Answered You can buy a ready-made answer or pick a professional tutor to order an original one.
SAINT HRM562 MIDTERM EXAM 2016
Question
Question 1.1. What are responsible for guiding the activities of a particular company in the market? (Points : 1)
Strategic decisions
Tactical decisions
Worker majority decisions
Informative decisions
Question 2.2. Which of the following is NOT one of the three broad categories that discretionary benefits fall into? (Points : 1)
Worker’s compensation laws
Paid time off
Protection programs
Services
Question 3.3. What US federal law established a national minimum wage for employees involved in commerce (rather than just those employed by companies working for the US government), as well as prohibit most employment of minors in oppressive child labor? (Points : 1)
The Equal Pay Act of 1963
The Civil Rights Act of 1964
The Fair Labor Standards Act of 1938
The Family and Medical Leave Act of 1993
Question 4.4. What is a systematic process for gathering, documenting, and analyzing information in order to describe jobs? (Points : 1)
Job evaluation
Internal consistency
Job analysis
Strategic analysis
Question 5.5. These are positive employer gestures that beyond what was required by law, created in part to thwart potential union activity. (Points : 1)
Employee benefit plans
Welfare practices
Scientific management practices
Compensable factors
Question 6.6. This type of pay is often given to employees upon involuntary termination, and in some cases also includes continued medical insurance under the company’s policy. (Points : 1)
Resignation pay
Sympathy pay
Continued employment pay
Severance pay
Question 7.7. What is the primary factor that will prevent companies from growing in the next decade? (Points : 1)
Increased government regulations
The inability to attract and retain employees
Caps on executive pay in some organizations
Increased global competition
Question 8.8. These describe the terms of employment that are set between management and union bargaining representatives. (Points : 1)
Employee relationship agreements
Collective bargaining agreements
Joint employment agreements
Workplace requisite agreements
Question 9.9. Which of the following would be an example of a non-monetary reward? (Points : 1)
Medical insurance
Vacations
Day care assistance
All of the above
Question 10.10. Which theory states that employees' knowledge and skills generate productive capital? (Points : 1)
Job characteristics theory
Expectancy theory
Equity theory
Human capital theory
Question 11.11. What are the revised guidelines introduced in 2004 for determining whether jobs are exempt from FLSA overtime pay provisions called? (Points : 1)
Glass Ceiling Act
Overtime Nonexempt Rules
Bennett Amendment
Fair Pay Rules
Question 12.12. Which amendment to the US Constitution made it illegal to restrict the freedom of religion, speech, and press, as well as protect the right of people to peacefully assemble? (Points : 1)
Article 1, Section 8
First Amendment
Fifth Amendment
Fourteenth Amendment, Section 1
Question 13.13. Construction contractors, working on government contracts valued at more than $2,000, must pay their laborers and mechanics what type of local area based wage according to the Davis-Bacon Act of 1931? (Points : 1)
Minimum wage
Prevailing wage
Prevalent wage
Discretionary wage
Question 14.14. According to the Equal Pay Act, which of the following are acceptable defenses for higher pay due to unequal work? (Points : 1)
A seniority system
A merit system
A system that measures earnings by quantity or quality of production
All of the above
Question 15.15. Which of the following factors explain inter-industry wage differentials? (Points : 1)
The industry's product market
The degree of capital intensity
A large labor market
All of the above
Question 16.16. Intentionally treating women less favorably than men solely based upon their gender would be what form of discrimination? (Points : 1)
Disparate treatment
Disparate impact
Disparate causality
Situational discrimination
Question 17.17. Which of the following orders and laws do not protect federal government employees: (Points : 1)
Family and Medical Leave Act of 1993
Title VII
Executive Order 11478
American with Disabilities Act of 1990 (ADA)
Question 18.18. This was enacted in order to allow employees who are terminated, laid off, or have a change in their employment status to temporarily remain on the employer-sponsored medical insurance plan. (Points : 1)
