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65 Cards in this Set

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  • Back
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Career development shares a common perspective with training:
That people are a vital resource in the organization.
The purpose of career development has changed over time:
From a focus on the organization to a focus on both the organization and the individual.
In recent years, the career development field has changed very rapidly as:
Downsizing among companies becomes more popular.

Technological change requires that employees keep pace with new ways to perform their jobs.
In most companies the current answer to the question, “Who’s responsible for an employee’s career development,” is:
The employee.
The downside to career development program is:
Employee dissatisfaction.
Poor performance.
Increased turnover.
In response to family interests, more companies have:
Begun offering more family interest programs, including health benefits for children and elder care.
The most common corporate response to the issue of dual careers has been:
Flexible work hours and job sharing.
Peter is going through the process of identifying his skills, values, and interests. He is in the _____ phase of career development.
A promotability forecast:
Projects the advancement potential of employees.
Carlee is working with Tabitha to help Tabitha identify the type of career she wants and what steps to take to realize her goals. Carlee and Tabitha are:
In the direction phase of career planning.
Mentoring is one program commonly used in the _____ phase of career development:
A personal mission statement in a career development plan:
Is a statement, changeable over time, which is more valuable for the process it puts the employee through than for its ultimate content.
Of the advancement suggestions offered by the authors, one of the most critical is:
Developing interpersonal skills.
More and more workers are accepting that job-hopping is important in their development. True or False
Compensation consists of a number of elements. An employee’s base compensation:
Is his/her fixed pay, and is generally the largest part of his/her total compensation package.
Indirect compensation in a pay mix consists of:
The variety of programs, such as health insurance, time off, etc., the employee receives.
Mary is concerned that her roommate, who works for a different company, receives about 25% more pay and better benefits than Mary does for a very similar job. Mary’s concern reflects the compensation issue of:
External equity.
The Distributive Justice Model:
Encourages open rather than secret pay.
Firms that emphasize external equity:
Are smaller and newer.
Companies using performance-based compensation systems tend to be:
Smaller, rapidly growing companies that face strong competitive pressures.
Companies that emphasize nonmonetary rewards more than monetary rewards:
Tend to emphasize customer service over sales.
The practice of openness in a compensation system generally leads to:
Managers being more careful in their decisions because they have to defend them more.
An important tool for companies seeking to maintain external equity is the use of:
Market survey data.
A skill-based approach to compensation is built on what characteristics?
The greater the variety of job-related skills a worker possess, the more he/she should be paid.
The compensation law that affects most pay structures in the U.S. is:
The Fair Labor Standards Act.
As employees’ base pay increases, it is likely that the percentage of variable pay that they receive will decrease. True or False
Organizations that emphasize nonmonetary rewards are often trying to encourage and reinforce individual achievement and responsibility among employees. True or False
Job banding entail replacing narrowly defined job descriptions with broad categories of related jobs. True or False
The term comparable worth means essentially the same thing as equal pay: that men and women must be paid the same wage for the same job. True or False
The most common type of pay for performance is:
Merit pay.
Pay-for-performance or incentive compensation systems are built on the assumption that individual employees and work teams differ in how much they contribute to the firm. True or False
Jocelyn and Jacques always ask the professor in their American Government class exactly what will be on the next exam. They ask this question not because they are not interested in learning, but because they only want to learn the material that they will gain from (i.e., what will be on the test). This is an example of the “do only what you get paid for” syndrome. True or False
Pay-for-performance is likely to enhance the spirit of cooperation in an organization as employees will work to help one another improve their job performance. True or False
John is a sales professional for a computer company. His territory, the Southern U.S., has recently undergone some of the worst flooding in history, closing many of his customers’ small businesses and redirecting his large client’s funds as they fix flood damages. As a consequence, John’s sales are off significantly and his quarterly bonus is small. This is an example of the problem of _____ in regard to pay-for-performance compensation.
The lack of control
To properly link performance and pay:
The employee must have complete control of the pace and quality of the work to be performed.
Piece-rate pay-for-performance would work well with:
Sewing machine operators paid for the number of pairs of pants they sew in a given workday.
If managers permit or increase employee involvement in the design of an incentive compensation system:
Employees will more likely trust it.
Public and nonpublic praise, honorary titles, and expanded job responsibilities are all:
Nonfinancial rewards.
Merit pay differs from bonus programs in what way?
Merit pay raises the employee’s base pay permanently, bonuses do not.
It is not an uncommon problem for individual based pay-for-performance plans to work against achieving quality goals. True or False
What is an advantage of team-based pay-for-performance plans?
They make performance measurement easier.
In any group, some individuals put in more effort than others. On occasion, the contribution is markedly less than the average of the rest of the team. When this happens you have:
The free-rider effect.
How does plant wide pay-for-performance work?
Employees are rewarded based on the labor and material cost savings of the plan compared to an earlier period.
Plant wide incentive programs do feature some disadvantages, such as:
The fact that efficient plants will see less improvement and therefore will gain less than inefficient plants, leading to lower rewards for the workers.
Profit sharing differs from gainsharing in that profit sharing:
Doesn’t reward productivity improvements.
Employees who are rewarded on the basis of corporate-wide pay-for-performance plans:
May be put at risk due to the factors affecting corporate profits and stock prices.
Most of a CEO executive’s compensation comes from:
Bonus income.
Barb recently had outpatient surgery. Her insurance plan requires a deductible of $500 dollars. This means that the insurance company will pay 100% of the first 500 dollars, but after that will only pay a percentage of the bill. True or False
Employers are legally required to provide health insurance to employees. True or False
Under HIPPA an employee can transfer between health insurance plans without a gap in coverage due to a pre-existing condition. True or False
The number one challenge for HR managers in benefit management is:
Cost containment.
Benefits are often a good employee retention tool because:
They increase over the time that an employee works for a company.
Employee benefits accounted for approximately _____ of employers’ payrolls today.
Legally required benefits include only:
Family and medical leave.
The growth of benefits costs has pushed employers to:
Greater use of part-time employees.
Workers’ compensation:
Provides medical care, income, and rehabilitation expenses.
To be eligible for unemployment insurance, employees must:
Be actively seeking employment.

Have worked a minimum of four quarter-year periods of the last five quarter-year periods.
The Family and Medical Leave Act requires most employers to:
Permit unpaid leave up to 12 weeks for certain family medical issues.
The Family and Medical Leave Act does not apply to employees who:
Are unmarried.
When an employee applies for family or medical leave, an employer:
May deny it to employees with less than one year of service.
The health insurance plan that gives the employee the greatest amount of choice is:
A traditional insurance plan.
Once an employee leaves an employer, that employee:
May pay for and keep their health insurance under Social Security.
You have worked for Richmond University for nearly 8 years. Your employee-provided funds and employer-contributed funds are all vested. You intend to quit your job at the university to take another job. Your retirements funds:
Will stay with you when you move from Richmond University.
In a/an _____ plan, the employer puts in a specific amount, and employees may contribute additional funds. Payout depends on the success of the investments in the retirement plan.
401 (k)
A Defined Benefit Plan differs from a Defined Contribution Plan in that a Defined Benefit Plan promises a fixed dollar amount to employees upon their retirement, and a Defined Contribution Plan only promises to contribute a specific amount of money into each employee’s retirement plan prior to retirement. True or False