- ___________bridge the gap between organizational objectives and individual expectations and aspirations.
Corporate compensation systems
The Sarbanes–Oxley Act of 2002 requires that
companies can seek repayment for incentives paid that were later found to be materially inaccurate
executives cannot retain bonuses or profits from selling company stock if they mislead the public about the financial health of the company
the Securities and Exchange Commission meet annually to discuss bonuses
the minimum wage change each year
______________cover 128 million workers in the United States.
Workers’ compensation programs
In the United States, salary discussions among employees are protected under
the Equal Pay Act (1963)
the National Labor Relations Act (1935)
the Fair Labor Standards Act (1938)
Which of the following is NOT another name for gain sharing?
The Scanlon plan
The Rucker plan
Which of the following laws established the first national minimum wage?
Fair Labor Standards Act (1938)
Walsh–Healey Act (1936)
Davis–Bacon Act (1931)
McNamara–O’Hara Service Contract Act (1965)
The gatekeeper in a managed care health insurance plan is the
the HR representative
primary care physician
insurance cost monitor
In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.
the willingness to reduce the size of the workforce
the marginal productivity
the concern with pay for position
the percent of company offerings
The type of private pension plan in which an employer promises to pay a retiree a stated pension is a
What is driving the increasing costs of healthcare?
Rising cost of childcare
Increasing numbers of legal immigrants
Passage of the health care exchanges
Aging population and an increase in obesity
Narrowing pay ratios between jobs or pay grades in a firm’s pay structure is
Gain sharing plans consist of all EXCEPT which of the following elements:
A philosophy of cooperation
An internal equity
An involvement system
A financial bonus
________________ provides a supplemental, one-time payment when death is accidental, and it provides a range of benefits when employees become disabled—that is, when they cannot perform the main functions of their occupations.
A point-of-service plan
A preferred provider payment
One strategic issue that should influence the design of benefits is an organization’s
plan to pay panel
stage of development
value to employees
At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
competency-based pay system
organizational reward system
employee stock ownership plan
One downside of team incentives is that
it does nothing to educate employees about the factors of business success and capitalism
it does not provide retirement income to employees
managers do not feel that incentives motivate employees equally
most employees do not feel that their jobs have a direct impact on profits
Open pay systems tend to work best when
job performance can be measured objectively
business strategy matches the organizational development stage
effort and performance are related closely over a long time span
there is a union to negotiate pay increases
__________ is not legally required, and, because of unemployment compensation, many firms do not offer it.
Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow a norm of fairness and to use it as a basis for distributing rewards.
the external labor market
the internal labor market
Evidence indicates that the perceived value of benefits rises when employers introduce
choice through a flexible benefits package
Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?