Hr Mgmt In Hosp. Exam 3

Front 1

_____ is a major consideration in HRM because it provides employees with tangible reward for their services, as well as a source of recognition and self-esteem.

Back 1

Pay

Front 2

_____ compensation encompasses employee wages & salaries, commissions, bonuses, and gainsharing.

Back 2

Direct

Front 3

_____ compensation comprises the many benefits supplied by employers

Back 3

Indirect

Front 4

_____ compensation includes employee recognition programs, rewarding jobs, organization support, work environment, and flexible work hours.

Back 4

Nonfinancial

Front 5

_____ links the compensation of employees to the mission, objectives, philosophies, and culture of the organization.
Serves to mesh the monetary payments made to employees with specific functions of the HR program in establishing a pay-for-performance standard.
Seeks to motivate employees through compensation.

Back 5

Strategic Compensation Planning

Front 6

The standard by which managers tie compensation to employee effort and performance is the _____-_____-_____ Standard.

Back 6

Pay-for-Performance

Front 7

The Pay-for-Performance Standard refers to a wide range of compensation options, including merit-based pay, bonuses, salary commissions, job and pay banding, team/group incentives, and various _____ programs.

Back 7

gainsharing

Front 8

Pay constitutes a _____ measure of an employee's relative worth.

Back 8

quantitative

Front 9

_____ _____ (or Equity Theory) is a motivation theory that explains how people respond to situations in which they feel they have received less (or more) than they deserve.

Back 9

Distributive Fairness

Front 10

What states that individuals form a ratio of their inputs to outcomes in their job and then compare the value of that ratio with the value of the ratio for other individuals in similar jobs?

Back 10

pay equity/distributive fairness theory

Front 11

An employee's perception that compensation received is equal to the value of work performed is _____ _____.

Back 11

pay equity

Front 12

Compensation policies are usually _____ equitable when employees believe that the wage rates for their jobs approximate the job's worth to the organization. Perceptions of _____ pay equity exist when the organization is paying wages that are relatively equal to what other employers are paying for similar types of work.

Back 12

internally; external

Front 13

A theory of motivation that holds that employees should exert greater work effort if they have reason to expect that it will result in a reward that they value is the _____ Theory.

Back 13

Expectancy

Front 14

Elements of the compensation package are said to have _____ when an employee's high performance leads to monetary rewards that are valued.

Back 14

instrumentality

Front 15

Any organizational policy prohibiting employees from revealing their compensation information to anyone, which creates misperceptions and distrust of compensation fairness and pay-for-performance standards is known as _____ _____.

Back 15

pay secrecy

Front 16

The Bases for Compensation:

_____ ______ - Work paid on an hourly basis.
_____ - Work paid according to the number of units produced.
_____ _____ - Employees whose compensation is computed on the basis of weekly, biweekly, or monthly pay periods.

Back 16

Hourly Work
Piecework
Salary Workers

Front 17

Employees covered by the overtime provisions of the Fair Labor Standards Act are called _____ _____. They must be paid time and one-half their regular pay for all work performed after forty regular hours of work in a workweek. Most hourly workers employed in interstate commerce fall into this category.

Back 17

Nonexempt Employees

Front 18

Employees who are not covered in the overtime provisions of the Fair Labor Standards Act are called _____ _____. Managers, supervisors, and many white-collar professional employees are in this category on the basis of their exercise of independent judgment and other criteria.

Back 18

Exempt Employees

Front 19

The _____ factors that influence wage rates are the employer's compensation strategy of organization, worth of the job, employee's relative worth, and employer's ability to pay.

Back 19

internal

Front 20

The major _____ factors factors that influence wage rates include conditions of the labor market, area wage rates, cost of living, collective bargaining, and legal requirements.

Back 20

external

Front 21

A measure of the average change in prices over time in a fixed "market basket" of good and services is _____ _____ _____ (CPI).

