Question 1

Pay for temporary workers is based upon
A)the internal structure of their home employer.
B)the internal structure of the temporary workplace.
C)the strict requirements set by an international workers union.
D)education only.

Accepted Answer

A

Question 2

Most unions prefer which of the following?
A)Small pay differences among jobs and seniority-based promotions
B)Large pay differences among jobs and seniority-based promotions
C)Large pay differences among jobs and performance-based promotions
D)Equal pay raises for employees

Accepted Answer

Most unions prefer small pay differences among jobs and seniority-based promotions in order to promote fairness and equity among employees. This approach ensures that employees are compensated fairly for their time served within the company and promotes loyalty and retention of experienced workers. Seniority-based promotions also provide a clear path for career advancement and help prevent favoritism or discrimination in promotion decisions.

Question 3

Common bases for modern pay structures include all BUT which of the following?
A)The content of the work
B)The skills and knowledge required to perform the work
C)The extent of external competitiveness and equity
D)The work's relative value for achieving organizational objectives

Accepted Answer

External competitiveness and equity are not typically considered a basis for structuring pay; rather, they are factors that influence pay levels and adjustments.

Question 4

Content refers to the
A)worth of the work.
B)work performed in a job and how it gets done.
C)relative contribution of the work to the organization objectives.
D)different pay level policies.

Accepted Answer

Content refers to the work performed in a job and how it gets done, focusing on the tasks and responsibilities involved.

Question 5

Which of the following pay structure procedures would NOT increase perceptions of pay fairness?
A)Consistently applying pay procedures to all employees
B)Using accurate data
C)Hiring consultants to develop the pay structure
D)Including appeals procedures

Accepted Answer

Hiring consultants to develop the pay structure may not necessarily increase perceptions of pay fairness as employees may view it as an unnecessary expense or distrust the consultants' methods. The other options listed (consistently applying pay procedures, using accurate data, and including appeals procedures) are all key factors in increasing perceptions of pay fairness.

Question 6

Which of the following is NOT a factor in defining equal work according to the Equal Pay Act?
A)Equal skill
B)Equal effort
C)Equal experience
D)Equal responsibility

Accepted Answer

While skills, effort, responsibility, and job duties are factors in defining equal work according to the Equal Pay Act, experience is not explicitly mentioned as a factor. However, it may indirectly impact skill level and job duties, which are factors.

Question 7

The most common bases for determining internal structures are:
A)work content and its value
B)seniority and experience
C)use value and exchange value
D)pay surveys and job evaluation

Accepted Answer

The answer of The most common bases for determining internal...

Question 8

Which of the following is NOT a characteristic of aligned pay structures?
A)They support the way the work gets done.
B)They fit an organization's business strategy.
C)They are fair to employees.
D)They are designed to increase the turnover rate.

Accepted Answer

Aligned pay structures are designed to support the organization's business strategy and the way the work gets done, ensuring fairness to employees. They are not designed to increase the turnover rate; in fact, they aim to reduce turnover through fair and competitive compensation practices.

Question 9

The parable of the vineyard owner and the compensation paid to the laborers illustrated:
A)the payment to the laborers according to their productivity.
B)the payment to the laborers based upon the content of the job.
C)the payment to the laborers based upon the hours of work.
D)the ignorance of the owner toward the content of work.

Accepted Answer

The answer of The parable of the vineyard owner and...

Question 10

James says, "I don't trust the way the company determines pay rates in my department." If James feels this way despite being happy with his current salary, he is most likely concerned about _____.
A)procedural justice
B)distributive justice
C)internal equity
D)external equity

Accepted Answer

Procedural justice refers to the fairness of the process used to make decisions, such as determining pay rates. If James is concerned about the process used to determine pay rates, even though he is happy with his own salary, he is likely questioning the fairness of the process, indicating a concern with procedural justice.

Question 11

In the strategic approach to pay, internal alignment is the _____ issue to be decided.
A)first
B)second
C)third
D)fourth

Accepted Answer

The answer of In the strategic approach to pay, internal...

Question 12

External factors are dominant influences on jobs filled via:
A)demotions.
B)promotions.
C)transferring employees.
D)hiring graduates.

Accepted Answer

Hiring graduates refers to the process of bringing in new employees from outside the company, and external factors such as the state of the economy, job market conditions, and industry trends can greatly impact this process. Demotions, promotions, and transfers are internal movements of employees within the company and are typically more influenced by factors such as performance, skills, and organizational needs.

Question 13

Most job structures are best described as
A)job-based structures.
B)person-based structures.
C)both person- and job-based structures.
D)competency-based structures.

