Test Bank For Compensation 13th Edition Barry Gerhart Jerry Newman George Milkovich

Test Bank for Compensation, 13th Edition, Barry Gerhart, Jerry Newman, George Milkovich
Test Bank for Compensation, 13th Edition, Barry

Gerhart, Jerry Newman, George Milkovich
To download the complete and accurate content document, go to:

https://testbankbell.com/download/test-bank-for-compensation-13th-edition-barry-ger
hart-jerry-newman-george-milkovich/
Visit TestBankBell.com to get complete for all chapters

Compensation, 13e (Gerhart)
Chapter 6 Person-Based Structures
1) The roots of job-based pay structures are traced to

A) Frederick Taylor.
B) Karl Marx.
C) Adam Smith.
D) Ronald McFreyer.
Answer: A
Difficulty: 1 Easy
Topic: Person-Based Structures: Skill Plans
Accessibility: Keyboard Navigation
2) Routine work is also termed

A) transactional work.
B) hygiene work.
C) tacit work.
D) system work.
Answer: A
Difficulty: 1 Easy
3) ________ are often linked to mission statements that express an organization's philosophy,
values, business strategies, and plans.
A) Job-based systems
B) Bureaucratic systems
C) Skill-based systems
D) Core competencies
Answer: D
Difficulty: 1 Easy
Topic: "How To": Skill Analysis
1
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
4) According to Frito-Lay's list of competencies for managerial work, the behavior of modeling,
teaching, and coaching company values is linked to the ________ competency dimension.
A) leading for results
B) doing it the right way
C) leveraging technical and business systems
D) building workforce effectiveness
Answer: B
Difficulty: 2 Medium
Topic: Person-Based Structures: Competencies
5) Which of the following is an advantage of skill-based pay plans?

A) They guarantee a low rate of employee turnover.
B) They aid in deploying workers in a way that better matches the work flow.
C) They are less expensive than job-based plans.
D) They are viewed more favorably by courts than any other type of pay plans.
Answer: B
6) The majority of applications of skill-based pay have been in:

A) education industries.
B) manufacturing industries.
C) health-care industries.
D) service industries.
Answer: B
Difficulty: 1 Easy
7) An employee's focus in a job-based approach is to

A) seek promotions to earn more pay.
B) acquire skills.
C) acquire competencies.
D) utilize skills efficiently.
Answer: A
Difficulty: 1 Easy
Topic: The Perfect Structure
2
8) Compensable factors, skill blocks, and competency sets are used for:
A) assessing relative value.
B) collecting work content information.
C) determining what to value.
D) completely different purposes.
Answer: C
Difficulty: 1 Easy
9) Employees in a multiskill system earn pay increases:

A) by increasing their productivity.
B) based on job content.
C) based on job assignments.
D) by acquiring new knowledge.
Answer: D
10) Which of the following is least likely to be used in establishing skill-based certification
methods?
A) Tests
B) College degree
C) Peer review
D) On-the-job demonstration
Answer: B
11) ________ is a crucial factor that affects the perception of fairness of a skill-based plan.
A) The design of the certification process
B) The number of compensable factors
C) The extent of alignment with an organization's strategy
D) The number of weights and factor degrees
Answer: A
3
12) A camper is an employee who ________ in a skill-based pay system.
A) tops out
B) is a jack-of-all-trades
C) does not want to rotate jobs
D) moves too quickly from job to job
Answer: C
13) Skill-based plans tend to work best in organizations using a(n) ________ strategy.
A) innovator
B) defender
C) laissez-faire
D) cost-cutter
Answer: D
14) ________ are the observable behaviors that indicate the level of competency within each
competency set.
A) Competency generators
B) Core competencies
C) Competency indicators
D) Behavior scale points
Answer: C
Difficulty: 1 Easy
15) ________ translate each core competency into action.

A) Competency indicators
B) Multifunctional skills
C) Skill-based structures
D) Competency sets
Answer: D
Difficulty: 1 Easy
4
16) The process of identifying competencies in person-based structures resembles identifying
________ as part of job evaluation in job-based structures.
A) compensable factors
B) job descriptions
C) employee requirements
D) work flow outlays
Answer: A
Difficulty: 1 Easy
17) Which of the following reasons makes competencies a risky foundation for a pay system?
A) The number of stakeholders and the lack of a global standard
B) Openness and nonquantifiable nature
C) Vagueness and subjectivity
D) Lack of motivation and objectivity
Answer: C
Topic: "How-To": Competency Analysis
18) The organization specific group for classifying competencies generally includes
A) customer orientation.
B) personal integrity.
C) flexibility.
D) maturity of judgement.
Answer: A
Difficulty: 1 Easy
19) Leadership, customer orientation, and functional expertise are examples of which group of
competencies?
A) Personal characteristics
B) Visionary
C) Organization specific
D) Team dynamics
Answer: C
Difficulty: 1 Easy
5
20) Competencies are derived from the ________ beliefs about the organization and its strategic
intent.
A) executive leadership's
B) stakeholders'
C) competitors'
D) customers'
Answer: A
Difficulty: 1 Easy
21) Most studies report that when different people rank-order jobs, the correlations are between:
A) .15 and .36.
B) .35 and .46.
C) .55 and .66.
D) .85 and .96.
Answer: D
Topic: Administering and Evaluating the Plan
22) The reliability of job evaluation techniques is measured by:

A) determining if different evaluators produce the same results.
B) asking the question "What does the evaluation measure?"
C) determining hit rates.
D) surveying employee attitudes about the evaluation.
Answer: A
23) Who among the following is examining the validity of a job evaluation?
A) Keira, who is measuring the degree to which the job evaluation plan matches an agreed-upon
pay structure for benchmark jobs
B) Laila, who is measuring the effectiveness of a formal appeals process
C) Keith, who is surveying employee attitudes about the job evaluation plan
D) Rita, who is requesting the management for a reanalysis and a reevaluation of the required skills
as she feels her job has been evaluated incorrectly
Answer: A
Difficulty: 3 Hard
6
24) A study of 400 compensation specialists revealed that:
A) job evaluation data had a larger effect on pay decisions than market data.
B) current pay data had a larger effect on pay decisions than market data.
C) job titles had a larger effect on pay decisions than job evaluation data.
D) market data had a substantially larger effect on pay decisions than job evaluation data.
Answer: D
Topic: Bias in Internal Structures
25) Which of the following is the reason why skill-based pay plans have maximum flexibility?
A) They pay employees for the highest level of skill they have achieved regardless of the work
they perform.
B) They focus on placing the right people in the right job.
C) They only pay as much as the work performed is worth, regardless of any greater skills the
employee may possess.
D) They encourage employees to focus on how to get promoted rather than on how to get the
required competencies.
Answer: A
26) Managers whose employers use ________ plans focus on placing the right people in the right
job.
A) person-based
B) skill-based
C) competency-based
D) job-based
Answer: D
Difficulty: 1 Easy
7
27) A ________ approach controls costs by paying only as much as the work performed is worth,
regardless of any greater skills the employee may possess.
A) performance-based
B) competency-based
C) job-based
D) skill-based
Answer: C
Difficulty: 1 Easy
28) Which of the following is an advantage of the skill-based structure?