Back 21

Consumer Price Index

Front 22

_____ clauses in labor agreements provide for quarterly upward cost-of-living (COLA) wage adjustments for inflation to protect employees’ purchasing power.

Back 22

Escalator

Front 23

_____ _____ are increases larger than rises in the consumer price index; that is, the real earning power of wages.

Back 23

Real wages

Front 24

Wages are usually _____ in areas where organized labor is strong.

Back 24

higher

Front 25

The systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization is known as _____ _____.

Back 25

job evaluation

Front 26

What are the 4 traditional methods of comparison for job evaluating?

Back 26

1. job ranking system
2. job classification system
3. point system
4. factor comparison system

Front 27

Which job evaluation system compares nonquantitative job vs. job?

A. job ranking system
B. job classification system
C. point system
D. factor comparison system

Back 27

A. job ranking system

Front 28

Which job evaluation system compares quantitative job vs. job?

A. job ranking system
B. job classification system
C. point system
D. factor comparison system

Back 28

D. factor comparison system

Front 29

Which job evaluation system compares quantitative job vs. scale?

A. job ranking system
B. job classification system
C. point system
D. factor comparison system

Back 29

C. point system

Front 30

Which job evaluation system compares nonquantitative job vs. scale?

A. job ranking system
B. job classification system
C. point system
D. factor comparison system

Back 30

B. job classification system

Front 31

The oldest system of job evaluation by which jobs are arrayed on the basis of their relative worth is _____ _____ System.

Back 31

Job Ranking

Front 32

What is the basic disadvantage of the Job Ranking System?

Back 32

Does not provide a precise measure of each job’s worth

Front 33

The system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades is _____ _____ System.

Back 33

Job Classification

Front 34

The quantitative job evaluation procedure that determines the relative value of a job by the total points assigned to it is the _____ System.

Back 34

Point

Front 35

A handbook that contains a description of the compensable factors and the degrees to which these factors may exist within the jobs is the _____ _____.

Back 35

Point Manual

Front 36

A job evaluation system that seeks to measure a job’s worth through its value to the organization is _____ _____.

Back 36

Work Valuation

Front 37

The job evaluation technique using three factors—knowledge, mental activity, and accountability—to evaluate executive and managerial positions the _____ _____ Method.

Back 37

Hay Profile

Front 38

A survey of the wages paid to employees of other employers in the surveying organization’s relevant labor market, which helps maintain internal and external pay equity for employees is the _____ and _____ Survey,

Back 38

Wage and Salary Survey

Front 39

The _____ _____ is the area from which employers obtain certain types of workers.

Back 39

labor market

Front 40

The National Compensation Survey is published by the ____ of _____ _____ (BLS).

Back 40

Bureau of Labor Statistics

Front 41

Jobs that are important for wage-setting purposes and are widely known in the labor market are _____ (or Benchmark) jobs.

Back 41

Key

Front 42

A curve in a scattergram representing the relationship between relative worth of jobs and wage rates is _____ _____.

Back 42

Wage Cuve

Front 43

Groups of jobs within a particular class that are paid the same rate are _____ _____.

Back 43

Pay Grades

Front 44

A range of rates for each pay grade that may be the same for each grade or proportionately greater for each successive grade are _____ _____.

Back 44

Rate Ranges

Front 45

Payment rates above the maximum of the pay range are _____ _____ Rates.

Back 45

Red Circle

Front 46

Compensation for the different skills or increased knowledge employees possess rather than for the job they hold in a designated job category is _____-based pay.

Back 46

competence, skill, or knowledge

Front 47

Organizations that adopt a competency/skill-based pay system frequently use _____ to structure their compensation payments to employees. It collapses many traditional salary grades into a few wide salary bands.

Back 47

broadbanding

Front 48

Match:

1. Required overtime payments after 8 daily or 40 regular work hours for workers on federal contracts.
2. Interstate commerce clause used to cover workers except agricultural and exempted (managerial) employees, child labor (under 16) is prohibited.
3. Required minimum wage, prevailing wage rates, 1½ overtime premium payments by federal contractors.

