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MGHB02H3 Study Guide - Quiz Guide: Job Enrichment, Merit System, Job PerformanceExam


Department
Management
Course Code
MGHB02H3
Professor
Phani Radhakrishnan
Study Guide
Quiz

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Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1)
Piece rate pay systems
A)
usually increase cooperation among workers on peripheral, nonproduction tasks (for
example, keeping the shop clean).
B)
have generally been supported by unions.
C)
generally lead to increased productivity unless restriction occurs.
D)
are most effective when applied to white-collar jobs.
E)
are especially useful when few objective performance criteria exist.
1)
2)
Restriction of productivity is a phenomenon associated with
A)
piece rate pay.
B)
MBO.
C)
job enrichment.
D)
hourly pay.
E)
merit pay.
2)
3)
Managers have a tendency to __________ the pay of their boss and __________ the pay of their
employees.
A)
correctly estimate; underestimate
B)
overestimate; underestimate
C)
overestimate; overestimate
D)
underestimate; underestimate
E)
underestimate; overestimate
3)
4)
As discussed in the book, the rationale for removing the secrecy surrounding salaries is that
A)
positive motivational consequences may occur if the pay system is well designed.
B)
consumers should understand that labour costs contribute greatly to retail prices.
C)
they know salaries anyway, via the grapevine, but secrecy reduces confidence in the
company.
D)
a more open pay policy will expose the inadequacy of the merit system.
E)
we should be honest with employees, and this is a good place to start.
4)
5)
The systematic mis-estimates that managers make of the pay of others in their firm suggests that
they will often
A)
overestimate the value of a promotion.
B)
experience equity with regard to peers.
C)
underestimate the pay of employees.
D)
underestimate the value of a promotion.
E)
experience equity with regard to employees.
5)
1

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6)
The Scanlon Plan is a type of __________ system.
A)
job enrichment
B)
gain-sharing
C)
piece rate pay
D)
MBO
E)
skill-based
6)
7)
Alice, a middle manager in an oil company, makes $35,000 a year. Her boss makes $41,000, her
peers average $33,000, and her employees average $29,000. Alice doesn't know the pay of these
coworkers, but we ask her to guess. Research suggests that she will say
A)
the peers average $34,000.
B)
the peers average $30,000.
C)
the boss makes $45,000.
D)
the boss makes $43,000.
E)
the employees average $28,000.
7)
8)
Joe, Margaret, and Denise are coworkers. Joe produces five widgets and is paid $5. Margaret
produces twenty widgets and is paid $20. Denise produces fifty widgets and is paid $50. These
workers are being paid according to a(n)__________ pay plan.
A)
hourly
B)
merit
C)
Scanlon
D)
lump sum
E)
piece rate
8)
9)
One reason why merit pay plans are employed with a much greater frequency than wage
incentive plans is that
A)
merit pay plans that are actually in use are very effective.
B)
substantial evidence indicates that pay is directly related to performance under merit
plans.
C)
white-collar workers particularly believe that performance should be an important
determinant of pay.
D)
blue-collar jobs more often offer objective performance criteria with which pay can be
linked.
E)
blue-collar workers tend to perceive a strong link between rewards and performance.
9)
10)
The owner of Acme Manufacturing Company is thinking about introducing the Scanlon Plan.
This plan will most likely have the greatest impact on his employees'
A)
autonomy.
B)
working hours.
C)
job design.
D)
pay.
E)
skill level.
10)
11)
Which system is specifically based on cost reduction?
A)
Skill-based pay
B)
Merit pay
C)
Goal setting
D)
MBO
E)
Gain sharing
11)
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12)
Under a skill-based pay plan, people are paid according to
A)
their personal productivity.
B)
the goals which have been established through MBO.
C)
their contribution to product or service quality.
D)
the number of tasks they know how to perform.
E)
how skillfully they can perform their main job function.
12)
13)
An organization wishes to base pay on objective, measurable performance data, but the
performance of individual workers cannot be isolated and measured. Which system should it
adopt?
A)
Hourly pay
B)
Skill-based pay
C)
Gain sharing
D)
Piece rate
E)
Merit pay
13)
14)
Which pay system is intentionally designed to motivate groups of employees rather than
individual employees?
A)
Gain sharing
B)
Skill-based pay
C)
Piece rate pay
D)
Goal setting
E)
Merit pay
14)
15)
The practices of Scientific Management seem LEAST compatible with
A)
goal setting.
B)
piece rate pay.
C)
high specialization.
D)
job enrichment.
E)
close supervision.
15)
16)
In general, we would not expect a high scope job to __________ than a low scope job.
A)
pay more
B)
conform more closely to the principles of Scientific Management
C)
involve more task variety
D)
have higher "motivating potential"
E)
have more job depth
16)
17)
Debbie's job is very broad, but it has almost no depth. She is most likely a(n)
A)
assembly line utility worker.
B)
physician.
C)
quality control inspector.
D)
manager.
E)
professor.
17)
3
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