exam 1 test bank

ch1 Which of the following includes restrictions on executive pay that are designed to discourage executives from taking "unnecessary and excessive risks"? A Corporate Welfare Program B Employee Welfare Program Ÿ C Troubled Asset Relief Program D Corporate Liability Relief Program According to the text, if women had the same education, experience, and union coverage as men and also worked in the same industries and occupations, they would be expected to earn about _ of what men earn A 62% B 70% C 80% Ÿ D 90% Hourly compensation costs for manufacturing workers are higher in _ than the U.S Ÿ A Norway B Japan C Spain D Singapore Hourly compensation costs for manufacturing workers are lower in _ than the U.S Ÿ A Korea B Norway C Sweden D Netherlands When executives decide where to locate a manufacturing plant, the most important consideration is: A hourly compensation costs Ÿ B labor productivity C strength of local labor unions D cost of government mandated benefits _ would be most concerned about executive pay A Managers B Employees C Society Ÿ D Stockholders _ would be most concerned about compensation as a major expense Ÿ A Managers B Employees C Society D Stockholders The primary reason compensation is important to managers is because: A employees regard it as a reward Ÿ B it influences employee behavior C it is a larger cost than benefits D stock holders dislike high compensation costs Employees view compensation as all but which of the following? A A return B An entitlement C A reward Ÿ D An investment 10 The degree to which pay influences individual and aggregate motivation among the employees at any point in time is referred to as: A sorting effect Ÿ B incentive effect C motivational effect D directional effect 13 Which of the following is an example of a relational return? A Short-term incentives Ÿ B Recognition and status C Work-life balance D Income protection 14 Which of the following are given as increments to the base pay in recognition of past work behavior? A Base pay B Cost-of-living adjustments Ÿ C Merit pay D Incentives 15 Which form of pay is likely to be least expensive for employers? Ÿ A Incentive B Merit pay C Cost-of-living adjustments D Base pay 16 Employees who want to be sure their good performance will be rewarded will prefer A merit pay B team incentives Ÿ C individual incentives D across-the-board pay increases 17 Variable pay may also be called A exempt B non-exempt C stock options Ÿ D incentives 18 Which of the following is the largest component in an executive pay package? A Base pay Ÿ B Stock options C Merit pay D Perks 19 A company that says its relatively low starting pay will be offset by larger future pay increases is using the concept of _ Ÿ A present-value B merit pay C incentives D deferred benefits 20 All of the following have direct financial costs for an employer except: A benefits Ÿ B relational returns C work-life balance D income protection 21 Which of the following is not an objective in the pay model? A Fairness B Compliance C Efficiency Ÿ D Productivity 22 Costs are to management as _ is to alignment Ÿ A work analysis B communication C surveys D merit guidelines 23 Market definitions are to competitiveness as performance based is to _ A alignment B compliance C efficiency Ÿ D contributions 24 Which of the following is not a policy in the pay model? Ÿ A Fairness B Competitiveness C Contributions D Alignment 25 Performance, quality, customers, stockholders and costs are components of which of the objectives of the pay model? A Fairness B Compliance Ÿ C Efficiency D Competitiveness 26 _ implies that the way a pay decision is made may be as important to employees as the results of that decision Ÿ A Fairness B Compliance C Efficiency D Competitiveness 27 _ refers to comparisons among jobs or skills inside a single organization A External competitiveness Ÿ B Internal alignment C Pay structure D Equitable contributions 28 Which of the following policy choices has the greatest effect on employees' decisions to stay with the organization and to seek additional training and responsibilities? A External competitiveness B Employee contributions Ÿ C Internal alignment D Job evaluation 29 Managers seek internal alignment within their organization by: A matching competitors' pay rates B following FLSA guidelines C using fair merit increases Ÿ D paying on the basis of similarities among jobs 30 Compensation policy choices affecting pay level are most closely associated with _ A internal alignment Ÿ B external competitiveness C contributions D management 31 Sam's Club matches the pay of other similar businesses, Whole Foods uses base pay and team incentives and Medtronic emphasizes work and life balance These illustrate _ pay policy choices A cost control B internal alignment C contributions Ÿ D external competitiveness 32 Choices among pay for performance, flat rate pay and profit sharing are examples of _ policy decisions A internal alignment B efficiency Ÿ C employee contributions D management 33 Which of the following decisions directly affects employees' attitudes and work behaviors? Ÿ A Employee contributions B Internal alignment C External competitiveness D Management 34 According to the text, which of the following decisions should be made jointly? A Internal alignment and Management Ÿ B External competitiveness and Employee contribution