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HW-1792 Strategic Compensation Set-1
1. Which of the following would be an example of a non-monetary reward?
a. medical insurance
b. vacations
c. day care assistance
d. all of the above
2. This law made it illegal to pay women less for performing equal work as men.
a. Equal Pay Act of 1963
b. Civil Rights Act of 1964
c. Davis — Bacon Act of 1931
d. Fair Labor Standards Act of 1938
3. Protection programs are what type of compensation benefits?
a. external
b. non-monetary
c. internal
d. monetary
4. These are positive employer gestures that, beyond what was required by law, was created in part
to thwart potential union activity.
a. employee benefit plans
b. welfare practices
c. scientific management practices
d. compensable factors
5. A company’s ability to sustain market share and profitability for several years running is referred
to by what term?
a. differentiation
b. personnel administration
c. compensation practices
d. competitive advantage
6. This provision mandates that federal government agencies take affirmative action in providing
jobs for individuals with disabilities.
a. The Rehabilitation Act
b. ADA
c. Executive Order 11478
d. The Government Employee Rights Act of 1991
7. This law was established in order to regulate the implementation of various employee benefits
and pension programs.
a. The Older Workers Benefit Protection Act (OWBPA)
b. The Americans with Disabilities Act of 1990 (ADA)
c. The Employee Retirement Income Security Act of 1974 (ERISA)
d. The Fair Labor Standards Act of 1938
8. According to the Equal Pay Act, which of the following are acceptable defenses for higher pay
due to unequal work?
a. a seniority system
b. a merit system
c. a system that measures earnings by quantity or quality of production
d. All of the above.
9. This was enacted in order to allow employees who are terminated, laid off, or have a change in
their employment status to temporarily remain on the employer-sponsored medical insurance
plan.
a. The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
b. The Older Workers Benefit Protection Act (OWBPA)
c. The Americans with Disabilities Act of 1990 (ADA)
d. The Civil Rights Act of 1991
10. What is it called when the compensation practices in non-unionized companies mirror those
found in unionized settings?
a. progressive compensation
b. the spillover effect
c. concessionary bargaining
d. inter-industry compensation differentials
11. This term refers to a difference between the output of a human judgment process and that of
an objective, accurate assessment. This difference could be due to bias, prejudice, or other
subjective, extraneous influences.
a. content validity
b. rating error
c. the performance appraisal process
d. a first-impression effect
12. In 2009, employees were expected to earn average merit increases of what percent?
a. 1.3%
b. 2.9%
c. 5.2%
d. 8.3%
13. The collective bargaining system was established by passage of which federal Act?
a. National Labor Regulations Act
b. National Labor Relations Act
c. Union Labor Regulations Act
d. Union Labor Relations Act
14. With these errors, supervisors tend to rate employees’ performances lower than they would be
if compared against objective criteria.
a. critical errors
b. leniency errors
c. strictness errors
d. contrast errors
15. If an employee is rated as outstanding on his or her leadership ability, he or she was probably
rated using which appraisal system?
a. trait system
b. goal-oriented system
c. comparison system
d. behavioral system
16. What is the main objective of Scanlon plans?
a. to standardize the workforce
b. to encourage unionization
c. to increase workforce competitiveness
d. to increase employee involvement
17. On which team is membership relatively permanent, with the members working full-time on
the team?
a. work (process)
b. project
c. parallel
d. innovative
18. Which gain sharing program measures productivity physically rather than in terms of dollar
savings and emphasizes the rapid completion of products by employees?
a. Rucker
b. Improshare
c. the Scanlon Plan
d. management incentive plan
19. Which type of individual incentive plan focuses on accomplishments such as improving
attendance or safety records?
a. behavior encouragement plans
b. referral plans
c. management incentive plans
d. piecework plans
20. Which of the following is true of incentive pay?
a. Incentive pay is considered part of an employee’s fringe compensation.
b. The criteria for judging an award tends to be objective, such as quantity produced.
c. Award levels are subjective.
d. The amount of the award paid for attainment of goals is not communicated in advance.
21. What is one of the main differences between a skill blocks model and a stair-step model?
a. The skill blocks model only emphasizes horizontal skills.
b. The stair-step model addresses depth while the skill blocks model emphasizes both
horizontal and vertical skills.
c. Employees do not progress to more complex jobs in the stair-step model.
d. Stair-step models do not apply to jobs within the same family.
22. In this pay-for-knowledge model, employees are rewarded for increasing their skills within a
single job family, even if the skills do NOT build on each other.
a. stair-step
b. skill blocks
c. job-point accrual
d. cross-departmental
23. This term refers to the level of specialization or expertise an employee possesses in a particular
job.
a. vertical skills
b. depth of skills
c. breadth of skills
d. horizontal skills
24. Which of the following is the main reason for the increased costs associated with pay-for-
knowledge programs?
a. higher payroll costs
b. increased overhead costs
c. higher training costs
d. All of the above.
25. This term refers to the degree to which the job requires the person to do different tasks that
involves the use of a number of different skills, abilities and talents.
a. skill variety
b. job flexibility
c. task flexibility
d. task variety
Answer will be sent by email as attachment.
a. medical insurance
b. vacations
c. day care assistance
d. all of the above
2. This law made it illegal to pay women less for performing equal work as men.
a. Equal Pay Act of 1963
b. Civil Rights Act of 1964
c. Davis — Bacon Act of 1931
d. Fair Labor Standards Act of 1938
3. Protection programs are what type of compensation benefits?
a. external
b. non-monetary
c. internal
d. monetary
4. These are positive employer gestures that, beyond what was required by law, was created in part
to thwart potential union activity.
a. employee benefit plans
b. welfare practices
c. scientific management practices
d. compensable factors
5. A company’s ability to sustain market share and profitability for several years running is referred
to by what term?
a. differentiation
b. personnel administration
c. compensation practices
d. competitive advantage
6. This provision mandates that federal government agencies take affirmative action in providing
jobs for individuals with disabilities.
a. The Rehabilitation Act
b. ADA
c. Executive Order 11478
d. The Government Employee Rights Act of 1991
7. This law was established in order to regulate the implementation of various employee benefits
and pension programs.
a. The Older Workers Benefit Protection Act (OWBPA)
b. The Americans with Disabilities Act of 1990 (ADA)
c. The Employee Retirement Income Security Act of 1974 (ERISA)
d. The Fair Labor Standards Act of 1938
8. According to the Equal Pay Act, which of the following are acceptable defenses for higher pay
due to unequal work?
a. a seniority system
b. a merit system
c. a system that measures earnings by quantity or quality of production
d. All of the above.
9. This was enacted in order to allow employees who are terminated, laid off, or have a change in
their employment status to temporarily remain on the employer-sponsored medical insurance
plan.
a. The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
b. The Older Workers Benefit Protection Act (OWBPA)
c. The Americans with Disabilities Act of 1990 (ADA)
d. The Civil Rights Act of 1991
10. What is it called when the compensation practices in non-unionized companies mirror those
found in unionized settings?
a. progressive compensation
b. the spillover effect
c. concessionary bargaining
d. inter-industry compensation differentials
11. This term refers to a difference between the output of a human judgment process and that of
an objective, accurate assessment. This difference could be due to bias, prejudice, or other
subjective, extraneous influences.
a. content validity
b. rating error
c. the performance appraisal process
d. a first-impression effect
12. In 2009, employees were expected to earn average merit increases of what percent?
a. 1.3%
b. 2.9%
c. 5.2%
d. 8.3%
13. The collective bargaining system was established by passage of which federal Act?
a. National Labor Regulations Act
b. National Labor Relations Act
c. Union Labor Regulations Act
d. Union Labor Relations Act
14. With these errors, supervisors tend to rate employees’ performances lower than they would be
if compared against objective criteria.
a. critical errors
b. leniency errors
c. strictness errors
d. contrast errors
15. If an employee is rated as outstanding on his or her leadership ability, he or she was probably
rated using which appraisal system?
a. trait system
b. goal-oriented system
c. comparison system
d. behavioral system
16. What is the main objective of Scanlon plans?
a. to standardize the workforce
b. to encourage unionization
c. to increase workforce competitiveness
d. to increase employee involvement
17. On which team is membership relatively permanent, with the members working full-time on
the team?
a. work (process)
b. project
c. parallel
d. innovative
18. Which gain sharing program measures productivity physically rather than in terms of dollar
savings and emphasizes the rapid completion of products by employees?
a. Rucker
b. Improshare
c. the Scanlon Plan
d. management incentive plan
19. Which type of individual incentive plan focuses on accomplishments such as improving
attendance or safety records?
a. behavior encouragement plans
b. referral plans
c. management incentive plans
d. piecework plans
20. Which of the following is true of incentive pay?
a. Incentive pay is considered part of an employee’s fringe compensation.
b. The criteria for judging an award tends to be objective, such as quantity produced.
c. Award levels are subjective.
d. The amount of the award paid for attainment of goals is not communicated in advance.
21. What is one of the main differences between a skill blocks model and a stair-step model?
a. The skill blocks model only emphasizes horizontal skills.
b. The stair-step model addresses depth while the skill blocks model emphasizes both
horizontal and vertical skills.
c. Employees do not progress to more complex jobs in the stair-step model.
d. Stair-step models do not apply to jobs within the same family.
22. In this pay-for-knowledge model, employees are rewarded for increasing their skills within a
single job family, even if the skills do NOT build on each other.
a. stair-step
b. skill blocks
c. job-point accrual
d. cross-departmental
23. This term refers to the level of specialization or expertise an employee possesses in a particular
job.
a. vertical skills
b. depth of skills
c. breadth of skills
d. horizontal skills
24. Which of the following is the main reason for the increased costs associated with pay-for-
knowledge programs?
a. higher payroll costs
b. increased overhead costs
c. higher training costs
d. All of the above.
25. This term refers to the degree to which the job requires the person to do different tasks that
involves the use of a number of different skills, abilities and talents.
a. skill variety
b. job flexibility
c. task flexibility
d. task variety
Answer will be sent by email as attachment.