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
The Older Workers Benefit Protection Act (OWBPA)
The Americans with Disabilities Act of 1990 (ADA)
The Civil Rights Act of 1991
Question 19.19. A policy that applies to all company employees, but unintentionally hurts a protected group disproportionately would be what form of discrimination? (Points : 1)
Disparate treatment
Disparate impact
Disparate causality
Situational discrimination
Question 20.20. This amendment to the US Constitution gives Congress the power to regulate commerce with foreign nations, individual states, and Indian Tribes. (Points : 1)
The First Amendment
The Fourteenth Amendment, Section 1
The Fifth Amendment
Article I, Section 8
Question 21.21. Which pay system is most widely used in America today? (Points : 1)
Skill based pay
Longevity pay
Merit pay
Seniority pay
Question 22.22. This occurs when a rater generalizes good performance behavior in one aspect of the job to all aspects of the job. (Points : 1)
Similar-to-me effect
First-impression effect
Positive halo effect
Negative halo effect
Question 23.23. In 2011, employees were expected to earn average merit increases of what percent? (Points : 1)
1.3%
2.9%
5.2%
8.3%
Question 24.24. This term is defined as added pay for employees who have reached the maximum of a pay grade and who are unlikely to move into higher grades. (Points : 1)
Longevity pay
Merit pay
Seniority-based pay
Incentive pay
Question 25.25. This performance appraisal system is based on employees and supervisors identifying on-the-job behaviors and behavioral outcomes that distinguish successful from unsuccessful performances. (Points : 1)
Behaviorally anchored rating scales
Critical incident technique
Behavioral observation scales
Forced distribution system
Question 26.26. Which performance appraisal system displays illustrations only of positive behaviors shown by an employee in various job dimensions? (Points : 1)
Behaviorally-anchored rating scales (BARS)
Behavioral observation scales (BOS)
Management by objectives (MBO)
Critical incident technique (CIT)
Question 27.27. This performance appraisal system relies on many appropriate sources of information and works well for team-based work teams. (Points : 1)
Trait systems
360-degree performance appraisal
Comparison system
Critical incident technique
Question 28.28. Which performance appraisal error reflects the tendency to rate every employee at the low end of the rating scale, regardless of actual performance? (Points : 1)
Error of central tendency
Contrast errors
Negative halo error
Errors of strictness
Question 29.29. This type of performance rater's error occurs when the rater generalizes bad behavior on one aspect of the employee's job performance to the employee's over-all performance. (Points : 1)
Negative impression errors
Negative leniency error
Error of strictness
Negative halo effect
Question 30.30. This term refers to the minimum pay increase that employees view as a significant change in their compensation amount? (Points : 1)
Halo effect increase
Minimal pay incident
Just-meaningful pay increase
Satisfactory compensation payment
Question 31.31. The general rule of thumb is that short-term company goals last less than how long? (Points : 1)
1 month
6 months
1 year
5 years
Question 32.32. Which of the following is a component of gain sharing programs? (Points : 1)
Employee involvement systems
Bonuses
A progressive leadership philosophy
All of the above
Question 33.33. With which profit sharing formula does the profit sharing pool become funded only after profits exceed a predetermined level but fall below some established maximum level? (Points : 1)
Fixed first-dollar-of-profits
Profitability threshold
Graduated first-dollar-of-profit
Equal payments
Question 34.34. On which teams is membership relatively permanent, with the members working full-time on the team? (Points : 1)
Work (process)
Project
Parallel
Innovative
Question 35.35. Which of the following is true concerning incentive pay? (Points : 1)
The award is earned only when the predetermined work objective is totally completed.
Motivates employees to be more productive, but does little to control payroll costs.
Awards are granted in one-time payouts.
Incentive levels are generally subjective in nature.
