance. b. A measure of employee perceptions regarding pay equity c. A set of compensable factors used to establish a point value for each job. d. A skill set that can be used to certify employee skills e. Both a and b |
c. A set of compensable factors used to establish a point value for each job.
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Which of the following would not be an example of a compensable factor?
a. Physical effort required by the job b. The level of experience attained by a specific individual working in a particular job. c. The level of education required by the job. d. How much responsibility for the supervision of others the job requires. e. The complexity of the job. |
a. Physical effort required by the job
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Companies establish pay ranges:
a. To provide flexibility in setting pay b. To be able to pay more valued employees at a higher level c. To be able to reward high performers d. Balance conflicts between job evaluation and market survey results e. All the above |
e. All the above
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Replacing traditional narrow pay ranges with fewer and wider pay bands in order to increase flexibility and facilitate empowerment, teamwork, and competency-based pay plans, is known as:
a. Skill-based pay b. Wide ranging c. Band compression d. Band-width expansion e. Broadbanding |
e. Broadbanding
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SNI company recently completed a new job evaluation (JE) project. Salary surveys were conducted (pay data was in monthly salary) and the following regression printout was used to develop a pay policy line.
SUMMARY OUTPUT Regression Statistics: Multiple R 0.93574755 R Square 0.875623478 Adjusted R Square 0.868713671 Standard Error 405.0564071 Observations 20 Coefficients; Standard Error; t Stat; P-value Intercept -15.92508; 2.98617544; -5.054127; 8.26E-05 X Variable (JE points) 4.1501112; 0.368666764; 11.25708; 1.4E-09 Bubba is a technician. His job is worth 1,000 job evaluation points. What is his predicted monthly salary based on the printout above? a. $1,509b. $ 1,925c. $ 3,999d. $ 4,134e. $ 4,150job evaluation points. What is his predicted monthly salary based on the printout above? |
d. $ 4,134
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SNI company recently completed a new job evaluation (JE) project. Salary surveys were conducted (pay data was in monthly salary) and the following regression printout was used to develop a pay policy line.
SUMMARY OUTPUT Regression Statistics: Multiple R 0.93574755 R Square 0.875623478 Adjusted R Square 0.868713671 Standard Error 405.0564071 Observations 20 Coefficients; Standard Error; t Stat; P-value Intercept -15.92508; 2.98617544; -5.054127; 8.26E-05 X Variable (JE points) 4.1501112; 0.368666764; 11.25708; 1.4E-09 Based on the printout, from the ___ in this situation we would conclude that ____. a. R-square; roughly 87.6% of the variation in pay is explained by variation in job evaluation points. b. t = 11.3 and the t probability of 1.4E-09; the model is statistically significant. c. Standard error of 405; there is too much error for the model to be useful in predicting pay d. Observations of 20; the company has only 20 jobs in total. e. answers a and b only. |
e. answers a and b only.
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Which of the following is not correct regarding traditional job-based pay systems?
a. Most companies group jobs of similar value into pay grades. b. Establishing pay ranges for each grade allows variations in pay rates. c. Pay grades are used for ease of salary administration. d. All employees in the same pay grade will receive exactly the same pay rate. e. Range spreads are greater for higher level jobs to recognize the impact of performance differences. |
d. All employees in the same pay grade will receive exactly the same pay rate.
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In a knowledge or skill-based pay system, all but which of the following characteristics is true?
a. Workers are paid for being able to perform multiple tasks. b. The current job an individual is performing determines his or her pay. c. The greater the variety of job-related skills a worker possesses, the more he/she is paid. d. The primary objective is to allocate pay based on worker flexibility and capability. e. One’s skill level is the most important element to consider in setting compensation. |
b. The current job an individual is performing determines his or her pay.
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