A. Davis-Bacon Act
(1931)
B. Walsh-Healy Act
(1936)
C. Fair Labor Standards Act (FLSA) 1938(as Amended)

Back 48

1. Required overtime payments after 8 daily or 40 regular work hours for workers on federal contracts: Walsh-Healy Act
(1936)

2. Interstate commerce clause used to cover workers except agricultural and exempted (managerial) employees, child labor (under 16) is prohibited: Fair Labor Standards Act (FLSA) 1938(as Amended)

3. Required minimum wage, prevailing wage rates, 1½ overtime premium payments by federal contractors: Davis-Bacon Act
(1931)

Front 49

The concept that male and female jobs that are dissimilar, but equal in terms of value or worth to the employer, should be paid the same is _____ _____ for _____ _____

Back 49

Equal Pay for Comparable Worth

Front 50

Compression of pay differentials between job classes, particularly the pay differentials between hourly workers and their managers is _____-_____ _____.

Back 50

Wage-Rate Compression

Front 51

Tying pay to some measure of individual, group, or organizational performance is _____ _____.

Back 51

variable pay

Front 52

Incentive Pay Programs establish a performance “_____” to qualify for incentive payments, emphasize a shared _____ on organizational objectives, and create shared _____ in that every individual contributes to organizational performance and success.

Back 52

threshold
focus
commitment

Front 53

In today's competitive world, one word, _____, describes the design of individual incentive programs.

Back 53

flexibility

Front 54

An incentive plan under which employees receive a certain rate for each unit produced is called _____ _____.

Back 54

straight piecework

Front 55

A compensation rate under which employees whose production exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who do not exceed the standard amount is call _____ _____ _____.

Back 55

differential piece rate

Front 56

An incentive plan that sets pay rates based on the completion of a job in a predetermined “standard time" is _____ _____ Plan.

Back 56

Standard Hour

Front 57

A _____ is an incentive payment that is supplemental to the base wage for cost reduction, quality improvement, or other performance criteria.

Back 57

bonus

Front 58

Unplanned bonus given for employee effort unrelated to an established performance measure is a _____ _____.

Back 58

spot bonus

Front 59

_____ _____ Program links an increase in base pay to how successfully an employee achieved some objective performance standard.

Back 59

Merit Pay

Front 60

Guidelines for awarding merit raises that are tied to performance objectives are _____ _____.

Back 60

merit guidelines

Front 61

A program under which employees receive a year-end merit payment, which is not added to base pay is a _____-_____ _____ Program.

Back 61

Lump-Sum Merit

Front 62

A _____ _____ plan that permits salespeople to be paid for performing various duties that are not reflected immediately in their sales volume.

Back 62

straight salary

Front 63

A _____ Compensation plan based upon a percentage of sales.

Back 63

Straight

Front 64

_____ is a cash advance that must be paid back as commissions are earned.

Back 64

Draw

Front 65

A compensation plan that includes a straight salary and a commission component (“leverage”) is a _____ _____ and _____ Plan.

Back 65

Combined Salary and Commission Plan

Front 66

Under _____ _____ Bonus Plans, the payout can be paid on a monthly, quarterly, or yearly schedule contingent upon the salesperson achieving targeted sales goals such as number of sales calls made, account servicing, or quality of sales.

Back 66

Salary Plus

Front 67

The _____ Pay Package consists of 5 basic components:
Base salary
Short-term incentives or bonuses
Long-term incentives or stock plans
Benefits
Perquisites (perks)

Back 67

Executive

Front 68

_____ are special nonmonetary benefits given to executive, and are often referred to as "perks"

Back 68

Perquisites

Front 69

Compensation plans where all team members receive an incentive bonus payment when production or service standards are met or exceeded are _____ _____ Plans.

