Multiple Choice Quiz
1 The type of rewards that attract job applicants who desire predictable income are referred to as:
A) job status-based rewards.
B) task performance-based rewards.
C) skill-based pay.
D) membership/seniority-based rewards.
E) empowerment.
2 Which of the following is most likely to be a type of membership/seniority-based reward?
A) Employee benefits
B) Pay increase resulting from a promotion
C) Profit-sharing
D) Skill-based pay
E) Gainsharing
3 Job status-based rewards may encourage:
A) bureaucratic hierarchy.
B) employees to compete with one another.
C) Employees to exaggerate job duties and hoard resources.
D) All of the above.
E) None of the above.
4 Which of the following statements concerning job status-based rewards is TRUE?
A) Job evaluation and job status-based rewards motivate employees to compete for positions further up the organizational hierarchy.
B) Job evaluation and job status-based rewards strive to maintain internal equity.
C) Job status-based rewards try to minimize pay discrimination.
D) Job status-based rewards create a psychological distance between employees and management.
E) All of the above statements are true.
5 Which of the following is a competency-based reward?
A) Gainsharing
B) Pay increase resulting from a promotion
C) Skill-based pay
D) Merit pay based on performance appraisal results
E) Additional week of paid vacation after completing five years of service with the company
6 Which of these types of rewards is consistent with employability?
A) Membership/seniority-based
B) Competency-based
C) Job status-based
D) Task performance-based
E) All of the above
7 The type of individual reward that calculates pay by the number of units the employee produces is known as:
A) merit pay.
B) piece rate pay.
C) commissions.
D) profit-sharing.
E) skill-based pay.
8 Which of these is a team reward that motivates team members to reduce costs and increase labour efficiency in their work process?
A) Profit-sharing
B) Balanced scorecard
C) Employee stock ownership plan
D) Commissions
E) Gainsharing plans
9 Which of these is NOT typically an individual performance-based reward?
A) Commissions
B) Merit Pay
C) Profit-sharing
D) Piece rate
E) All of the above are individual task performance-based rewards
10 A performance measurement system that rewards people (typically executives) for improving performance on a composite of factors is referred to as:
A) balanced scorecard.
B) stock options.
C) employee stock ownership plans.
D) profit-sharing plans.
E) gainsharing plans.
11 pay-performance linkage can be improved by all, EXCEPT:
A) using objective performance measures.
B) using 360-degree feedback to minimize biases if subjective measures are necessary.
C) applying the reward soon after the performance occurs.
D) rewarding employees who don't meet minimum standards because performance is difficult to measure.
E) applying large enough rewards so that employees experience positive emotions when they receive the rewards.
12 Job specialization:
A) often reduces work quality because employees see only a small part of the process.
B) ignores the motivational potential of jobs.
C) focuses on reducing labour "waste" by improving the mechanical efficiency of work.
D) requires each employees to perform several complex tasks in fulfilling the requirements of his/her job.
E) Only "a", "b" and "c" are characteristic of job specialization.
13 Scientific management is most closely related to:
A) self-leadership.
B) job evaluation.
C) job specialization.
D) constructive though patterns.
E) job enrichment.
14 Skill variety, task identity, and task significance:
A) are the main outcomes of job enlargement.
B) represent the first three steps in self-leadership.
C) mainly affect the experienced meaningfulness of work.
D) are the feelings that people experience when they have a knowledge of their results.
E) are the main outcomes of scientific management.
15 In job design, responsibility is increased mainly through:
A) autonomy.
B) job rotation.
C) job specialization.
D) job feedback.
E) None of the above has any effect on autonomy.
16 The job design practice that involves giving employees more responsibility for scheduling, coordinating, and planning their own work is:
A) job rotation.
B) job enlargement.
C) task significance.
D) job enrichment.
E) task identity.
17 Which of the following practices relies on constructive thought patterns?
A) Scientific management
B) Self-leadership
C) Job rotation
D) Job status-based rewards
E) Job enrichment
18 Mental imagery:
A) is a core job characteristics that leads to job specialization.
B) occurs after self-reinforcement in the self-leadership model.
C) involves visualizing successful completion of the task.
D) is the first step in job rotation.
E) occurs if a person fails to engage in self-talk.