WGU C236 End of Text Review.1 Overall Course Assessment actual Exam Questions with 100% correct answers

Job and pay form-specific reward strategies allows for:

Maximum customization as the organization positions its pay similar to the market differently for different jobs and pay forms

Maximum customization as the organization positions its pay relative to the market differently for different jobs and pay forms

Maximum customization as the organization positions its pay relative to the market similar for different jobs and pay forms

Minimum customization as the organization positions its pay relative to the market differently for different jobs and pay forms

Maximum customization as the organization positions its pay relative to the market differently for different jobs and pay forms

A Total Rewards system should consider how to ____________ and ______________ quality and rewarding management-employee relationships at work.

need; nurture

explain; build

explain; need

build; nurture

build; nurture

Many organizations pair a commission-based system with some other form of base pay (such as salary) to more evenly distribute risk.

True/False

True

Designing a reward system requires careful consideration of the consequences that follow performance-related behavior at work.

True/False

True

As a general rule, base pay strategies rarely lead the market by more than ________.

10%

12%

7%

5%

10%

Provisions of the FLSA apply to certain employees but not to:

Exempt employees

Non-exempt employees

Senior management employees

Management employees

Exempt employees

Pay should be equal for the which of the following:

Gender

Age

Ethnicity

All of the above

All of the above

Within the Role and Control Strategy, an organization can choose to do which of the following:

Centralized approach

Decentralized approach

Both A & B

None of the above

Both A & B

Centralized approach

Decentralized approach

COLA stands for:

Cost of Living Adjustments

Court of Living Accumulation

Court of Living Associations

Cost of Linking Associations

Cost of Living Adjustments

Dispersion tells us that whatever number we use to represent the central tendency of the data, that number is a less accurate indicator of the data as the dispersion increases.

True/False

True

The benefits of incorporating individual-based pay into the total rewards system include all except:

Organizations can build capacity

Creates a culture of learning

Allows the organization to build capacity

Allows the organization to build human capital

Allows the organization to build human capital

The goal of these systems is to align both the incentives for employees and the variable labor costs with the interests of the organization.

True/False

True

How do you measure dispersion?

Range

Standard deviation

Both A & B

None of the above

Both A & B

Range

Standard deviation

When interactions and relationships with customers are ____________, they can be an emotional drain on employees.

Negative

Positive

Timely

Length

Negative

Independent contractors typically set their own hours because:

They have busy lives

They can have a "proper" work/life balance

They are on a project basis and have opportunities for profit and loss

None of the above

They are on a project basis and have opportunities for profit and loss

The types of capability-based pay include all except:

Experience

Skill

Competency

Reliability

Reliability

The reward-level strategy refers to:

The extent to which a company will pay at market average

The extent to which a company will pay above, at, or below the market average

The extent to which a company will pay below market rate

The extent to which a company will pay above market rateAn Anchored Rating Scale:

Defines typical behaviors to understand point value system

Defines typical behaviors to understand how to develop a benefits program

Defines typical behaviors to understand how to create business strategy

None of the above

The extent to which a company will pay above, at, or below the market average

An Anchored Rating Scale:

Defines typical behaviors to understand point value system

Defines typical behaviors to understand how to develop a benefits program

Defines typical behaviors to understand how to create business strategy

None of the above

Defines typical behaviors to understand point value system

___________ represent the most straightforward way to compare company or individual pay rates to the market pay rates.

Modes

Ranges

Medians

Percentages

Percentages

"Matching the market" refers to:

Paying more than the market

Paying market rate

Paying less than the market

None of the above

Paying market rate

The Merit Pay Matrix allows organizations to simultaneously reward past performance but also support its Integrated Reward Structure.

True/False

True

______________ differences in pay between pay grades, or extremely high payoff potential for a bonus system, can help create a high degree of motivation.

Insignificant

Tiny

Small

Large

Large

"Lagging the market" refers to:

Paying more than the market

Paying less than the market

Paying market rate

None of the above

Paying less than the market

Percentiles have the disadvantage of telling you how you compare to the mean and the dispersion simultaneously.

True/False

False

Rewards help with ____________ through competing effectively in the labor market.

Training

Retention

Rewarding

None of the above

Retention

Overtime requires employers to pay:

Time and a half after 40 hours

Hourly pay

Twice pay after 40 hours

Twice pay after 35 hours

Time and a half after 40 hours

"Leading the market" refers to:

Paying more than the market

Paying market rate

Paying less than the market

None of the above

Paying more than the market

A variable distance scale uses:

Different point distances between each level in the scale

Similar point distances between each level in the scale

Different point distances but narrowing the gap in each level of the scale

Similar point distances but narrowing the gap in each level of the scale

Different point distances between each level in the scale

Performance-based pay draws upon the ___________________ step to obtain ratings of an employee's past performance.

Performance management

Partial appraisal

Partial management

Performance appraisal

Performance appraisal

The list of benchmark competitors is not an exhaustive list of all competitors in each market, but rather represent exemplars or representative sample of such competitors.

True/False

True

In a skill-based pay program, the wage rate or salary received by the employee depends upon the skills they possess that are used on the job.

True/False

True

In premium sharing policies, the employer pays the full premium for the health insurance.

True/False

False

Which way is not a good way to find out employee satisfaction?

Employee surveys

Email

Conversation

All of the above

All of the above

All compensable factors are probably not equally valuable to the organization.

True/False

True

HMO stands for:

Health Mixed Opportunities

Health Mixed Organization

Health Maintenance Organization

Health Maintenance Opportunities

Health Maintenance Organization

Which statistical analysis will produce a value-reward line?

Correlation

P-Value

Regression

All of the above

Regression

The Job Characteristics Theory refers to:

Qualities of work will be inherently demotivating to employees

The theory that the job motivates employees to look for new jobs

Qualities of work will be inherently motivating to employees

None of the above

Qualities of work will be inherently motivating to employees

Blue-collar workers are always:

Non-exempt

Overtime after 30 hours

Exempt

Overtime after 35 hours

Non-exempt

The Valence Perception asks:

Can I perform at the level required for the reward?

If I perform, will I receive the reward?

Do I value the reward?

Do I desire the reward?

Do I value the reward?

EPO stands for:

Earnings Per Opportunity

Exclusive Provider Organization

Exclusive Provider Opportunity

Earnings Per Organization

Exclusive Provider Organization

Factor weighting decides:

How the factors are different from each other

The ability to decide weight factors in difficult scenarios

How important the factors are relative to each other

None of the above

How important the factors are relative to each other

Employees who perceive that they are not fairly treated and are not satisfied with their pay are more likely to leave.

True/False

True

Because management thinks the rewards are valuable does not mean that employees will also value the reward.

True/False

True

What type of graph is typically used when graphing the value-reward line?

Scatter plot

Bar graph

Pie graph

All of the above

Scatter plot

POS stands for:

Point of Sanction Organization

Point of Service Organization

Print off Sanction Organization

Print off Service Organization

Point of Service Organization

Transparent Measurement means that the criteria and system should be_________ understood and the processes for implementing the system should also be well documented and followed.

Easily

Quickly

Nearly

Difficultly

Easily

Which of the following does not motivate employees?

Autonomy

Task significance

Skill design

Repetitive work

Repetitive work

An effective performance system will need to have more frequent payouts in the ____________ of the rollout.

Throughout

Beginning

End

Middle

Beginning

Face validity is the extent to which the system produces relative job values that appear to be accurate and credible.

True/False

True

Which of the following is not considered insurance?

Vision

Surgery

Health

Dental

Surgery