COMMERCE 4BE3 Study Guide - Quiz Guide: Employee Stock Option, Job Analysis, Profit Sharing

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Chapter 6 – MindTap
1. You decide to move your manufacturing firm to a province where minimum wage laws and
mandatory benefits are lower. What was your decision likely in response to?
a. labour market constraints
b. financial constraints
c. legislated constraints
d. product/service market constraints
2. From a labour perspective, which variable tends to most impact organizations facing
product/service constraints?
a. organizations facing changes in employment standard legislation
b. organizations that tend to pay below-market rates
c. highly mechanized/automated organizations facing tight labour markets
d. labour-intensive organizations facing a tight labour market
3. What is the fourth step of the compensation strategy formulation process?
a. Define the role of compensation.
b. Determine compensation level.
c. Determine the compensation mix.
d. Define the required behaviour.
4. Which type of management strategy should an organization requiring high levels of task,
citizenship, and membership behaviour be using?
a. human relations
b. high-involvement
c. classical
d. hybrid
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5. Which behavioural objective is appropriate for companies using a classical managerial
strategy?
a. maintaining moderate to high retention
b. promoting learning and development
c. attracting applicants to staff initial needs and replace turnover
d. promoting high citizenship behaviour
6. Market compensation rates are currently $25.00 per hour, plus benefits, for a skilled
carpenter. Your company decides to advertise a carpenter position at $27.50 per hour plus
benefits. What specific compensation-level strategy is your company deploying?
a. lag
b. lead
c. match
d. over cost
7. What is a valid reason to lead the market?
a. The firm needs large number of applicants.
b. This is the best choice when undecided.
c. Labour costs are high as a proportion of total cost.
d. Poor non-compensation rewards are offered.
8. Research consistently shows that smaller firms pay more than large firms because of the
need to attract talent.
a. True
b. False
9. According to a Conference Board of Canada study, what percentage of respondents
indicated that their firms offer the same benefits to contingent workers who work side-by-
side with regular employees?
a. 5
b. 10
c. 15
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