HRM 531 Week 2 Knowledge Check
Top of Form
1.
At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
A.
competency-based pay system
B.
employee stock ownership plan
C.
organizational reward system
D.
merit-pay method
Bottom of Form
Correct :Organizational reward systems include both financial and nonfinancial rewards for employee contributions.
Materials
Components and Objectives of Organizational Reward Systems
Top of Form
2.
___________ bridge the gap between organizational objectives and individual expectations and aspirations.
A.
Financial systems
B.
Corporate compensation systems
C.
Employment practices
D.
Rewards
Bottom of Form
Correct :Organizational reward systems and compensation systems design involves working out tradeoffs among somewhat seriously-conflicting objectives.
Materials
Components and Objectives of Organizational Reward Systems
Top of Form
3.
Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow the equity norm and to use it as a basis for distributing rewards.
A.
equity theory
B.
the external labor market
C.
organizational needs
D.
the internal labor market
Bottom of Form
Top of Form
4.
In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.
A.
the marginal productivity
B.
the percent of company offerings
C.
the willingness to reduce the size of the workforce
D.
the concern with pay for position
Bottom of Form
Correct :The marginal productivity theory states that unless an employee generates at least as much income as his or her wages, that person is not worth employing. In practice, a number of factors interact to determine wage levels.
Materials
Determinants of Pay Structure and Level
1.
At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
A.
competency-based pay system
B.
employee stock ownership plan
C.
organizational reward system
D.
merit-pay method
Bottom of Form
Correct :Organizational reward systems include both financial and nonfinancial rewards for employee contributions.
Materials
Components and Objectives of Organizational Reward Systems
Top of Form
2.
___________ bridge the gap between organizational objectives and individual expectations and aspirations.
A.
Financial systems
B.
Corporate compensation systems
C.
Employment practices
D.
Rewards
Bottom of Form
Correct :Organizational reward systems and compensation systems design involves working out tradeoffs among somewhat seriously-conflicting objectives.
Materials
Components and Objectives of Organizational Reward Systems
Top of Form
3.
Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow the equity norm and to use it as a basis for distributing rewards.
A.
equity theory
B.
the external labor market
C.
organizational needs
D.
the internal labor market
Bottom of Form
Top of Form
4.
In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.
A.
the marginal productivity
B.
the percent of company offerings
C.
the willingness to reduce the size of the workforce
D.
the concern with pay for position
Bottom of Form
Correct :The marginal productivity theory states that unless an employee generates at least as much income as his or her wages, that person is not worth employing. In practice, a number of factors interact to determine wage levels.
Materials
Determinants of Pay Structure and Level