Accepted Answer

Most job structures incorporate elements of both person-based and job-based structures to effectively align roles with organizational goals and employee skills.

Question 14

Marginal productivity theory argues that employers pay _____.
A)use value
B)exchange value
C)surplus value
D)differential value

Accepted Answer

The answer of Marginal productivity theory argues that employers pay...

Question 15

Organization factors that shape internal pay structures include all BUT which of the following?
A)Technology
B)Cost implications
C)HR policy
D)Economic pressures

Accepted Answer

Economic pressures are external factors, not organizational factors, that can influence internal pay structures.

Question 16

The well-defined jobs at McDonald's and their small differences in pay are an example of a(n) _____ internal pay structure.
A)closely tailored
B)loosely coupled
C)very competitive
D)egalitarian

Accepted Answer

A closely tailored internal pay structure refers to an organization where jobs are well-defined, and there are small differences in pay between jobs. This structure is characteristic of organizations like McDonald's, which have a well-defined hierarchy of job roles and responsibilities, and pay is determined based on the level of skill and responsibility required for each job. This type of structure helps organizations maintain consistency in pay and job responsibilities while also providing employees with clear terms of employment.

Question 17

Which of the following is NOT one of the factors that define an internal pay structure?
A)The pay differentials between the levels
B)The criteria used to determine pay differentials
C)The number of times the pay structure has been changed
D)The number of levels of work

Accepted Answer

The number of times the pay structure has been changed is not a factor in defining an internal pay structure. The factors that define an internal pay structure typically include the pay differentials between levels, the criteria used to determine pay differentials, and the number of levels of work.

Question 18

Organization factors that shape internal pay structures include all BUT which of the following?
A)Strategy
B)Human capital
C)Cultures and customs
D)Employee acceptance

Accepted Answer

The answer of Organization factors that shape internal pay structures...

Question 19

Jacob works at PrimeClean Corp., a carwash company.He is asked to follow a set of instructions in a predetermined order to wash a car.All the details including the amount of washing liquid to use for each type of car are clearly specified.In this case, Jacob's company is most likely to use a:
A)closely tailored pay structure.
B)loosely coupled pay structure.
C)pay structure with large differences in pay among jobs.
D)pay structure that is highly flexible.

Accepted Answer

A closely tailored pay structure is most suitable for a job like washing cars, where specific instructions need to be followed and the amount of work done can be easily measured. This type of pay structure allows the company to align employee compensation with job responsibilities and ensure that employees are properly incentivized to follow detailed instructions and achieve quality work. A loosely coupled pay structure or one with large differences in pay among jobs or high flexibility may not be as effective in ensuring consistent performance and quality of work.

Question 20

Joshua believes that treating employees equally will improve their job satisfaction, which in turn will increase their work productivity and performance.In accordance to his beliefs, he wants to reduce the number of job levels and the pay differentials between the levels.In this case, he is most likely to use a(n):
A)highly layered pay structure.
B)hierarchical pay structure.
C)highly inequitable pay structure.
D)egalitarian pay structure.

Accepted Answer

Joshua's belief in treating employees equally and reducing pay differentials between job levels aligns with an egalitarian pay structure, where there is minimal hierarchy and everyone is paid equally regardless of their position or tenure.

Quiz 3: Defining Internal Alignment

Pay for temporary workers is based upon

Most unions prefer which of the following?

Common bases for modern pay structures include all BUT which of the following?

Content refers to the

Which of the following pay structure procedures would NOT increase perceptions of pay fairness?

Which of the following is NOT a factor in defining equal work according to the Equal Pay Act?

The most common bases for determining internal structures are:

Which of the following is NOT a characteristic of aligned pay structures?

The parable of the vineyard owner and the compensation paid to the laborers illustrated:

James says, "I don't trust the way the company determines pay rates in my department." If James feels this way despite being happy with his current salary, he is most likely concerned about _____.

In the strategic approach to pay, internal alignment is the _____ issue to be decided.

External factors are dominant influences on jobs filled via:

Most job structures are best described as

Marginal productivity theory argues that employers pay _____.

Organization factors that shape internal pay structures include all BUT which of the following?

The well-defined jobs at McDonald's and their small differences in pay are an example of a(n) _____ internal pay structure.

Which of the following is NOT one of the factors that define an internal pay structure?

Organization factors that shape internal pay structures include all BUT which of the following?

Jacob works at PrimeClean Corp., a carwash company.He is asked to follow a set of instructions in a predetermined order to wash a car.All the details including the amount of washing liquid to use for each type of car are clearly specified.In this case, Jacob's company is most likely to use a: