Chap011 - Chapter 11 - Pay and Incentive Systems Chapter 11...

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Chapter 11 - Pay and Incentive Systems Chapter 11 Pay and Incentive Systems True / False Questions 1. The gap between a CEO's pay and the wages of employees has narrowed in the United States. True False 2. To cover its labor costs and other expenses, a company must earn sufficient revenues through the sales of its common stock. True False 3. The relative emphasis managers place on performance versus relationships varies with cultural factors. True False 4. Good corporate citizen awards include everything in a work environment that enhances a worker's sense of self-respect and esteem by others. True False 5. Rewards bridge the gap between organizational objectives and individual expectations and aspirations. True False 6. Internal equity is the relative size of pay differentials among different segments of the workforce. True False 11-1
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Chapter 11 - Pay and Incentive Systems 7. Evidence now shows that inferior performance by a firm is associated with a lack of fit between its pay policy and its business strategy. True False 8. Both federal and state laws allow 14- and 15-year-olds to work any hours but forbid them to work in hazardous occupations, such as driving or working with power-driven meat slicers. True False 9. Collective bargaining affects the level of nonunion workers' wages in relevant labor markets. True False 10. One purpose of job evaluations is to identify important characteristics of each job so that the relative worth of jobs can be determined. True False 11. Different job evaluation methods yield different rank-orders of jobs, and therefore different pay structures. True False 12. The market-based pay system uses a premium-price options approach for all of a firm's jobs. True False 13. If competitors' pay decisions determine a company's pay structure, then the level of pay or the mix of pay forms is no longer a source of potential competitive advantage. True False 11-2
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Chapter 11 - Pay and Incentive Systems 14. Skill-based plans are usually applied to "white-collar" work and competencies to "blue- collar" work. True False 15. Companies view skill-and competency-based pay plans as a way to develop the critical behaviors and abilities employees need to achieve specific business results. True False 16. All organizations must make some allowance for the trust gap in their salary programs. True False 17. Automatic pay raises for nonunion employees have almost disappeared at most major companies. True False 18. Middle managers may actually benefit from pay inflation among nonmanagement employees since companies generally maintain a differential between the managers' pay and that of their highest paid subordinate. True False
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This note was uploaded on 09/26/2011 for the course BA 101 taught by Professor Jackson during the Summer '06 term at University of Nevada, Las Vegas.

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Chap011 - Chapter 11 - Pay and Incentive Systems Chapter 11...

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