Complete the mcq:
1. Which of the following is NOT another name for gain sharing?
• Improshare
• The Rucker plan
• The Scanlon plan
• Control-based compensation
2. Gain sharing plans consist of all EXCEPT which of the following elements:
• An involvement system
• A financial bonus
• An internal equity
• A philosophy of cooperation
3. Open pay systems tend to work best when
• there is a union to negotiate pay increases
• business strategy matches the organizational development stage
• effort and performance are related closely over a long time span
• job performance can be measured objectively
4. The Sarbanes-Oxley Act of 2002 requires that
• executives cannot retain bonuses or profits from selling company stock if they mislead the public about the financial health of the company
• the minimum wage change each year
• companies can seek repayment for incentives paid that were later found to be materially inaccurate
• the Securities and Exchange Commission meet annually to discuss bonuses
5. ________________ provides a supplemental, one-time payment when death is accidental, and it provides a range of benefits when employees become disabled-that is, when they cannot perform the main functions of their occupations.
• A point-of-service plan
• Disability coverage
• Medical underwriting
• A preferred provider payment
6. In the United States, salary discussions among employees are protected under
• Salary.com
• the Fair Labor Standards Act (1938)
• the Equal Pay Act (1963)
• the National Labor Relations Act (1935)
7. ______________cover 128 million workers in the United States.
• Defined-benefit programs
• Point-of-service programs
• Defined-contribution programs
• Workers' compensation programs
8. The type of private pension plan in which an employer promises to pay a retiree a stated pension is a
• defined-performance plan
• defined-contribution plan
• defined-benefit plan
• defined-retirement plan
9. Which of the following laws established the first national minimum wage?
• Walsh-Healey Act (1936)
• Fair Labor Standards Act (1938)
• McNamara-O'Hara Service Contract Act (1965)
• Davis-Bacon Act (1931)
10. Narrowing pay ratios between jobs or pay grades in a firm's pay structure is
• pay secrecy
• pay compression
• pay security
• pay inequality
11. 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.
• merit-pay method
• employee stock ownership plan
• organizational reward system
• competency-based pay system
12. What is driving the increasing costs of healthcare?
• Rising cost of childcare
• Aging population and an increase in obesity
• Increasing numbers of legal immigrants
• Passage of the health care exchanges
13. 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.
• the concern with pay for position
• the percent of company offerings
• the willingness to reduce the size of the workforce
• the marginal productivity
14. Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?
• HIPAA (1996)
• ADA (1990)
• COBRA (1985)
• ERISA (1974)
15. ___________ bridge the gap between organizational objectives and individual expectations and aspirations.
• Corporate compensation systems
• Financial systems
• Employment practices
• Rewards
16. Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow a norm of fairness and to use it as a basis for distributing rewards.
• organizational needs
• equity theory
• the external labor market
• the internal labor market
17. __________ is not legally required, and, because of unemployment compensation, many firms do not offer it.
• Retirement pay
• Cost shifting
• Short-term disability
• Severance pay
18. The gatekeeper in a managed care health insurance plan is the
• insurance cost monitor
• primary care physician
• the employee
• the HR representative
19. One downside of team incentives is that
• most employees do not feel that their jobs have a direct impact on profits
• it does not provide retirement income to employees
• it does nothing to educate employees about the factors of business success and capitalism
• managers do not feel that incentives motivate employees equally
20. Evidence indicates that the perceived value of benefits rises when employers introduce
• more jobs
• higher salaries
• choice through a flexible benefits package
• flexible supervisors
21. One strategic issue that should influence the design of benefits is an organization's
• plan to pay panel
• stage of development
• value to employees
• shareholder's form