Back 69

Team Incentive

Front 70

Programs under which both employees and the organization share the financial gains according to a predetermined formula that reflects improved productivity and profitability are _____ Plans.

Back 70

Gainsharing

Front 71

Match:

1. Shared rewards come from the difference between labor costs and sales value of production.
2. Rewards come from employee participation in improving productivity and reducing costs.
3. Gainsharing based on increases in productivity of the standard hour output of work teams.
4. Encourages employees to achieve higher output and quality standards by placing a portion of their base salary at risk of loss.

A. Scanlon Plan
B. Rucker Plan (SOP)
C. Improshare
D. Earnings-at-risk

Back 71

1. Rucker Plan (SOP): Shared rewards come from the difference between labor costs and sales value of production.

2. Scanlon Plan: Rewards come from employee participation in improving productivity and reducing costs

3. Improshare:Gainsharing based on increases in productivity of the standard hour output of work teams.

4. Earnings-at-risk: Encourages employees to achieve higher output and quality standards by placing a portion of their base salary at risk of loss.

Front 72

Any procedure by which an employer pays, or makes available to all regular employees, in addition to their base pay, current or deferred sums based upon the profits of the enterprise is called _____ _____.

Back 72

profit sharing

Front 73

Stock plans in which an organization contributes shares of its stock to an established trust for the purpose of stock purchases by its employees are _____ _____ _____ Plans (ESOPs).

Back 73

Employee Stock Ownership Plans

Front 74

Benefit plans that enable individual employees to choose the benefits that are best suited to their particular needs are _____ _____ Plans (Cafeteria Plans).

Back 74

Flexible Benefits

Front 75

In what type of benefit plan do employees use “credits” to “buy” whatever other benefits they need?

Back 75

Flexible/Cafeteria

Front 76

According to a 2007 U.S. Chamber of Commerce study, the cost of employee benefits averaged _____ percent of payroll.

Back 76

42.7

Front 77

Require by law or discretionary?

1. Unpaid leave (FMLA)
2. Supplemental Unemployment Benefits
3. Payment for time not worked
4. Social Security
5. Unemployment Insurance
6. Life and LT Care Insurance
7. Worker's Compensation
8. Health Care
9. Retirements and Pensions

Back 77

1. required by law
2. discretionary
3. discretionary
4. required by law
5. required by law
6. discretionary
7. required by law
8. discretionary
9. discretionary

Front 78

Mandates that employers make health coverage—at the same rate the employer would pay—available to employees, their spouses, and their dependents on termination of employment, death, or divorce.

Back 78

The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA)

Front 79

Grants employees the right to switch medical insurance between former and present employers with no gap in coverage regardless of preexisting health condition once the employees have earned twelve service credits at the former employee

Back 79

Health Insurance Portability and Accountability Act (HIPAA) of 1996

Front 80

Prohibits age-based discrimination in early retirement and other benefit plans by imposing strict guidelines on employers who seek to have employees sign release forms waiving their right to pursue age discrimination claims under the ADEA.

Back 80

Older Workers Benefit Protection Act (OWBPA)

Front 81

Organizations of physicians and health-care professionals that provide a wide range of services to subscribers and dependents on a prepaid basis.

Back 81

Health Maintenance Organizations (HMOs)

Front 82

_____ _____ _____ is a group of physicians establish an organization that guarantees lower healthcare costs to the employer.

Back 82

Preferred Provider Organization (PPO)

Front 83

_____-_____ _____ Plan is a high-deductible medical insurance plan financed by employer contributions to an employee’s limited individual healthcare spending account

Back 83

Consumer-Driven Health Plan (CDHP)

Front 84

What are MSAs?

Back 84

Medical savings account

Front 85

What are HSAs?

Back 85

Health Savings accounts

Front 86

What are FSAs?

Back 86

Flexible spending accounts

Front 87

What are HRAs?