C Employee contribution and Internal alignment D Management and External competitiveness 35 Which of the following decisions answers the "So What" question? A Internal alignment B Employee contributions C External competitiveness Ÿ D Management 36 If an organization allows workers to get rewards such as stock options due to illegal and unethical means, this reflects a failure of which policy choice? A Internal alignment B Efficiency C Employee contributions Ÿ D Management 37 You are an HR manager and your boss has told you to find the best way to raise job performance After some research you find that _ produce(s) the largest and most reliable performance increases A high base pay B great benefits that attract and retain workers C a combination of goal setting and job enrichment Ÿ D monetary incentives 38 Which of the following is not a guideline for determining if research has value? A Is the research useful B Can alternative explanations be ruled out Ÿ C Was the research conducted by Ph D researchers D Is correlation separated from causation 39 A measure of how changes in one variable are related to changes in another variable is: A standard deviation B analysis of variance Ÿ C correlation coefficient D regression analysis 40 The best way to establish _ is to account for competing explanations, either statistically or through control groups Ÿ A causation B profitability C correlation coefficient D internal alignment A merit increase is best described as: Ÿ A an incentive that recognizes past performance B an inducement for achieving long-term organizational objectives C a one-time reward for past performance that does not increase base pay D an increase that is exempt from the regulations of the Canada Labour Code E a promise of future payments A comparison of earnings of women with those of men highlights what many consider: Ÿ A inequities in pay decisions B external pay equity C equity theory of motivation D comparative wage principle E supplemental pay benefit The following are forms of pay except: A base wage B incentives C merit D benefits Ÿ E administration Pay for executives is supposed to be tied to the: A external pay equity theory Ÿ B financial performance of the company C cost of living index D industry-wide norm E piece-rate production plan Compensation research can be evaluated on the basis of its: A cost effectiveness B contingency C performance D alternative explanations Ÿ E quality and relevance The point of looking at the definition of compensation in other languages, especially in Japan, is to understand that compensation takes care of: A stakeholders of the business B stockholder returns Ÿ C employees' financial needs D suppliers in the chain E customers in the target market All of the following are characteristics of base pay except: Ÿ A pay that reflects past work behaviours and accomplishments B pay that reflects the value of work itself C basic work compensation that an employee pays for work performed D pay calculated at an hourly rate E a bonus paid for a special holiday Incentives are: A rewards that induces performance B rewards of past work behaviours and accomplishments C long-term and short-term Ÿ D rewards that induces performance and long-term and short-term E paid as a flat rate Which of the following is NOT included in the definition of compensation? A Paid vacation B Health insurance Ÿ C Promotions D Cost of living adjustments E Merit pay 10 Internal alignment may be achieved by: A making cost of living adjustments B matching competitors' wage rates C paying below-market base wages but offering training and rapid promotion D matching outside job offers employees receive from other organizations Ÿ E paying on the basis of similarities among jobs within a firm 11 Which of the following relationships within a pay system is accurate? Ÿ A Compensation objectives shape pay policies B Pay policies determine the objectives of the pay system C Organization strategies determine employee needs D Pay policies form the compensation strategy of the organization E External competitiveness is the sole determinant of employee pay 12 An incentive payment: A will increase base wages in future years B is nontaxable and therefore highly preferred by employees C may be made at the beginning of a quarter for expected performance during that quarter Ÿ D can be based on individual or group performance E all of the answers are correct 13 The most effective compensation mix for an organization is: A increasing base wage with seniority Ÿ B there is no single mix which is best for all organizations C maintaining or decreasing base wage as benefits increase D roughly equal distribution between financial and non-financial compensation E significantly higher financial compensation, relative to non-financial compensation 14 Programs that help employees better integrate their work and life responsibilities include time away from work, access to services to meet specific needs, and flexible work arrangements These programs are referred to as: A long-term incentives B merit pay C total earnings opportunities Ÿ D work/life focus benefits E income protection benefits 15 Which policies form the building blocks, the foundation on which pay systems are built? A Internal alignment B External competitiveness C Employee contributions D Administration of the pay system Ÿ E All of the answers