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25 Cards in this Set
- Front
- Back
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The ____ type of pay-for-performance system is most likely to induce employees to behave unethically.
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sales commission
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A/an ____ is an indirect reward given to an employee or group of employees because they are members of the organization.
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benefit
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Which of the following would be an example of an intrinsic reward?
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satisfaction with meeting a tight deadline.
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In an organization with a performance-oriented philosophy,
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employees only get raises if their productivity has been satisfactory or better.
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In large for-profit organizations, the CEO’s base salary is
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likely to be less than half of his/her total compensation.
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The two basic compensation philosophies, which should be seen as opposite ends of a continuum, are the ____ and the ____ orientations.
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entitlement; performance
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The most widely used long-term performance incentives for executives is/are
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stock options.
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Profit-sharing and ESOPs are ____ -level incentives
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organizational
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Pay increases for individual, non-executive, employees in a compensation system based on individual performance are typically decided by
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operating managers.
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HR-related performance measures for a variable pay plan include all the following EXCEPT
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increase in quantity of output per employee.
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____ is an example of an organizational-level variable pay system.
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Deferred compensation
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If employees feel their pay is unfair, they are likely to do or feel all the following EXCEPT
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lose self-esteem.
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A differential piece-rate system pays employees
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one piece-rate wage for units produced up to a standard output, and a higher piece-rate wage for units produced over the standard.
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Financial measures that can be used to judge executive performance include all of the following EXCEPT
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market share.
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The downside of bonuses is that
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employees who are passed over may become jealous of the bonus recipient.
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A ____ approach for compensating sales staff is useful when serving and retaining existing client accounts is significantly more important than generating new sales and accounts.
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salary-only
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Performance and talent management fits into the total rewards approach in all of the following ways EXCEPT
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in a total rewards approach, traditional “membership” benefits such as insurance can be tied to performance levels.
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One of the major differences between individual incentives and group incentives is that
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group incentives place social pressure on group members whereas individual incentives do not.
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In order to show how the rate of compensation changes compares with the rate of changes in the organization’s revenues overall
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compensation metrics should be calculated each year and compared with previous years’ metrics.
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A disadvantage of “employee of the month” type awards is that
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they can be seen as favoritism.
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Which of the following is NOT a non-monetary reward?
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matching stock purchase plans.
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If an organization’s competitive strategy relies on long-term relationships with the clients who purchase the organization’s goods and services, the organization should reward its employees from its executives to its sales staff with incentives based on
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a rolling five-year measure of financial performance.
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The HR unit is typically responsible for all of the following EXCEPT
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recommending pay increases for employees.
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Compensation is one of the organization’s largest expenditures. Compensation philosophies and systems vary from one organization to the next. Why is that?
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Different organizations have different organizational objectives and strategies.
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At the heart of most executive performance-based incentive plans is the idea that
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executives should be rewarded if the organization grows in profitability and value over a period of years.
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