Multiple Choice - Chapter 6

Front 1

The roots of both job analysis and job evaluation can be traced to ____.

Back 1

Frederick Taylor

Front 2

Routine work is also termed ____.

Back 2

transactional work

Front 3

In today's organizations, in order to increase competitiveness and success work is analyzed by separating transactional work from:

Back 3

core work.

Front 4

Person-based pay systems are best suited for all of the following except:

Back 4

transactional work.

Front 5

The main advantage of skill-based pay plans is:

Back 5

they aid in matching workers to the work flow.

Front 6

Skill-based pay applications is most common in:

Back 6

manufacturing.

Front 7

The certification process in skill-based pay is analogous to _____ in a job-based analysis.

Back 7

factor degrees and weights

Front 8

Compensable factors, skill blocks, and competency sets are all for the purpose of:

Back 8

determining what to value.

Front 9

Skill blocks are to job evaluation as _____ is to factor degrees and weights.

Back 9

certification process

Front 10

_____ are to behavioral descriptors as skill analysis is to the certification process.

Back 10

Core competencies

Front 11

In a multi-skill system, pay increases come with:

Back 11

certification of new skills.

Front 12

Which of the following is least likely to be used as a skill-based certification method?

Back 12

College degree

Front 13

Information such as quality course, shop floor control, tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Back 13

skill-based

Front 14

_____ is the most important factor affecting perception of fairness of a skill-based plan.

Back 14

The design of the certification process

Front 15

A "camper" is a person who _____ in a skill-based pay system.

Back 15

is an employee who does not want to rotate jobs

Front 16

The most important factor determining success of a skill-based pay plan is:

Back 16

how well it aligns with the organization strategy.

Front 17

Skill-based plans tend to work best in organizations using a(n) _____ strategy.

Back 17

cost-cutter

Front 18

_________ are the observable behaviors that indicate the level of a competency.

Back 18

Competency indicators

Front 19

_____ translate each core competency into action.

Back 19

Competency sets

Front 20

In analyzing a firm's competencies under "impact and influence", what are "direct persuasion", "multiple attempts to persuade", and "multiple actions to influence"?

Back 20

Competency indicators

Front 21

The growing view of competencies is they are a set of ____.

Back 21

behaviors requiring no assumptions

Front 22

Skill-based is to transactional work as competencies are to _____ work.

Back 22

tacit knowledge

Front 23

The process of identifying competencies resembles identifying _____ as part of job evaluation.

Back 23

compensable factors

Front 24

Which of the following is the most important attribute of competency-based structure in a global work environment?

Back 24

Common basis for communication

Front 25

Which are the two reasons that make competencies a risky foundation for a pay system?

Back 25

Vagueness and subjectivity

Front 26

The scheme used in the text for classifying competencies consists of three groups. Which of the following is not one of them?

Back 26

Team dynamics

Front 27

Leadership, customer orientation and functional expertise are examples of which group of competencies?

Back 27

Organization specific

Front 28

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

Back 28

executive leadership's

Front 29

Research shows the reliability among rankings of jobs by different people is:

Back 29

85-96

Front 30

Reliability of job evaluations may be measured by:

Back 30

determining if different evaluators produce similar results.

Front 31

Which of the following is not a method for determining validity of job evaluation?

Back 31

Asking the question: "What does the evaluation measure?"

Front 32

An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is to:

Back 32

examine the number of job offers not accepted.

Front 33

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

Back 33

Include legal advisors while developing a plan.

Front 34

Which of the following regarding skill-based pay is false?

Back 34

Training costs are low.

Front 35

A study of 400 compensation specialists found that:

Back 35

market data have a larger effect than job evaluation data.

Front 36

Which of the following is a source of gender bias in job evaluation?

Back 36

Compensable factors related to job content

Front 37

Likely disadvantages of person-based pay plans compared to job-based include all of the following except:

Back 37

a less flexible workforce.

Front 38

Managers whose employers use _____ plans focus on placing the right people in the right job.

Back 38

job-based

Front 39

A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess.

Back 39

job-based

Front 40

Which of the following regarding skill-based pay is false?

Back 40

Training costs are low.