Back 87

Health reimbursement accounts

Front 88

A plan that enables an employee who is laid off to draw, in addition to unemployment compensation, weekly benefits from the employer that are paid from a fund created for this purpose is _____ _____ _____ (SUBs).

Back 88

Supplemental Unemployment Benefits

Front 89

An early-retirement incentive in the form of increased pension benefits for several years or a cash bonus is called _____ _____.

Back 89

Silver Handshake

Front 90

Contributions to a plan are made jointly by employees and employers in a _____ plan.

Back 90

Contributory

Front 91

Contributions to a plan are made solely by the employer in a _____ plan.

Back 91

Noncontributory

Front 92

The amount an employee is to receive upon retirement is specifically set forth in a _____-_____ plan.

Back 92

Defined-benefit

Front 93

The basis (amount) an employer contributes to the pension fund is specified in a _____-_____ plan.

Back 93

Defined-contribution

Front 94

In a _____-_____ Pension Plan, employer contributes a percentage of employee’s pay each year. Account balance earns interest each year. Experts predict it will replace traditional pension plans.

Back 94

Cash-Balance

Front 95

What is ERISA?

Back 95

Employee Retirement Income Security Act (Private pension plans are subject to ERISA regulations that provides standards and controls for pension plans)

Front 96

A guarantee of accrued benefits to participants at retirement age, regardless of their employment status at that time is called _____.

Back 96

vesting

Front 97

Services provided by employers to help workers cope with a wide variety of problems that interfere with the way they perform their jobs are _____ _____ _____ (EAPs).

Back 97

Employee Assistance Programs

Front 98

Care provided to a child or an elderly relative by an employee who remains actively at work is called _____ and _____ _____.

Back 98

Child and Elderly Care

Front 99

True or False? Employers have the right to be advised by an OSHA compliance officer of the reason for a workplace inspection.

Back 99

True

Front 100

True or False? Employers have the legal right to have a company representative accompany the OSHA compliance officer on an inspection.

Back 100

True

Front 101

True or False? OSHA requires that employers provide access to employees regarding the company’s medical and exposure record.

Back 101

True

Front 102

What percentage of the U.S. population will be affected by back injuries?
a. 23
b. 47
c. 60
d. 80

Back 102

d. 80

Front 103

True or False? In order to correct potential health and safety problems, employers have the right to know the name of an employee who files a complaint with OSHA.

Back 103

False

Front 104

True or False? Employers have the legal right to request an inspection warrant before OSHA inspectors can enter a work site.

Back 104

True

Front 105

Which causes more accidents: unsafe acts or unsafe conditions?

Back 105

Unsafe Acts (85% of all accidents)

Front 106

True or False? Employers are required to provide employee training on OSHA standards.

Back 106

True

Front 107

True or False? Employers are required to allow OSHA inspectors on premises for unannounced inspections.

Back 107

False

Front 108

True or False? Employers have twenty-four hours to report to OSHA accidents that result in a fatality.

Back 108

False (8 hours)

Front 109

What is OSHA?

Back 109

Occupational Safety and Health Act

Front 110

What type of citation/penalty?

1. A violation that has a direct relationship to job safety and health, but one unlikely to cause death or serious physical harm. OSHA may propose a penalty of up to $7,000 for each violation.

2. A violation that the employer intentionally and knowingly commits, or a violation that the employer commits with plain indifference to the law. OSHA may propose penalties of up to $70,000 for each violation.

3. A violation where there is substantial probability that death or serious physical harm could result and the employer knew, or should have known, of the hazard. OSHA may propose a mandatory penalty of up to $7,000 for each violation.

Back 110

1. Other-Than-Serious
2. Willful
3. Serious

Front 111

Programs that encourage employers to go beyond the minimum requirements of OSHA are _____ _____ Programs (VPPs)

Back 111

Voluntary Protection Programs

Front 112

What are SPPs?