Question 36.36. The concept that a hard working employee is likely to stay at an incentive pay position is better known as this. (Points : 1)
Representative effect
Structural effect
Sorting effect
Output effect
Question 37.37. This method reinforces cooperation among team members except when team members perceive differences in other members' performances. (Points : 1)
Differential incentive payments approach
Differential payments by ratio of base pay
Equal incentives payment approach
Small group incentive plans
Question 38.38. This group incentive system was designed to provide employees with financial incentives for increasing customer satisfaction, increasing productivity, lowering costs, or improving safety. (Points : 1)
Gain Sharing
Team based
Small group
Profit sharing
Question 39.39. Profit sharing plans and employee stock option plans are incentives on what level? (Points : 1)
Individual
Group
Companywide
Executive
Question 40.40. Which gain sharing plan bases incentives on the ratio between labor costs and sales value of production (SVOP)? (Points : 1)
Rucker Plan
referral plan
Scanlon Plan
Improshare
Question 41.41. Which of the following is a main reason for the increased costs associated with pay-for-knowledge programs? (Points : 1)
Higher payroll costs
Increased overhead costs
Higher training costs
All of the above
Question 42.42. This model is geared to promoting staffing flexibility in a company, by training employees in one department with some of the critical skills that are needed to perform effectively in another department. (Points : 1)
The skill blocks
The stair-step
The job-point accrual
The cross-departmental
Question 43.43. Employees would need to learn these types of skills in order to develop self-managed work teams. (Points : 1)
Horizontal
Vertical
Depth
Breadth
Question 44.44. This term refers to the degree to which the job requires the person to do different tasks that involves the use of a number of different skills, abilities, and talents. (Points : 1)
Skill variety
Job flexibility
Task flexibility
Task variety
Question 45.45. This type of pay system rewards employees for successfully acquiring new job-related knowledge. (Points : 1)
Person-focused pay
Competency-based pay
Merit pay
Incentive pay
Question 46.46. Pay-for-knowledge and skill-based pay are two types of person-focused pay programs that fall under this pay category. (Points : 1)
Competency-based
Innovation-based
Service based
Stair-step
Question 47.47. The level of specialization or expertise an employee brings to a job are what type of skills? (Points : 1)
Work-team
Horizontal
Breadth
Depth
Question 48.48. Which company emphasizes globalization, product services, and six sigma quality improvements for corporate growth? This company also offers a renowned two-year global program for high potential HR professionals that includes the opportunity for cross-functional experience. (Points : 1)
Lincoln Electric
General Electric
Nabisco
Wal-Mart
Question 49.49. According to the job characteristics theory, this core characteristic refers to the amount of freedom, independence, and discretion the employee enjoys in determining how to do the job. (Points : 1)
Skill variety
Feedback
Autonomy
Task identity
Question 50.50. When a filing clerk is trained to maintain employee attendance records, it is an example of acquiring which type of skills? (Points : 1)
Horizontal
Vertical
Depth
Breadth
Question 51.51. Which job evaluation plan is most widely used by companies due to its ability to balance internal and external market considerations? (Points : 1)
Classification
Ranking
Point method
Factor comparison
Question 52.52. Developing internally consistent job structures affects the competitive strategy of a company. Which of the following is a potential constraint on competitive strategy? (Points : 1)
Internally consistent structures potentially reduce a company's rigidity to respond to moves by the competition.
Internally consistent job structures potentially cause the definition of jobs to become less fluid.
Internally consistent job structures lead to less routinization.
Internally consistent job structures potentially create far more bureaucratization within an organization.
Question 53.53. Which job evaluation technique orders all jobs from lowest to highest according to a single criterion? (Points : 1)
Paired comparison
Simple-ranking
Point method
Alternation
Question 54.54. This unit of analysis is a group of jobs, found at more than one business, in which a common set of tasks are performed. (Points : 1)
Job family
Occupation
Position
Job group
Question 55.55. Which of the following are the four "universal compensable factors?” (Points : 1)
cognitive ability, effort, responsibility, and working conditions
cognitive ability, effort, skill, and responsibility
skill, effort, responsibility, and working conditions
skill, effort, cognitive ability, and working conditions
Question 56.56. This replaced the Dictionary of Occupational Titles, and identifies 23 major occupational groups. (Points : 1)
Occupational Information Network
American Occupational Classification Network
O*NET
Standard Occupational Classification System
Question 57.57. These are the salient job characteristics that are the general basis for job evaluations and are used to establish relative pay rates. (Points : 1)
Job descriptions
Compensable factors
