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Homework answers / question archive / University of Houston, Downtown BA 3000 TRUE/FALSE QUESTIONS 1)One clear trend in strategic compensation management is the growth of incentive programs for employees throughout the organization
University of Houston, Downtown
BA 3000
TRUE/FALSE QUESTIONS
1)One clear trend in strategic compensation management is the growth of incentive programs for employees throughout the organization.:
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2. Approximately 50 percent of Canadian companies offer some form of variable pay.
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3 Incentive plans can create an organizational environment of "shared commitment," since individuals contribute to organizational success.
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4 One philosophy of incentive systems is that tying compensation to employee effort will improve employee performance.
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5 Meshing compensation and organizational objectives helps employees assume ownership of their jobs, improve effort, and improve performance.
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6 Incentive plans are not effective in service and government organizations because of the difficulty in measuring productivity.
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7 A key advantage of incentive plans is that they represent variable costs that are linked to the realization of goals as opposed to a fixed cost such as salary that may be largely unrelated to true performance (i.e., output).
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8 Management must be careful to ensure that incentive payments are viewed as both a reward and an entitlement.
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9 For incentive plans to be successful, one of the most critical requirements is that managers be willing to grant incentives based on differences in individuals, teams, or organizational criteria.
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10 Incentive plans based on productivity can reduce labour costs.
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11 Employees receive a specified payment for each unit produced under a straight piecework program.
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12 Differential piece rate plans guarantee employees at least a base pay.
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13 Under a straight piecework plan, five minutes is the standard time to produce one unit. The employee's hourly rate is $7.50. The piece rate is $1.50 per unit.
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14 Piecework is inappropriate where technology changes are frequent.
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15 A bonus is supplemental to base wages.
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16 Employees working under a standard hour plan are paid on the basis of a predetermined time allowed to finish the job.
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17 Spot bonuses are usually provided for some employee effort that is not directly tied to an established performance standard.
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18 A merit raise is a form of bonus that is given to an employee beyond their base wage.
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19 Merit raises may be perpetuated year after year even if performance declines.
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20 Under the merit pay system, employees who have better political connections within the company may bear a threat to their supervisor and therefore may end up with a larger share of the "merit pie" than their performance would warrant.
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21 Merit pay plans have been criticized because the merit increase may not be sufficient to raise the employee's base pay.
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22 The operation of a merit pay plan depends on the effectiveness of the performance appraisal system.
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24 Employers using a lump-sum merit program will need to periodically increase base salaries in order for employees to keep pace with the cost of living or general market wages.
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25 Lump-sum merit pay does not contribute to escalating base salary levels.
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26 Financial incentives for salespeople are widely used.
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27 Sales incentives can be affected by external factors beyond the salesperson's control.
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28 Under a straight commission plan, compensation is based entirely on a percentage of sales.
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29 Performance measures are rather simple to develop and standardize, as sales volume is an objective measure of performance that is not dependent upon external factors.
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