are correct 16 Telling students they must answer half the questions in this exam correctly in order to pass this course is similar to which form of compensation? A Merit pay B Base wage C Compensation Ÿ D Incentives E Benefits 17 External competitiveness refers to: A employee contributions B the relative importance of jobs within an employer C internal consistency Ÿ D compensation paid by competitors E inflationary pressure 18 The compensation objective of compliance refers to: A controlling labour costs B complying with common accounting procedures C complying with product quality standards Ÿ D complying with relevant regulations and laws E comparing the total wage bill to the estimated wage bills of competitors 19 Stockholders generally pay particular attention to what aspect of pay? Ÿ A Executive compensation B Internal consistency C Benefits D Administration E Base wage 20 The pay policy that is typically established through a sequence that starts with the analysis of the work done and the people needed to it is called a (an): A performance-based increase B incentive plan C employee stock option Ÿ D internal alignment E external competitiveness 21 The basic cash compensation that an employer pays for the work performed is called: A merit pay Ÿ B base wage C compensation D incentives E None of the answers are correct 22 The relative output for each dollar of pay is called: A performance-based pay B supplemental pay benefits Ÿ C productivity D job evaluation E performance appraisal 23 Employees may: A vary in their preferences for forms of pay B also be stockholders C weight the psychological returns of work as equal to the financial returns D view pay as a stream of earnings Ÿ E All of the answers are correct 24 When assessing the worth of a study related to compensation theory it is important to ask: A " Does the research measure anything useful?" B "Does the study separate correlation from causation?" C "Are there alternative explanations?" D "Does the research measure anything useful?" and "Are there alternative explanations?" Ÿ E All of the answers are correct 25 Which pay form would best be described as a return, rather than a reward? Ÿ A Base wage B Merit pay C Short term incentive D Sales commission E Promotion CH2 "Supporting promotional growth opportunities" is an example of which of the following? A Objectives Ÿ B Internal alignment C Externally competitive D Employee contributions "Putting some skin in the game" refers to: A employees paid entirely on commission B being paid as a contract vs a regular employee Ÿ C below market base pay with stock ownership D above market base pay with low benefits A compensation system that pays employees such that "some skin is in the game" means that Ÿ A a portion of employee pay is at risk B employers risk high labor costs C level of base pay is below competitors D base pay is low while benefits are generous In which of the following country would it be most difficult for someone to move from one employer to another? A U.S B Korea Ÿ C Germany D Canada At the corporate level, a strategic compensation perspective addresses the question: Ÿ A What business should we be in? B What is our desired return on assets? C How can our total compensation help gain competitive advantage to achieve organization success? D How can job analysis help us select the most appropriate certain compensation technique(s) for our organization? What level of strategy is the question "how we gain competitive advantage"? A Corporate Ÿ B Business unit C HR D Departmental The social, competitive and regulatory environment factors are most important for which type of strategy? A Corporate B Business unit C HR Ÿ D Strategic compensation Which of the following relationships within a pay system is accurate? Ÿ A Compensation objectives shape pay policies B Pay policies determine the objectives of the pay system C Organization strategies determine employee pay needs D Pay policies form the compensation strategy of the organization A focus on competitor's costs is most closely associated with a _ strategy A innovator B customer-focused Ÿ C cost-cutter D differentiated 10 A compensation system using market-based pay is most likely to be part of a _ strategy Ÿ A innovator B cost-cutter C global D customer-focused 11 Flexible-generic job descriptions would most likely be used with a _ strategy Ÿ A innovator B customer-focused Ÿ D Complies with the Fair Labor Standards Act 28 The well-defined jobs at McDonald's and their small differences in pay are an example of a(n) _ internal pay structure Ÿ A closely tailored B loosely coupled C very competitive D egalitarian 29 Organizations in a turbulent and unpredictable environment requiring flexibility in jobs and work processes are likely to be more successful with a(n) _ internal pay structure A egalitarian B bureaucratic Ÿ C loosely coupled D closely tailored 30 Egalitarian pay structures have all but which of the following characteristics? A Few levels B Small differentials C Supports equal treatment Ÿ D Supports individual performers 31 Hierarchical pay structures have all but which of the following characteristics? A Supports a close fit with the organization Ÿ B Supports cooperation C Many levels D Is based upon the job or person 32 A problem faced by some organizations using an egalitarian pay structure is _ Ÿ A difficulty in