Occupation descriptions
Ranking plans
Question 58.58. Generalized work activities, organizational context, and work context are requirements under which O*NET category? (Points : 1)
Experience
Occupation
Requirements
Labor market characteristics
Question 59.59. Market-based job evaluation uses which method to collect data to determine prevailing pay rates? (Points : 1)
Observations
Interviews
Questionnaires
Surveys
Question 60.60. This evaluation method uses quantitative methods to assign numerical values to compensable factors that describe jobs. (Points : 1)
Classification plan
Market-based evaluation
Point method
Paired comparisons
Question 61. 61. How can incentive pay systems, when properly applied, contribute to companies meeting the goals of lowest cost and differentiation strategies? (Points : 45)
Question 62. 62. Compare and contrast the various multi skill-based pay systems - the stair-step model, the skill blocks model, the job-point accrual model, and the cross-departmental model. (Points : 45)
- @
- 177 orders completed
- ANSWER
-
Tutor has posted answer for $26.00. See answer's preview
*********
Question
** **** *** responsible for ******* *** ********** ** * ********** ******* ** *** ******* ******* * 1) Strategic
decisions
Tactical decisions
Worker
majority **********
Informative
********** ******** **
Which
** the
following
** *** one ** *** three broad categories **** ************* benefits **** ***** (Points : *** Worker’s compensation laws **** **** off
**********
********* ********* ********
33
**** ** *******
***
*********** a
********
*******
****
for ********* involved ** ******** ******* **** **** those ******** ** companies ******* *** *** US *********** as **** ** ******** most ********** ** ****** ** oppressive child labor? ******* : *** The ***** Pay *** of ***** *** Civil ****** *** **
*****
*** Fair ***** ********* Act **
1938
*** ****** *** ******* ***** Act
**
***** Question ** What is a systematic
*******
*** gathering *********** and ********* *********** in *****
**
******** ***** (Points * *** *** *********** Internal consistency *** analysis ********* analysis Question ** These *** ******** ******** ******** ****
******
**** was
********
by ***
created
** ****
to
thwart *********
*****
******** ******* * *** ******** ******* ****** ******* ********** ********** ********** ********** Compensable factors ******** ** **** **** ** pay ** ***** ***** ** *********
****
involuntary *********** and
**
some *****
****
******** ********* *******
insurance
***** ***
***************
****** (Points * *** *********** **** ******** pay Continued ********** **** ********* **** ******** 77 **** is *** ******* ****** **** **** ******* ********* **** growing ** *** **** *******
*******
: 1)
*********
********** ************
***
********* ** attract
and
****** **********
****
** executive *** ** **** organizations ********* global competition Question 88 These ******** the ***** ** ********** that are ***
*******
********** *** *****
**********
*************** (Points : *** ******** ************ ***********
**********
********** agreements ***** ********** agreements ********* *********
agreements
Question ** *****
**
the ********* ***** ** an ******* of * non-monetary reward? ******* * *** ******* insurance ********** *** care *********** ***
**
*** ****** ********
****
***** theory states
that
************** knowledge ***
******
******** ********** capital?
*******
* *** *** characteristics ******* ********** ******* ****** ******* ***** ******* ******* ******** **** **** are ***
revised
********** introduced
in
****
for
determining ******* jobs
***
****** **** **** ********
***
********** ******* (Points * *** Glass ******* **** Overtime ********* ****** Bennett ********** Fair *** ******
********
**** ***** *********
**
*** **
************
**** it
*******
** restrict the
*******
of ******** ****** and press ** well as protect *** right of ****** ** ********** ********* (Points * *** ******* * ******* ** First **********
*****
********** Fourteenth Amendment
*******
** Question ****
************
*********** *******
**
********** contracts ******
**
**** **** ***** **** pay their ******** *** ********* what type ** local area ***** **** according ** *** Davis-Bacon *** ** ***** ******* * *** ******* ***** ********** wage Prevalent wage Discretionary *****
Question
1414 ********* ** the
*****
*** ***
which
** ***
*********
*** ********** ******** ***
higher
*** *** ** ******* ***** ******* * *** * seniority ******* * ***** ******* * ****** **** ******** earnings ** ******** or quality ** *********** *** ** *** ****** ******** 1515 ***** of *** following *******
*******
************** wage
**************
******* *
1)
*** **************
product
market ***
******
** ******* ********** A large ***** market *** ** *** ****** ******** **** Intentionally ******** ***** **** ********* **** *** ****** based **** ***** ******
*****
** what ****
**
*************** ******* *
***
********* ********** Disparate ******* ********* ********** Situational *************** ******** **** Which
**
*** following ****** ***
****
** *** ******* ******* ********** employees: ******* * *** ****** *** ******* ***** ***
**
1993 ***** **** Executive
*****
****** ******** **** Disabilities ***
**
**** (ADA) ******** ****
****
*** enacted ** *****
to
***** ********* *** are ********** **** off ** have * ****** ** their ********** ****** ** temporarily ****** ** *** ****************** ******* *********
plan
