Human Resource Management Leslie Rue 11e
True / False Questions
1.
The responsibility for coordinating and administering an organization’s reward system usually resides with the finance manager.
True False
2.
An example of an intrinsic reward is job satisfaction.
True False
3.
In a recent survey on job incentives, money was ranked first.
True False
4.
Formal rewards provided by organizations are almost always determined by performance.
True False
5.
Job satisfaction is synonymous with organizational morale.
True False
6.
Job satisfaction has been shown to always result in a high level of job performance.
True False
7.
Compensation refers to all the intrinsic rewards employees receive in exchange for their work.
True False
8.
In 1992, the National Labor Relations Board (NLRB) ruled that forbidding employees to discuss their pay constitutes a violation of Title VII of the Civil Rights Act.
True False
9.
The Davis-Bacon Act was passed in 1931.
True False
10.
The Fair Labor Standards Act regulates minimum wages and overtime pay.
True False
11.
The Equal Pay Act was designed to eliminate pay discrimination based solely on sex.
True False
12.
The Equal Pay Act first went into effect in 1991.
True False
13.
Wage garnishment is illegal in most states.
True False
14.
Comparable worth theory is about pay practices that would ostensibly address the practice of undervaluing work primarily performed by women.
True False
15.
When a job decreases in attractiveness, an employee is more likely to be tardy, quit, or become dissatisfied with the job itself.
True False
16.
Organizational pay equity addresses how profits are divided up within an organization.
True False
17.
In the context of pay equity, individual equity addresses the issue of rewarding individual contributions and is very closely related to the pay-for-performance issue.
True False
18.
The role of the human resource manager in the overall organizational reward system is to assist in its design and to administer the system.
True False
19.
Research has shown that for employees who believe their pay exceeds what they think it should be, they often experience feelings of guilt, inequity, and discomfort.
True False
20.
There is little doubt that organizations need to do a better job of explaining and communicating their compensation system to employees.
True False
Multiple Choice Questions
21.
Which of the following is an example of an intrinsic reward?
A.
Pay
B.
Fringe benefits
C.
Physical work environment
D.
Job satisfaction
22.
The traditional view of managers toward employee rewards was that:
A.
they were fully capable of deciding just what rewards the workers need and want.
B.
workers alone could assess the accurate value of the rewards.
C.
rewards do not necessarily have to be costly to be valued by employees.
D.
they should offer a mix of rewards based on employees’ preferences and needs.
23.
Juana was recently promoted to the position of a team manager in her organization. Due to the promotion, she feels a sense of accomplishment. This exemplifies how:
A.
organizations throughout the globe offer a standard mix of rewards to all employees.
B.
managers and employees consider only the tangible benefits associated with a reward.
C.
extrinsic rewards can provide the recipient with intrinsic rewards.
D.
rewards have to be costly to be valued by employees.
24.
Rewards that are controlled and distributed directly by an organization and are of a tangible nature are known as ____.
A.
extrinsic rewards
B.
implicit rewards
C.
closed rewards
D.
open rewards
25.
In designing a reward system, an organization should:
A.
understand what employees value.
B.
acknowledge that rewards have to be costly to be valued.
C.
maximize direct pay and limit the benefits provided.
D.
recognize that a standard mix of rewards fits all employees.
Reviews
There are no reviews yet.