Back 112

Strategic Partnership Programs

Front 113

What is SHARP?

Back 113

Safety and Health Achievement Recognition Program

Front 114

The number of injuries and illnesses per 100 full-time employees during a given year where 200,000 equals the base for 100 full-time workers who work forty hours a week, fifty weeks a year is called _____ _____.

Back 114

incident rate

Front 115

Number of injuries and illnesses × 200,000
___________________________________
Total hours worked by all employees during the period covered

=

Back 115

incident rate

Front 116

Laws that require employers to advise employees about the hazardous chemicals they handle are _____-to-_____ Laws

Back 116

Right-to-Know Laws

Front 117

OSHA-published hazardous chemical regulations known as the _____ _____ _____ (HCS) prescribes a system for communicating data on health risks of handling certain materials

Back 117

Hazard Communication Standard

Front 118

Documents that contain vital information about hazardous substances are _____ _____ _____ _____ (MSDSs).

Back 118

Material Safety Data Sheets

Front 119

What is they key role of the supervisor in promoting safety awareness?

Back 119

Communicating the need to work safely.

Front 120

What re VDTs?

Back 120

Video Display Terminals

Front 121

Injuries involving tendons of the fingers, hands, and arms that become inflamed from repeated stresses and strains resulting from jobs requiring repetitive motion of the fingers, hands, or arms are _____ _____ _____ (Repetitive Motion Injuries).

Back 121

Cumulative Trauma Disorders

Front 122

Teams, composed of both hourly and managerial employees, conduct:
Initial risk assessment surveys
Develop action plans to respond to violent situations
Perform crisis intervention during violent, or potentially violent, encounters

Back 122

Crisis Management Teams

Front 123

The _____-_____ _____ Act of 1988 requires federal contractors and recipients of federal grants to ensure a drug-free work environment.

Back 123

The Drug-Free Workplace Act

Front 124

Any adjustive demand caused by physical, mental, or emotional factors that requires coping behavior is _____.

Back 124

stress

Front 125

Positive stress that accompanies achievement and exhilaration is _____.

Back 125

eustress

Front 126

Harmful stress characterized by a loss of feelings of security and adequacy is _____.

Back 126

distress

Front 127

_____ is the most severe stage of distress, manifesting itself in depression, frustration, and loss of productivity.

Back 127

Burnout

Front 128

Benefits now account for _____ to _____% of total compensation package.

Back 128

18 to 35%

Front 129

What are the 4 categories of benefits?

Back 129

Mandatory
Optional or Voluntary
Pension and Retirement
Miscellaneous

Front 130

1972 _____ Act prohibits sex discrimination at schools and universities receiving federal funds

Back 130

Education

Front 131

1976 landmark case addressing workplace sexual harassment

Back 131

William v Saxbe

Front 132

1982 and 1983 cases that established “Hostile Environment”

Back 132

Henson v. City of Dundee
Katz v Dole

Front 133

1986 Supreme court case supports “hostile environment”; held sexual harassment is discrimination based on sex.

Back 133

Meritor Savings Bank v Vinson

Front 134

1991 case – posting of pinups is sexual harassment

Back 134

Robinson v Jacksonville Shipyards

Front 135

1991 case that established “Reasonable Woman” Standard

Back 135

Ellison v Brady

Front 136

Plaintiff on all-male crew claimed verbal and physical harassment. Complaint to managers did not stop conduct. Supreme Court held same-sex harassment prohibited by Title VII.

Back 136

Oncale v. Sundowner Offshore Services Inc.

Front 137

Which case first addressed same-sex sexual harassment?

Back 137

Oncale v. Sundowner Offshore Services

Front 138

Case that upheld harassment based on sexual orientation.(9th circuit court).

Back 138

Rene v. MGM Grand

Front 139

Which case (7th circuit) upholds the equal-opportunity harasser defense. Harassed all, not based on gender therefore not covered under Title VII?

Back 139

Holman v Indiana