external recruitment B maintaining cooperation among employees C perception of excessive CEO pay D difficulty in team work 33 Which of the following is not a comparison employees use to judge the fairness of their organization's pay structure? A Comparing jobs similar to their own B Comparing their pay to external pay levels Ÿ C Comparing their pay raises to others in their organization D Comparing their job's pay to other jobs in their organization 34 Which theory predicts individual performance will be maximized when the pay differentials between job levels is large? Ÿ A Tournament B Equity C Marginal productivity D Reinforcement theory 35 When cooperation is important for successful organization performance, the best form of pay is _ A tournament Ÿ B egalitarian C hierarchical D institutional 36 There is evidence that a relatively poor performing team member's performance will improve under a(n) _ pay structure Ÿ A egalitarian B hierarchical C bureaucratic D loosely-coupled 37 Which of the following is not true? A Large pay differences in a top management team are associated with high turnover B Egalitarian structures are a better fit for executive groups that need to work closely as a team C Large raises with a promotion increases effort and reduces absenteeism Ÿ D Tournament theory raises performance of the top performers but reduces motivation of poorer performers 38 The institutional model _ A is adopted by high performing, innovative organization Ÿ B refers to firms that copy innovative practices adopted by other organizations C is another name for the bureaucratic model D is a hybrid of the hierarchical and egalitarian model 39 In firefighting and rescue squads and global software design teams, a(n) _ structure is associated with higher performance A hierarchical B institutional Ÿ C egalitarian D tournament 40 Which of the following are related to greater performance when the work flow depends on individual contributors? A Egalitarian Ÿ B Hierarchical C Tournament D Institutional The following are criteria in a pay structure except: A job content B knowledge, skills, and abilities required to perform the work C performance results of work Ÿ D job analysis E work flow What depicts organizations as simply following patterns exhibited by other organizations? A Internal labour markets B Just wage doctrine Ÿ C Institutional theory D Tradition E Legal requirements Which of the following relationship factors influence internally aligned pay structures? A Supporting the workflow B Fairness to employees C Directing employee behaviour toward organization objectives D Different jobs inside an organization Ÿ E All of the answers are correct Internal alignment refers primarily to: A the value of the work of one individual compared to the value of the work of another individual B the desire of management to pay above market salaries Ÿ C the pay relationships among jobs within one employer D the pay relationships of all jobs within the same industry E the pay relationships in a geographic region An egalitarian pay structure: Ÿ A implies a belief that pay differences among employees should be minimized B implies a belief that the persons with the most seniority should be paid more than new hires hired for similar positions C eliminates the problem of pay compression D instills a highly competitive spirit among co-workers to try to top the performance of the people they work with E is less costly than an hierarchical structure Pay structure can be described on these dimensions: I Number of levels II Pay differentials among levels III The criteria used to support the structure A I, II B I, III C II, III Ÿ D All of the answers are correct E None of the answers are correct Both external and organizational factors are combined in the notion of: Ÿ A internal labour markets B external labour markets C employee labour markets D employer labour markets E marginal labour markets The criteria needed to develop a pay structure include all of the following except: A job content B knowledge, skill and ability requirements C performance results of work Ÿ D salary history of person you wish to hire E how the work is organized The major factors that shape internal structures are: A boundary-spanning roles of management B labour unions C job enrichment programs Ÿ D external and organization factors E re-engineering and human resource planning tools 10 The process by which goods and services are created and delivered to the customer is: Ÿ A work flow B job evaluation C performance appraisal D job analysis E job enrichment 11 Whatever wage the employer and the employee agree upon is called: A pay equity theory Ÿ B exchange value C compensation-based pay D pay-for-performance E expectancy theory motivation 12 Internal factors that will influence compensation programs of employers would include the following except: A unions Ÿ B government regulations C stockholders D political groups 13 The mental programming for processing information that people share in common is: A recruiting B human resource planning Ÿ C organization culture D selection E pay equity theory 14 The education, experience, knowledge, abilities and skills that people possessregarded as a major influence on internal structures-is: A capital formation B capital goods C labour intensity D cultural diversity Ÿ E human capital 15 Which is an important