1.The presence of disengaged employees who are mentally checked out but still collecting a paycheck has been called

A. An economic drain

B. A hidden thief

C. Retentionistic

D. Turnover

2.employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.

A.Technology driven

B.Engaged

c.Adaptive

d.Actualized

3.Employees who act out their unhappiness at work by actually undermining what co-workers accomplish are called

1) actively engaged

2) actively disengaged

3) not engaged

4) supervisors

5) all of the above

4.Mountain Manufacturing has experienced a significant increase in employee turnover over the last year. Managers at Mountain Mnftg want to identify and correct problems before losing additional valuable employees. Which of the following would most likely accomplish this goal?

1) survey employees regarding job satisfaction and engagement

2) crack down on disengaged employees

3) give everyone a raise

4) offering a flexible benefits plan

5.According to research, what is the primary reason that top performing employees leave an organization?

1) stress

2) compensation

3) work-life balance

4) promotion opportunities

6.According to Chapter 9 in your text, advising, counseling and guiding a less-senior co-worker is

1) promoting

2) fostering

3) managing

4) developing

5) mentoring

7.

Which of the following best describes the forced distribution method of performance ranking?

1) Chart of paired subordinates, ranked in order of preference

2) Combination of narrative critical incidents and quantified performance scales

3) Placing predetermined percentages of subordinates in various performance categories

4) List of subordinates from highest to lowest based on specific performance traits

8.Which of the following best describes the performance appraisal method called alternation ranking?

1) Chart of paired subordinates, ranked in order of preference

2) Combination of narrative critical incidents and quantified performance scales

3) Predetermined percentages of subordinates in various performance categories

4) Selection of highest, then lowest, next highest, next lowest [and so forth] of employees for specific performance traits

9.Which of the following is NOT a common cause of performance problems as identified in your class materials?

1) a lack of ability on the part of the employee

2) a lack of effort on the part of the employee

3) a lack of direction from the supervisor or management

4) horse-play on the part of co-workers

10.When a performance deficiency has been identified, performance counseling or coaching may be implemented. According to your notes, this requires

1) Holding employees responsible and following through

2) Setting stretch goals

3) Positive reinforcement

4) Confidentiality

11.According to your PowerPoint notes which of the following would NOT be a good idea to do in an appraisal interview?

1) Compare the employee with others

2) Be specific about reasons for ratings

3) Reinforce desired behaviors

4) Decide on specific steps to be taken for improvement

12.Which of the following Acts opened the door to compensation legislation?

1) The Davis-Bacon Act

2) Walsh Healey Act

3) Equal Pay Act

4) Fair Labor Standards Act

13.The law that requires full disclosure of pension investments and established the Pension Benefit Guaranty Corporation is

1) Employee Retirement Income Security Act

2) Comprehensive Omnibus Budget Reconciliation Act

3) Social Security Act

4) The Scanlon Act

14.All of the following are Social Security benefits EXCEPT

1) death benefits

2) disability payments

3) retirement benefits

4) defined contribution benefits

15.All of the following issues are addressed by the Fair Labor Standards Act except

1) Termination

2) Overtime pay

3) Child labor

4) Minimum wage

16.Broadbanding, collapsing salary grades and ranges into just a few wide levels, is strategically useful

1) in encouraging horizontal movement of employees

2) when moving toward a flatter organizational structure

3) in creating a more flexible organization

4) for encouraging competency development

5) All of the above

17.When recently hired employees' pay is at or near the pay levels of employees who have been in the organization longer, we refer to this as

1) Pay secrecy

2) Pay compression

3) Pay seniority

4) Pay inflation

18.Data used to establish external equity when creating compensation systems comes from

1) wage determinants

2) salary surveys

3) Department of Labor

4) pay grades and ranges

19.Bob is a welder at the XYZ Corporation. He earns $48,000 per year. He recently found out that a coworker hired about the same time that he was makes $55,000 per year. Bob is likely now concerned about _____ equity.

1) Distributive

2) procedural

3) internal

4) external

20.Which method of job evaluation considers factors of a job and compares them against a predetermined scale?

1) Point Method

2) Job Classification

3) Ranking

4) Factor Comparison

21.When using the _____________ method of job evaluation, raters categorize jobs into groups of similarly valued jobs called classes.

1) Job classification

2) Ranking

3) Point

4) Factor comparison

22.Which job evaluation method is historically the most widely used?

1) Ranking

2) Classification

3) Point

4) Factor comparison

23.Which of the following best describes the point method of job evaluation?

1) Comparing the importance of each compensable factor

2) Ranking each job relative to all other jobs based on a pay grade

3) Identifying and quantifying the compensable factors present in a job

4) Deciding which jobs have a higher number of compensable factors

24.Which of the following shows the relationship between the internal value and average pay of a job?

1) Pay Range

2) Pay Grade

3) Benchmark

4) Wage Curve

25.Which of the following components of a compensation system ensures INDIVIDUAL equity?

1) the organization's compensation philosophy

2) salary surveys

3) performance appraisal

4) job evaluation

26.Which of the following components of a compensation system ensures EXTERNAL equity?

1) the organization's compensation philosophy

2) salary surveys

3) performance appraisal

4) job evaluation

27.Three methods of meeting an organization's objectives in regards to benefits were given in class materials. Which of the following was NOT one of these methods

1) Offer cafeteria or flexible benefit plans

2) Communicate

3) Measure benefit effectiveness

4) Look for cost reductions

28.When an employee is guaranteed a portion or all of the contributions made to their pension account, they are considered

1) Gain shared

2) Supplemented

3) Vested

4) Serviced

29.Pierre is excited about his new employer's retirement plan. He can set aside a portion of his wages into a tax-deferred account that will earn interest and grow over time with each paycheck contribution. The money is "owned" by Pierre and his retirement savings will be determined by the amount of money Pierre chooses to set aside and the market performance of the funds he selects as investments. Pierre's plan is

1) A tax DISadvantage for his employer

2) a defined contribution plan

3) a defined benefit plan

4) rarely offered due to market uncertainties

30.From the perspective of an employee, what is the main problem associated with defined benefits retirement plans?

1) lack of employer matching

2) lack of portability

3) highly regulated

4) highly taxed