******* *
1)
The ************
Omnibus
****** **************
***
** ****
(COBRA)
*** ***** ******* Benefit Protection *** ******** *** Americans **** ************ Act ** **** ****** *** ***** ******
***
of ***** Question **** * ****** that
*******
to ***
company
********* *** ***************
*****
a protected group ****************** would ** what
****
** *************** ******* * *** Disparate ********** Disparate ******* Disparate ********** *********** discrimination Question **** **** ********* to *** ** ************ gives Congress the ***** to ******** ******** **** ******* ******* individual states *** Indian
Tribes
******* * *** *** ***** Amendment The Fourteenth Amendment
*******
1 *** ***** ********** ******* * *******
8
Question **** ***** *** ****** ** **** ******
****
in ******* today? (Points * 1)
*****
***** **** ********* **** ***** pay Seniority pay ******** **** **** ****** when * ***** *********** **** *********** ******** ** *** ****** ** *** *** to
***
******* **
***
*** *******
:
*** Similar-to-me
*******
First-impression *******
Positive
**** ******* ******** **** effect Question **** ** 2011 ********* **** ******** to **** ******* merit ********* of **** ******** ******* : *** 13% 29% 52%
83%
******** **** ****
****
** ******* as ***** ***
for
********* who ****
reached
the maximum ** *
***
grade *** *** *** ******** ** **** **** ****** ****** (Points * 1) ********* ****
*****
**** Seniority-based pay
Incentive
**** ********
****
**** ***********
appraisal
system is
*****
** ********* and *********** identifying ********** behaviors and ********** ******** **** *********** ********** **** unsuccessful ************ ******* : *** ************ ******** ****** scales ******** incident **********
Behavioral
*********** scales
******
distribution *******
********
**** Which performance
*********
****** ******** *************
****
of positive ********* ***** ** ** ******** ** ******* *** dimensions? ******* : *** ********************* rating ****** *******
**********
***********
scales
******
**********
**
**********
******
Critical
******** ********* ****** ******** **** **** *********** ********* ****** ****** ** **** appropriate ******* ** *********** *** ***** well *** ********** work ***** ******* : *** ***** systems 360-degree *********** ********** Comparison
*******
******** ********
**********
******** ****
Which
performance *********
*****
******** the
********
** **** every ******** at the *** *** ** *** ****** ***** ********** of ****** performance? ******* * 1) Error ** ******* tendency ******** ******* ******** ****
******
****** ** strictness ********
2929
**** **** **
***********
rater's ***** occurs
****
*** ***** ***********
bad
******** ** *** ****** ** *** ************** *** *********** ** *** ************** over-all performance ******* * *** Negative ********** errors ******** ******** error
*****
** *********** ******** ****
*******
******** **** This term
refers
** *** minimum pay
********
**** ********* **** **
*
significant ****** ** ***** ************ ******* ******* * *** Halo ****** ********* ******* pay ********* *************** *** ********* ************ ************ ******** Question 3131
The
general rule
of
***** ** ****
**********
******* goals
****
**** **** ***
*****
(Points * *** 1 month 6 ******* * year 5 years Question **** ***** of the ********* ** a ********* ** gain ******* ********* (Points * *** Employee
involvement
******** ******** * ***********
leadership
philosophy ***
**
the ****** ********
****
**** which ******
*******
******* **** *** profit ******* pool ****** ****** **** ***** ******* exceed * ************* ***** *** **** ***** **** established ******* ****** ******* : *** ***** ************************ Profitability ********** Graduated ***********************
*****
payments Question ****
**
***** ***** **
**********
********** permanent ****
the
******* ******* full-time
**
*** ***** ******* * *** Work ********** ******** Parallel *********** ******** 3535 ***** ** the ********* is **** concerning ********* **** (Points * ***
***
***** ** ******
****
when *** *************
****
objective ** totally
**********
Motivates ********* **
be
**** ********** *** **** ****** to ******* payroll ****** Awards *** ******* in ******** ******** Incentive levels are ********* subjective
**
******* ********
3636
*** *******
****
a ****
*******
******** **
likely
** stay at ** ********* *** ******** is ****** known ** **** ******* : *** **************
*******
Structural ******* *******
*******
******
*******
******** **** **** ******
reinforces
*********** ***** **** *******
******
**** **** members ******** differences ** other ************ ************ ******* * *** ************ ********* ******** ********* ************ ******** ** ratio ** base **** ***** ********** payment approach Small ***** ********* plans
********
3838 ****
group
********* ******
***
designed to
provide
employees ****
*********
********** for ********** ******** ************ ********** ************ ******** costs ** ********* ****** ******* * *** Gain ******** Team based Small
******
****** ********
********
****
******
*******
*****
***
********
***** ****** plans *** incentives ** **** ****** ******* * *** Individual ****** ************
**********
******** **** Which **** sharing plan bases ********** on *** ***** ******* *****
*****
*** ***** value ** production (SVOP)? ******* * 1) ****** ***** referral *****
Scanlon