factor influencing employees' perceptions of pay equity? A Qualifications required doing the job B Tasks performed on the job C Value of the product Ÿ D Employees judge equity on the basis of comparisons between the work, qualifications, and pay for their own jobs versus the same for other jobs E The number of pay levels 16 A hierarchical pay structure will encourage employees: Ÿ A to accept a promotion which requires developing new skills B to offer customers excellent service C to search for other jobs D to be committed to the organization objectives E to control costs 17 The process used in producing goods and services and that influences the organizational design, its functional specialties, work teams, and departments is the degree of: A organizational culture Ÿ B technology C capital formation D wage compensation E pay equity theory 18 Internal alignment: A focuses on individual employees B takes performance into account Ÿ C addresses the relationships inside the organization D plays a greater role in setting wages for entry level jobs than external comparisons E reflects the organization's financial position 19 Process by which goods and services are delivered to the customer is known as: A pay structure B salary administration C line-of-sight Ÿ D workflow E none of the answers are correct 20 According to notion of internal labour markets, pay for non-entry jobs is heavily influenced by: A availability of skills in the external market B the wage paid at entry level Ÿ C internal factors such as the organization's strategy, technology, human capital required and other HR systems D tenure with the organization E wages paid by other organizations for similar jobs 21 Which of the following is not a dimension used to describe pay structures? A The number of levels Ÿ B Validity of the structure C Criteria used to support the structure D Pay differentials among levels E None of the answers are correct 22 To describe the distribution of pay, researchers use a statistic called the: Ÿ A gini coefficient B equity theory of motivation C expectancy theory of motivation D internal equity theory E external equity theory 23 Internal pay structures in Japan tend to emphasize seniority and "waiting for your turn." This is an example of: A the economic condition in which the organization operates B the technology of an organization Ÿ C societal judgments D the characteristics of the work involved E None of the answers are correct 24 Setting greater pay differentials at the top of the pay structure is based on: A marginal productivity B institutional theory Ÿ C tournament theory D equity theory E None of the answers are correct CH The process of collecting information that identifies similarities and differences among jobs is _ A job evaluation Ÿ B job analysis C observation D work structure analysis Which of the following is not part of the process of creating an internal job structure? A Collect and summarize work content information B Determine what to value C Quantify the relative value Ÿ D Assess the cost of the product or service In the process of creating an internal structure, "assess relative value" is done after _ Ÿ A determining what to value B collecting and summarizing job content information C translate into structure D job evaluation The first major decision in job analysis is _ A how to collect information B who to involve C what information is needed Ÿ D why perform job analysis Which of the following is an ordering of jobs based on their content or relative value? A Job analysis B Job description Ÿ C Job structure D Job evaluation Job analysis is important for both managers and employees because it is Ÿ A the basis for a work-related rationale for pay differences B an important result of the job evaluation process C required under the Fair Labor Standards Act D required for performance appraisal A specific statement of what a worker does on a job is a _ A task dimension Ÿ B task C job element D None of these "Responsibility for ensuring that accurate information is provided to customers" is an example of a _ A task B task statement Ÿ C task dimension D job A group of tasks performed by one person is a(n) _ Ÿ A position B job C family D incumbent 10 A set of identical positions is a(n) _ A job family B occupation C job group Ÿ D job 11 According to government procedures of the job analysis process, the first interview should be conducted with the _ Ÿ A incumbent's supervisor B incumbent C HR manager D incumbent's co-workers 12 Government job analysis procedures recommend interviewing A the best performing employees B long tenure employees Ÿ C the typical employee D workers just completing the probationary period 13 The verification step of the government job analysis method is always conducted with _ A the HR manager Ÿ B all interviewees C the supervisor or manager D high-performing employees 14 Which of the following would not be included in job identification information in a job analysis? A Job title B Department in which job is located C Number of people who hold job Ÿ D Current pay level 15 Typical data collected for job analysis would include all but which of the following? A job performance criteria B relationships with subordinates Ÿ C incumbent performance level D conflicting work demands 16 The heart of job analysis is _ data Ÿ A job content B job identification C employee