Question 1

​Men and women must be paid the same wage when they are doing equal jobs is required under the

Accepted Answer

The Equal Pay Act, enacted in 1963, prohibits employers from paying different wages to men and women who perform equal work in the same workplace. It requires that employees in the same job classification be paid at the same rate, regardless of gender. The other options listed do not specifically address equal pay for men and women.

Question 2

A type of compensation that is some percentage of sales revenue is

Accepted Answer

A commission is a type of compensation where an employee receives a percentage of the sales revenue they generate. It is commonly used in sales positions where employees are incentivized to make more sales to increase their commission earnings.

Question 3

Sally earned a 10 percent increase in her salary and received the entire increase at the beginning of the year, with the stipulation that she would not leave the company in that year. Five months later, she quit her job and went to work for a competitor. She had to return the 10 percent payment she had received because she had violated a rule for

Accepted Answer

Sally had received a lump-sum salary increase at the beginning of the year, and the condition of not leaving the company was attached to it. Since she violated the condition by leaving the company five months later, she had to return the 10 percent payment she had received. Therefore, the rule violated in this scenario is related to the lump-sum salary increase.

Question 4

One of the main reasons employers offer employees flexible benefits plans is

Accepted Answer

Employers offer flexible benefits plans because employees have diverse needs and choosing their own benefits package will better meet those needs. A one-size-fits-all benefits package may not be attractive to all employees, and flexible benefits plans allow them to customize their benefits according to their needs and lifestyles. This not only increases employee satisfaction, but also boosts retention rates and ultimately benefits the employer.

Question 5

You have been asked to develop an effective reward system for Kroger stores. In designing such a system, you should strive to meet all of the following objectives except

Accepted Answer

The objective of maximizing the amount spent on compensation should not be a priority when designing an effective reward system. Instead, the focus should be on enabling employees to satisfy their basic needs, providing rewards comparable to those offered by other firms, distributing rewards fairly within the organization, and recognizing that different people have different needs. Spending more on compensation does not necessarily lead to a more effective reward system.

Question 6

Over the years, EnterBank management has successfully used the process of preparing managers and other professionals to assume increased responsibility in present and future positions. This practice is referred to as

Accepted Answer

The given scenario mentions that EnterBank management has prepared managers and professionals for increased responsibility in present and future positions. This process is referred to as management development, which involves identifying and developing potential candidates for leadership positions within an organization. Therefore, option E is the correct choice. The other options, such as employee training, simulation training, job orientation, and skills inventorying, do not accurately reflect the scenario provided.

Question 7

Senior management in your organization wants you to explain to the board of directors the key concept that makes compensation systems work. It would be correct to tell them that the ideal compensation system must

Accepted Answer

The key concept that makes compensation systems work is finding a balance between meeting the needs of employees while keeping labor costs within reasonable limits for the company. This means offering fair wages and benefits that attract and retain high-quality employees, while also ensuring that the company can afford these costs without going bankrupt. Simply trying to keep labor costs as low as possible or paying the highest wages in the industry is not a sustainable solution. Likewise, encouraging employees to work for as little as possible is unethical and will likely harm company morale and productivity. Focusing solely on benefits and keeping salaries low is also not a viable solution, as salary is a critical part of compensation and impacts employee satisfaction and retention.

Question 8

Suppose your state has enacted a law that demands equal compensation for jobs requiring about the same level of education, training, and skills. This concept is called

Accepted Answer

The concept described in the scenario is comparable worth, which aims to ensure that jobs requiring similar levels of education, skill, and training are compensated fairly and equally. This is often used to address gender and racial pay gaps. B, C, D, and E are not related to the concept of comparable worth.

Question 9

As a result of the ____ carried out at Weston Company, the position of vice president of marketing was determined to be relatively more important than the position of vice president of finance.

Accepted Answer

Job evaluation is the process of determining the relative worth of positions within an organization. In this case, the job evaluation conducted at Weston Company revealed that the position of vice president of marketing was relatively more important than the position of vice president of finance. Wage survey, industry average, performance appraisal, and job analysis do not necessarily provide information on the relative importance of positions within an organization.