A) Pay based on value of work performed
B) Continuous learning flexibility
C) Cost control via certification
D) Lateral movement
Answer: B
29) Lisa is a manager at Trell, Inc. When she hires her employees, she focuses on finding the right
job for the right person. Which of the following pay plans is her employer most likely using?
A) A skill-based pay plan
B) A competency-based pay plan
C) An aptitude-based pay plan
D) A job-based pay plan
Answer: D
Difficulty: 3 Hard
30) Who among the following is most likely to be working for a company that uses a
competency-based pay plan?
A) Julia, who focuses on getting promoted to get a pay increase
B) Faiza, a manager who focuses on choosing the employees best suited for job roles
C) Juan, a manager who focuses on controlling costs through budgets and work assignments
D) Carlos, who focuses on obtaining certifications in her field to get a pay increase
Answer: D
Difficulty: 3 Hard
8
31) Transactional work is typically paid more than tacit work.
Answer: FALSE
Difficulty: 1 Easy
32) Fundamental skills include familiarity with company forms and procedures, basic product
knowledge, safety, basic computer usage, and so on.
Answer: TRUE
Difficulty: 1 Easy
33) Skill-based pay plans can focus on both the depth and breadth of work.
Answer: TRUE
Difficulty: 1 Easy
34) By encouraging employees to take charge of their own development, skill-based plans may
give them more control over their work lives.
Answer: TRUE
Difficulty: 1 Easy
35) Person-based plans have the potential to clarify new standards and behavioral expectations.
Answer: TRUE
Difficulty: 1 Easy
36) Compared to an on-demand review of certifications, scheduling fixed review points makes it
easier to budget and control payroll increases.
Answer: TRUE
Difficulty: 1 Easy
9
37) Skill-based plans are generally well accepted by employees because it is easy to see the
connection between the plan, the work, and the size of the paycheck.
Answer: TRUE
Difficulty: 1 Easy
38) There is far less uniformity in the use of terms in person-based plans than there is in job-based
plans.
Answer: TRUE
Difficulty: 1 Easy
39) Skill-based plans become increasingly economical as the majority of employees become
certified at the highest pay levels.
Answer: FALSE
Difficulty: 1 Easy
40) Scaled competency indicators are similar to degrees of compensable factors.
Answer: TRUE
Difficulty: 1 Easy
41) As experience with competencies has grown, organizations are placing greater emphasis on
business-related descriptions of behaviors.
Answer: TRUE
Difficulty: 1 Easy
42) While competencies hone in on information about specific tasks, skill- and job-based systems
take the opposite approach.
Answer: FALSE
Difficulty: 1 Easy
10
43) Advocates of competencies say that by focusing on optimum performance rather than average
performance, competencies can help employees maintain their marketability.
Answer: TRUE
Difficulty: 1 Easy
44) Core competencies are often linked to mission statements that express an organization's
philosophy, values, business strategies, and plans.
Answer: TRUE
Difficulty: 1 Easy
45) Basing pay on race or gender seems appalling today, but basing pay on someone's judgment of
another person's integrity is considered the norm nowadays.
Answer: FALSE
Difficulty: 1 Easy
46) In virtually all the studies on job evaluation, job-based evaluation is treated as a measurement
device.
Answer: TRUE
Difficulty: 1 Easy
47) Validity refers to the degree to which an evaluation assesses the relative worth of jobs to an
organization.
Answer: TRUE
Difficulty: 1 Easy
11
48) Communication and employee involvement are crucial for acceptance of resulting pay
structures.
Answer: TRUE
Difficulty: 1 Easy
49) The reliability of a job evaluation can be improved by using evaluators who are familiar with
the work and trained in the job evaluation process.
Answer: TRUE
Difficulty: 1 Easy
50) Defining the compensable factors and scales to include the content of jobs held predominantly
by women is one of the methods to ensure that job evaluation plans are bias-free.
Answer: TRUE
Difficulty: 1 Easy
Topic: Bias in Internal Structures
51) How do modern organizations analyze work processes?
Answer: In today's organizations, the work process is analyzed with an eye toward increasing
competitiveness and success. Routine work (transactional work) is separated from more complex
work (tacit work). The more routine work generates lower revenues and requires less knowledge.
Once fragmented, work processes can be rebundled into new, different jobs. Pay structures based
on each person's skills/knowledge/experience offer flexibility to align talent with continuously
redesigned workplaces.
52) What is the relevance of certification in a multiskill system?
Answer: Employees in a multiskill system earn pay increases by acquiring new knowledge, but
the knowledge is specific to a range of related jobs. Pay increases come with certification of new
skills, rather than with job assignments. Employees can then be assigned to any of the jobs for
which they are certified, based on the flow of work.
12
Test Bank for Compensation, 13th Edition, Barry Gerhart, Jerry Newman, George Milkovich
53) How do skill-based plans motivate employees?
Answer: Skill-based plans are generally well accepted by employees because it is easy to see the
connection between the plan, the work, and the size of the paycheck. Consequently, the plans
provide strong motivation for individuals to increase their skills.
54) What is relevance of flexibility in skill-based plans?
Answer: Research suggests that the greatest impact on results occurs immediately after just a
small amount of increased flexibility. Greater increments in flexibility achieve fewer
improvements. There may be an optimal number of skills for any individual to possess. Beyond
that number, productivity returns are less than the pay increases. Additionally, some employees
may not be interested in giving up the job they are doing.
55) How are organizations redefining the original definition of competencies?
Answer: As experience with competencies has grown, organizations are moving away from the
vagueness of self-concepts, traits, and motives. Instead, they are placing greater emphasis on
business-related descriptions of behaviors. Competencies are becoming "a collection of
observable behaviors (not a single behavior) that require no inference, assumption or
interpretation."
13
Visit TestBankBell.com to get complete for all chapters

Test Bank For Compensation 13th Edition Barry Gerhart Jerry Newman George Milkovich

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Test Bank For Compensation 13th Edition Barry Gerhart Jerry Newman George Milkovich

Uploaded by

Copyright:

Available Formats

Test Bank for Compensation, 13th Edition, Barry Gerhart, Jerry Newman, George Milkovich

Test Bank for Compensation, 13th Edition, Barry

To download the complete and accurate content document, go to:

Visit TestBankBell.com to get complete for all chapters

1) The roots of job-based pay structures are traced to

2) Routine work is also termed

5) Which of the following is an advantage of skill-based pay plans?

6) The majority of applications of skill-based pay have been in:

7) An employee's focus in a job-based approach is to

9) Employees in a multiskill system earn pay increases:

15) ________ translate each core competency into action.

22) The reliability of job evaluation techniques is measured by:

28) Which of the following is an advantage of the skill-based structure?

40) Scaled competency indicators are similar to degrees of compensable factors.

51) How do modern organizations analyze work processes?

52) What is the relevance of certification in a multiskill system?

53) How do skill-based plans motivate employees?

54) What is relevance of flexibility in skill-based plans?

55) How are organizations redefining the original definition of competencies?

Visit TestBankBell.com to get complete for all chapters

You might also like