| Question 1. | Question : | (TCO 4) A manager expects high levels of performance from a newly hired employee. A year later, the manager rates this employee’s job performance higher than the actual performance due to his initial belief. What kind of rater error was made by the manager? |
| | Student Answer: | | First-impression effect | | | | Contrast errors | | | | Positive halo effect | | | | Negative halo effect | |
| |
| Question 2. | Question : | (TCO 4) These are the four core characteristics of the job characteristics theory. |
| | Student Answer: | | Feedback, task variety, skill variety, autonomy | | | | Knowledge, skill identity, autonomy, feedback | | | | Skill variety, task identity, autonomy, feedback | | | | Skill identity, autonomy, task variety, feedback | |
| |
| Question 3. | Question : | (TCO 4) Teams that have members learn scheduling, coordinating, training, and leading others are emphasized in what type of work team? |
| | Student Answer: | | Self-regulating work groups | | | | Supervisory work teams | | | | Management teams | | | | Nonsupervised work teams | |
| |
| Question 4. | Question : | (TCO 4) When a filing clerk is trained to maintain employee attendance records, it is an example of acquiring which type of skills? |
| | Student Answer: | | Horizontal | | | | Vertical | | | | Depth of | | | | Breadth of | |
| |
| Question 5. | Question : | (TCO 4) Which person-focused model links pay levels to increased knowledge and skills within the same general job category? |
| | Student Answer: | | Stair-step model | | | | Skill blocks model | | | | job-point accrual model | | | | cross-departmental model | |
| |
| Question 6. | Question : | (TCO 8) Which gain-sharing program is based on a labor hour ratio and has a buy-back provision? |
| | Student Answer: | | Rucker | | | | Improshare | | | | Scanlon plan | | | | Management incentive plan | |
| |
| Question 7. | Question : | (TCO 8) These profit-sharing plans award cash to employees on a quarterly or annual basis as part of their regular compensation. |
| | Student Answer: | | Current profit-sharing plans | | | | Anticipated profit-sharing plans | | | | Deferred profit-sharing plans | | | | Recent profit-sharing plans | |
| |
| Question 8. | Question : | (TCO 8) Customer satisfaction, labor cost savings, materials cost savings, and reductions in accidents were listed as typical performance measures for which type of incentive plan? |
| | Student Answer: | | Individual | | | | Group | | | | Companywide | | | | Executive | |
| |
| Question 9. | Question : | (TCO 2) These two are job evaluation techniques. |
| | Student Answer: | | Market based and job context | | | | Market context and job based | | | | Market based and job content | | | | Market context and job content | |
| |
| Question 10. | Question : | (TCO 2) Which of the following are critical components in the job analysis process? |
| | Student Answer: | | Selecting and training analysts, choosing a single versus a multiple job description technique, choosing a job analysis program | | | | Choosing a single versus a multiple job analysis technique, choosing a job analysis program, writing a job description | | | | Choosing a job analysis program, writing a job description, selecting and training analysts | | | | Choosing a single versus a multiple job description technique, selecting and training analysts, writing a job description | |
| |
| Question 11. | Question : | (TCO 3) What represents the relationship between a company’s valuation of jobs based on job evaluation and the valuation of jobs within the external market, as assessed by compensation surveys? |
| | Student Answer: | | Pay range | | | | Pay grade | | | | Market pay line | | | | Market-competitive pay structure | |
| |
| Question 12. | Question : | (TCO 3) When examining competitors’ compensation offerings, this term is used to describe the percentage of employer compensation costs that are applied to compensation and benefits. |
| | Student Answer: | | Mix | | | | Quartile | | | | Standard percentile | | | | Nominal dollars | |
| |
| Question 13. | Question : | (TCO 6) Which pay structure reflects the increasing organizational trend toward flatter, less hierarchical corporate structures? |
| | Student Answer: | | Two-tier pay structure | | | | Broadbanding | | | | Market-competitive pay structure | | | | Internally consistent pay structure | | |
| |
| Question 14. | Question : | (TCO 6) If the company adopts a market lag policy, how will that company’s pay range midpoint compare to the market average? |
| | Student Answer: | | The midpoint will be the same as the market average. | | | | Not enough information to determine | | | | The midpoint will be higher than the market average. | | | | The midpoint will be lower than the market average. | |
| |
| Question 15. | Question : | (TCO 8) Which type of individual incentive plan requires the achievement of multiple complex objectives without compromising the quality and quantity of output generated by employees? |
| | Student Answer: | | Piecework plans | | | | Referral plans | | | | Management incentive plans | | | | Behavior encouragement plans | |
| |
|
