Management 470 Test 3

Front 1

Career development shares a common perspective with training:

Back 1

That people are a vital resource in the organization.

Front 2

The purpose of career development has changed over time:

Back 2

From a focus on the organization to a focus on both the organization and the individual.

Front 3

In recent years, the career development field has changed very rapidly as:

Back 3

Downsizing among companies becomes more popular.

Technological change requires that employees keep pace with new ways to perform their jobs.

Hint 3

None

Front 4

In most companies the current answer to the question, “Who’s responsible for an employee’s career development,” is:

Back 4

The employee.

Front 5

The downside to career development program is:

Back 5

Employee dissatisfaction.
Poor performance.
Increased turnover.

Hint 5

None

Front 6

In response to family interests, more companies have:

Back 6

Begun offering more family interest programs, including health benefits for children and elder care.

Front 7

The most common corporate response to the issue of dual careers has been:

Back 7

Flexible work hours and job sharing.

Front 8

Peter is going through the process of identifying his skills, values, and interests. He is in the _____ phase of career development.

Back 8

Assessment

Front 9

A promotability forecast:

Back 9

Projects the advancement potential of employees.

Front 10

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:

Back 10

In the direction phase of career planning.

Front 11

Mentoring is one program commonly used in the _____ phase of career development:

Back 11

Development.

Front 12

A personal mission statement in a career development plan:

Back 12

Is a statement, changeable over time, which is more valuable for the process it puts the employee through than for its ultimate content.

Front 13

Of the advancement suggestions offered by the authors, one of the most critical is:

Back 13

Developing interpersonal skills.

Front 14

More and more workers are accepting that job-hopping is important in their development. True or False

Back 14

True

Front 15

Compensation consists of a number of elements. An employee’s base compensation:

Back 15

Is his/her fixed pay, and is generally the largest part of his/her total compensation package.

Front 16

Indirect compensation in a pay mix consists of:

Back 16

The variety of programs, such as health insurance, time off, etc., the employee receives.

Front 17

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:

Back 17

External equity.

Front 18

The Distributive Justice Model:

Back 18

Encourages open rather than secret pay.

Front 19

Firms that emphasize external equity:

Back 19

Are smaller and newer.

Front 20

Companies using performance-based compensation systems tend to be:

Back 20

Smaller, rapidly growing companies that face strong competitive pressures.

Front 21

Companies that emphasize nonmonetary rewards more than monetary rewards:

Back 21

Tend to emphasize customer service over sales.

Front 22

The practice of openness in a compensation system generally leads to:

Back 22

Managers being more careful in their decisions because they have to defend them more.

Front 23

An important tool for companies seeking to maintain external equity is the use of:

Back 23

Market survey data.

Front 24

A skill-based approach to compensation is built on what characteristics?

Back 24

The greater the variety of job-related skills a worker possess, the more he/she should be paid.

Hint 24

None

Front 25

The compensation law that affects most pay structures in the U.S. is:

Back 25

The Fair Labor Standards Act.

Front 26

As employees’ base pay increases, it is likely that the percentage of variable pay that they receive will decrease. True or False

Back 26

False

Front 27

Organizations that emphasize nonmonetary rewards are often trying to encourage and reinforce individual achievement and responsibility among employees. True or False

Back 27

False

Front 28

Job banding entail replacing narrowly defined job descriptions with broad categories of related jobs. True or False

Back 28

True

Front 29

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

Back 29

False

Front 30

The most common type of pay for performance is:

Back 30

Merit pay.

Front 31

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

Back 31

True

Front 32

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

Back 32

True

Front 33

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

Back 33

False

Front 34

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.

Back 34

The lack of control

Front 35

To properly link performance and pay:

Back 35

The employee must have complete control of the pace and quality of the work to be performed.

Front 36

Piece-rate pay-for-performance would work well with:

Back 36

Sewing machine operators paid for the number of pairs of pants they sew in a given workday.

Front 37

If managers permit or increase employee involvement in the design of an incentive compensation system:

Back 37

Employees will more likely trust it.

Front 38

Public and nonpublic praise, honorary titles, and expanded job responsibilities are all:

Back 38

Nonfinancial rewards.

Front 39

Merit pay differs from bonus programs in what way?

Back 39

Merit pay raises the employee’s base pay permanently, bonuses do not.

Front 40

It is not an uncommon problem for individual based pay-for-performance plans to work against achieving quality goals. True or False

Back 40

True

Front 41

What is an advantage of team-based pay-for-performance plans?

Back 41

They make performance measurement easier.

Front 42

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:

Back 42

The free-rider effect.

Front 43

How does plant wide pay-for-performance work?

Back 43

Employees are rewarded based on the labor and material cost savings of the plan compared to an earlier period.

Front 44

Plant wide incentive programs do feature some disadvantages, such as:

Back 44

The fact that efficient plants will see less improvement and therefore will gain less than inefficient plants, leading to lower rewards for the workers.

Front 45

Profit sharing differs from gainsharing in that profit sharing:

Back 45

Doesn’t reward productivity improvements.

Front 46

Employees who are rewarded on the basis of corporate-wide pay-for-performance plans:

Back 46

May be put at risk due to the factors affecting corporate profits and stock prices.

Front 47

Most of a CEO executive’s compensation comes from:

Back 47

Bonus income.

Front 48

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

Back 48

False

Front 49

Employers are legally required to provide health insurance to employees. True or False

Back 49

False

Front 50

Under HIPPA an employee can transfer between health insurance plans without a gap in coverage due to a pre-existing condition. True or False

Back 50

True

Front 51

The number one challenge for HR managers in benefit management is:

Back 51

Cost containment.

Front 52

Benefits are often a good employee retention tool because:

Back 52

They increase over the time that an employee works for a company.

Front 53

Employee benefits accounted for approximately _____ of employers’ payrolls today.

Back 53

41%

Front 54

Legally required benefits include only:

Back 54

Family and medical leave.

Front 55

The growth of benefits costs has pushed employers to:

Back 55

Greater use of part-time employees.

Front 56

Workers’ compensation:

Back 56

Provides medical care, income, and rehabilitation expenses.

Front 57

To be eligible for unemployment insurance, employees must:

Back 57

Be actively seeking employment.

Have worked a minimum of four quarter-year periods of the last five quarter-year periods.

Hint 57

None

Front 58

The Family and Medical Leave Act requires most employers to:

Back 58

Permit unpaid leave up to 12 weeks for certain family medical issues.

Front 59

The Family and Medical Leave Act does not apply to employees who:

Back 59

Are unmarried.

Front 60

When an employee applies for family or medical leave, an employer:

Back 60

May deny it to employees with less than one year of service.

Front 61

The health insurance plan that gives the employee the greatest amount of choice is:

Back 61

A traditional insurance plan.

Front 62

Once an employee leaves an employer, that employee:

Back 62

May pay for and keep their health insurance under Social Security.

Front 63

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:

Back 63

Will stay with you when you move from Richmond University.

Front 64

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.

Back 64

401 (k)

Front 65

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

Back 65

True