***** *********** Question **** Which of
the
********* ** * **** ****** *** ***
*********
costs associated **** pay-for-knowledge ********* ******* : *** ****** ******* costs ********* ******** costs ****** training ****** All of *** ****** ******** **** **** ***** is
******
** promoting
********
*********** **
*
company **
training
********* **
***
********** **** some of *** critical skills **** *** ****** ** ******* *********** ** ******* ********** ******* * *** *** ***** blocks
***
*********** *** ********* accrual
***
******************* Question **** ********* would need **
*****
***** ***** ** ******
in
***** ** develop ************
****
teams ******* * *** *********** ********* Depth ******** ******** 4444 This **** ****** ** *** ****** ** ***** *** *** ******** the ****** to ** ********* tasks ****
********
*** ***
**
* ******
**
********* ******
abilities
and *******
*******
* *** ***** ******** *** ************ **** ************ **** ******** ******** **** **** type ** *** ****** rewards
*********
***
************
acquiring
***
***********
*********
*******
*
*** ************** **** Competency-based **** ***** **** Incentive **** ******** 4646 ***************** *** *********** pay *** *** types ** ************** pay ******** ****
fall
***** ****
***
******** *******
*
1) *****************
*****************
Service
based
*********** ******** **** The level of ************** ** ********* an ******** brings ** a *** *** what type ** ******* *******
*
*** Work-team Horizontal
********
****** ******** 4848
*****
company emphasizes globalization
*******
******** *** *** *****
*******
improvements for ********* ******* **** company **** ****** a renowned ******** global program for **** ********* ** ************* **** includes the opportunity *** **************** ********** (Points * *** Lincoln ********* ******* ********* ******** ********* ******** 4949 *********
**
the job ***************
******
**** ****
**************
refers ** the
******
** freedom
************
*** ********** the ******** ****** ** *********** *** ** do *** *** ******* * *** Skill ******** ********* Autonomy **** *********
Question
5050
****
*
******
*****
**
trained
**
******** employee attendance ******* ** ** ** ******* ** ********* ***** **** ** skills? (Points * 1) *********** Vertical ****** Breadth ******** 5151 Which *** ********** **** is most ****** **** ** ********* due to
***
******* **
*******
******** ***
********
market ***************
*******
* 1)
Classification
******** ***** ******* ****** *********** ******** **** Developing ********** consistent *** ********** affects the *********** strategy ** *
company
***** **
***
********* **
*
potential **********
on
*********** strategy?
*******
* *** Internally consistent structures *********** ****** * company's rigidity ** ******* ** moves ** the ************ ********** ********** *** ********** ***********
*****
***
**********
**
****
** ******
****
******
**********
consistent job ********** **** to less routinization ********** ********** *** ********** *********** ****** *** **** ***************** ****** an organization Question **** *****
***
**********
*********
******
***
****
****
******
to
******* ********* ** * ****** ********** (Points * *** ****** *********** *************** Point ******* ************ ******** **** **** **** of ******** ** a ***** of **** found at **** **** one business in ***** * common *** of ***** are
*********
(Points *
1)
Job family
***********
Position
***
group
********
5555 ***** ** the ********* are the **** "universal *********** factors?” ******* : 1) ********* ******* ****** responsibility and working *********** ********* ******* ****** ***** *** *************** ***** ****** ************** *** working ***********
skill
effort cognitive
*******
***
working
***********
Question
**** ****
replaced
the ********** ** Occupational ****** *** ********** ** major ************ groups ******* : 1) ************ *********** Network ******** ************ ************** ******** ****** ******** ************ ************** *******
Question
5757
*****
are
***
*******
job
characteristics
that
*** *** ******* ***** for *** evaluations *** *** used ** establish ******** pay rates ******* * 1) *** ************* *********** factors ********** ************* ******* plans
Question
****
***********
****
activities
organizational *******
***
**** *******
***
************ under which ***** category? ******* * *** *********** *********** ************* ***** ****** characteristics ******** **** ************ *** ********** uses which ****** ** ******* data ** determine **********
***
****** ******* : *** ************* *********** Questionnaires ******** ******** 6060 This evaluation ****** **** ************
*******
** ****** ********* ****** ** *********** factors that describe jobs (Points * 1) Classification
*****
************ *********** ***** ******* Paired ************ Question **
**
How *** incentive pay systems **** properly ******* contribute ** ********* *******
***
goals ** ****** **** *** *************** strategies? (Points * 45) ******** 62 ** Compare *** ******** *** various ***** *********** pay
*******
- the
**********
*****
***
***** ******
model
the
*********
******* model *** the ****************** ***** ******* * ***