knowledge and skills D tasks and experience 17 Which of the following is not true of task inventories? A It describes actual tasks Ÿ B A task inventory can be used for many different jobs C It measures the purpose of tasks D It uses an objective rating format 18 The Position Analysis Questionnaire analyzes jobs in terms of _ A job data B duties and responsibilities C job elements and tasks Ÿ D employee data 19 The job analysis method that uses information input, work output, job context, and relationships with other persons is _ A task inventories Ÿ B PAQ C essential elements D Job Tasks and Elements Inventory 20 Which of following item is a part of oral communication in the Position Analysis Questionnaire? A Read technical publications to keep current in industry B Consult with co-workers to exchange ideas Ÿ C Routine information exchange job related D Attend industry standards meetings 21 Potential problems with using one method of job analysis to collect information for most HR purposes include all but which of the following? A It is very expensive B Information collected may be too general C Information may not be accurate Ÿ D It violates the Americans with Disabilities Act 22 "Essential elements" refers to A tasks that are most important for job success B activities and duties rated critical by management Ÿ C tasks that cannot be reassigned to other workers D highly rated tasks in a task inventory 23 Inclusion of essential elements in job descriptions is required by the Ÿ A Americans With Disabilities Act B Title VII of the 1964 Civil Rights Act C Fair Labor Standards Act D Equal Pay Act 24 ADA has led many employers to _ A use task inventory job analyses B use the PAQ C give special benefits to disabled employees Ÿ D modify the format of their job descriptions 25 For which of the following types of HR decisions would the least detailed job information be required? A Legal compliance B Career paths Ÿ C Compensation D Staffing 26 The most common way to collect job information is _ A interview incumbents Ÿ B ask incumbents to fill out a questionnaire C ask supervisors to fill out a questionnaire D the PAQ 27 The question, "Give an example of a particularly difficult time at work" is an example of which method of job analysis? Ÿ A Job analysis questionnaire B PAQ C Task inventory D On-line job survey 28 An advantage of conventional job analysis interviews and questionnaires is _ Ÿ A increased employee understanding of the process B lower cost to the organization C reduced subjectivity D less time to complete the process 29 Conventional job analysis methods are being replaced by quantitative methods for all but which of the following reasons? Conventional methods are _ A open to bias and favoritism B often subjective Ÿ C not well-suited to small organizations D require more time consuming 30 Job analysis is typically conducted by _ A experienced job incumbents B HR specialist Ÿ C HR generalists and supervisors D Supervisors and experienced workers 31 One of the best ways to increase employee acceptance for job analysis is to A reduce costs B meet Fair Labor Standards Act requirements C increase reliability Ÿ D increase the involvement of employees 32 When job analysis shows managers and employees disagree on parts of a job, what is the best answer? Ÿ A Collect more data B Use quantitative job analysis C Refer the problem to the compensation committee D Use an experienced compensation consultant 33 Traditional job analysis has been associated with _ organizations A loosely-coupled Ÿ B bureaucratic C matrix D global 34 _ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers A Job analysis B Market analysis C Job structure Ÿ D Supply chain analysis 35 If several incumbents, supervisors and peers respond in similar ways to job analysis questionnaires, this suggests the results are _ A reliable Ÿ B valid C convergent D acceptable 36 To be valid, acceptable, and useful, job information must be _ A authentic B technical C industry specific Ÿ D up to date 37 Job analysis results are judged useful when they are _ A reliable and valid B cost-effective and valid C acceptable and reliable Ÿ D reliable, valid and acceptable 38 "Does the analysis create an accurate perception of the work?" is a question answered by _ A reliability Ÿ B validity C acceptability D usefulness 39 Which of the following is not a reason for using job analyses to build a pay structure? A It provides work-related data B It provides reliable data C It provides accurate data Ÿ D It is superior to person-based analyses 40 All of the following are likely consequences of inadequate detail in job analysis information except _ Ÿ A high labor costs B unhappy employees C lawsuits D unhappy customers A job analysis is considered "reliable" if: Ÿ A the results of the analysis are the same regardless of who is involved in performing the analysis and what methods are used B the jobholder feels the results are an accurate analysis of the work C research proves the analysis to be an accurate portrait of the work D all judgmental assessments of the job have been eliminated E it leads the government to conclude that the system is fair Why is it important to involve the employees when conducting a job analysis? A It is less expensive B It takes less time Ÿ C It may aid acceptance D It may be easier E They get to learn their jobs The systematic