Question 10

Soon after an employee was appraised, Steve Cohen discussed the results, explaining the basis for presenting rewards and telling the employee how to improve performance. In so doing, Cohen is providing

Accepted Answer

Steve Cohen is providing performance feedback by discussing the results of the employee's appraisal and providing guidance on how to improve performance.

Question 11

A computerized data bank containing information on the skills and experience of all employees is called

Accepted Answer

This type of computerized data bank is specifically called a skills inventory. It helps an organization identify the skills and abilities of its workforce, which can be useful for workforce planning, training and development, and identifying potential candidates for internal job openings. The other answer choices do not accurately describe this type of system.

Question 12

​When a manager performs a ____ he/she reviews the results of an employee's performance with the employee soon after completion of the employee's performance review.

Accepted Answer

A performance feedback interview involves reviewing the results of an employee's performance with them soon after their performance review. This allows for discussion, clarification, and goal setting for future performance. B, C, and D all refer to performance review processes but do not necessarily involve the follow-up discussion aspect of a performance feedback interview.

Question 13

Universal Dynamics Corporation recently was awarded a $150,000 federal contract. Thus, the government requires the corporation to engage in affirmative action related to

Accepted Answer

The government's requirement for affirmative action in this scenario is related to the $150,000 federal contract the corporation received. Affirmative action is typically related to addressing historical discrimination and increasing diversity in the workplace. Recruitment and selection are key components of addressing these issues, and thus, it is likely that the government's requirement is for the corporation to engage in affirmative action related to recruitment and selection.

Question 14

Sally wants to impress prospective employers with a summary of her background and qualifications for a management position. Her father, who is a businessperson, suggested sending a(n)

Accepted Answer

A résumé is a document that summarizes a person's background, education, and work experience, making it ideal for Sally's purpose of impressing prospective employers. It provides a quick snapshot of a candidate's qualifications, allowing employers to quickly determine if the candidate is qualified for the position they are hiring for. Résumés are a standard document used in job applications, making it the most appropriate option for Sally to send to prospective employers.

Question 15

A list of key personnel as well as possible successors within a firm is called

Accepted Answer

A list of key personnel as well as possible successors within a firm is called a replacement chart. This chart provides a visual representation of who can fill critical roles in the organization in case the current personnel become unavailable for any of a variety of reasons, such as retirement, illness, or resignation. It is an important tool for succession planning and can help organizations avoid disruptions to their operations. Skills inventory, management inventory, wage survey, and performance appraisal are all different tools and processes used in human resource management and are not specific to succession planning.

Question 16

​Managers who use performance appraisals in which they judge or estimate the employee's performance level and rank employees on a scale are called

Accepted Answer

Managers who judge or estimate an employee's performance level and rank employees on a scale are using judgmental methods. This can include methods like a graphic rating scale or a ranking system, where the manager subjectively evaluates the employee's performance.

Question 17

A large manufacturing company has found that younger employees tend to have fewer medical problems than workers over 40. Therefore, management decided to hire only workers under 40 to reduce company health insurance costs. This is illegal under the

Accepted Answer

The Age Discrimination in Employment Act of 1967 prohibits discrimination against individuals who are 40 years of age or older. Therefore, the company's decision to only hire workers under 40 is in violation of this law.

Question 18

Critics of comparable worth argue that

Accepted Answer

Critics of comparable worth argue that the market has already determined the worth of certain jobs, including those traditionally held by women, and that artificially inflating salaries for these jobs would be unfair and disruptive to the market. They argue that instead, efforts should be made to encourage women to enter higher-paying professions and to address any gender-based discrimination in the workplace that may be contributing to wage disparities.

Question 19

​Minimum wages and overtime pay rates were established by the

Accepted Answer

The Fair Labor Standards Act (FLSA) established minimum wage and overtime pay rates for employees in the United States. It also established standards for child labor and recordkeeping. The Equal Pay Act of 1963 addressed gender pay discrimination, the National Labor Relations Act established the right of employees to organize and engage in collective bargaining, and the Labor Management Relations Act regulates union-management relations.

Question 20

Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivate
JI believes that it will be on the right path if all of these changes can be successfully accomplishe
-Refer to Jefferson, Inc. JI management must consider implementing the many different types of benefits. These include all of the following except

Accepted Answer

The answer of Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a...

Quiz 9: Attracting and Retaining the Best Employees