process of collecting relevant, work-related information related to the nature of a specific job refers to: A job content B job evaluation C job structure Ÿ D job analysis E job descriptions A job description consists of: A identifying the job B defining the job C describing the job Ÿ D All of the answers are correct E None of the answers are correct Job analysis provides the underlying information for: A calculating labour costs Ÿ B preparing job descriptions and evaluating C implementation of human resource plan D functional job evaluation E performance appraisal Historically, job analysis has been considered the cornerstone of: A industrial relations Ÿ B personnel administration C human resource planning D job evaluation E employment equity The major issues in job analysis include: A Why collect information? B What information is needed? C How to collect information? D Who should be involved? Ÿ E All of the answers are correct Job analysis usually collects information about: Ÿ A specific tasks or behaviours B tentative agreements C standing policy D standing plans E performance appraisal Effective job analysis collects information categorized as "related to the": A labour contract B collective bargaining process C standing plans D operating policy of stakeholders Ÿ E job and employee 10 Data that involves the elemental tasks or units of work, emphasis on the purpose of each task is: A human resource planning B job enlargement C recruiting D employment equity Ÿ E job content 11 Job descriptions: A are usually briefer for managerial jobs B require creative writing skills C should be written by someone outside the organization D include the name(s) of people currently holding the job Ÿ E clarify the relationship among similar or related jobs 12 Advantages of quantitative job analyses such as (PAQ) over conventional methods (interviews and questionnaires) are: A they are faster B they may be more subjective C they can be collect more data Ÿ D they minimize the judgmental aspect of the analysis E they are cheaper 13 What should a manager if employees and their supervisors not agree on what is part of the job? A File a grievance B Reengineer the job C Revise organization structure Ÿ D Collect more data E Write job analysis 14 The knowledge, skills, and abilities required to adequately perform the tasks are the: A job analyses B job evaluations C performance appraisals D positions analyses Ÿ E job specifications 15 When job analysis is done for compensation purposes, data collected must focus on: A type of training needed to perform the job effectively Ÿ B establishing job similarities and differences C the typical career path that encompasses this job D performance levels of job incumbents E task inventories 16 The major limitation of conventional job analysis for compensation purposes is: A it pertains only to managerial positions B it requires excessive lead time C its complexity Ÿ D difficulty in documenting its objectivity E the amount of employee involvement required 17 The first decision in job analysis is: A what type of collection method can the organization afford B what kind of information to collect C who would be the source of the information D how to ensure employee acceptance of results Ÿ E the purpose of the analysis 18 In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the: Ÿ A nature of the job, its scope, and accountability B job evaluation C performance appraisal D job redesign E functional job analysis 19 Internal structures: A may be supplanted by other ways to achieve internal consistency Ÿ B may be based on characteristics of jobs or characteristics of people C provide the criteria for designing jobs D are less complex in most European pay systems E are most commonly based on performance 20 Obtaining consistent results regardless of the job analysis method used is a measure of: A validity B flexibility C acceptability Ÿ D reliability E administration 21 The major questions that need be asked when designing a job analysis are: A for what purpose are we collecting job information B what information should be collected C what method should be used D how useful are the results Ÿ E All of the answers are correct 22 The final step in the job analysis process is to: A revise job specifications B enlarge the job C revise human resource plan D downsize the organization Ÿ E verify the accuracy of the resulting job descriptions 23 Data such as job title and department in which the job is located is best described as data which: Ÿ A identify the job B describe the job C define the job D identify the job and define the job E All of the answers are correct 24 The principal sources of the data used in job analysis are: Ÿ A jobholders and supervisors B supervisors "two levels above." C subordinates and employees in other jobs D independent analysts E None of the answers are correct 25 When determining the usefulness of job analysis, which of the following factors are considered? A reliability B validity C acceptability D costs Ÿ E all of the answers are correct CH 44 List the three basic objectives of a compensation system used in the model Ÿ equity or fairness; efficiency; cost control 45 List two of the major forms of pay and give an example of it Ÿ major forms are base (which includes merit, incentives) and benefits (which includes income protection, work/life focus, allowances)