UNIT 6

Question 1

What does “total rewards” refer to in an organization?
a) Only the base salary paid to employees
b) A cluster of competencies managing all types of employee rewards to support organizational strategy
c) The legal requirements for employee benefits
d) A government program for employee compensation

Answer 1

B

Question 2

What is the primary goal of a total rewards strategy?
a) To reduce employee wages to save costs
b) To shape employee behavior in ways that support organizational objectives
c) To eliminate all benefits except salary
d) To ensure only top executives receive bonuses

Answer 2

B

Question 3

What does membership behaviour refer to?
a) Employees performing assigned tasks efficiently
b) Candidates wanting to join the organization and employees wanting to stay
c) Employees supporting organizational success beyond their job duties
d) Employees attending all meetings regularly

Answer 3

B

Question 4

Task behaviour is best described as:
a) Employees voluntarily helping coworkers
b) Employees innovating new products
c) Employees participating in social events
d) Employees completing the tasks assigned to them

Answer 4

D

Question 5

Organization citizenship behaviour involves:
a) Employees only focusing on their own work
d) Employees negotiating salary increases
c) Employees motivated to support the success of the entire organization
b) Employees avoiding extra work

Answer 5

C

Question 6

What are intrinsic rewards?
a) Tangible rewards like bonuses and promotions
b) Psychological benefits like pride, accomplishment, and personal satisfaction
c) Mandatory benefits like health insurance
d) Legal requirements for compensation

Answer 6

B

Question 7

Which of the following is an example of an extrinsic reward?
a) Feeling fulfilled after completing a project
b) Pride in mastering a new skill
c) Receiving a bonus or salary increase
d) Enjoying a challenging task

Answer 7

C

Question 8

Intrinsic rewards are primarily driven by:
a) External incentives from management
b) Government regulations
c) Personal interest and desire to perform well
d) Company policies

Answer 8

C

Question 9

What is the primary concept of Maslow’s Hierarchy of Needs?
a) Individuals are motivated only by financial rewards
b) People must satisfy lower-level needs before progressing to higher-level needs
c) All needs must be met simultaneously for motivation
d) Motivation is based solely on social acceptance

Answer 9

B

Question 10

Which of the following correctly lists Maslow’s five tiers of needs from most basic to highest?
a) Safety, physiological, esteem, love and belonging, self-actualization
b) Physiological, safety, love and belonging, esteem, self-actualization
c) Self-actualization, esteem, love and belonging, safety, physiological
d) Esteem, physiological, love and belonging, safety, self-actualization

Answer 10

B

Question 11

According to Maslow, which need is the highest level of motivation?
a) Esteem
b) Safety
c) Love and belonging
d) Self-actualization

Answer 11

D

Question 12

What does Herzberg’s Two-Factor Theory propose?
a) Job satisfaction and dissatisfaction are influenced by the same factors
b) Job satisfaction and dissatisfaction are influenced by two distinct sets of factors: motivators and hygiene factors
c) Only hygiene factors affect job satisfaction
d) Only motivators cause job dissatisfaction

Answer 12

B

Question 13

Motivators in Herzberg’s theory are best described as factors that:
a) Prevent job dissatisfaction but do not increase satisfaction
b) Have no impact on employee motivation
c) Increase job satisfaction and motivate employees to perform better
d) Are unrelated to job performance

Answer 13

C

Question 14

According to Hackman and Oldham’s Job Characteristics Model, which factor significantly impacts employee motivation and satisfaction?
a) The employee’s age and education level
b) The way the job is designed with certain core characteristics
c) The company’s market share
d) The number of vacation days offered

Answer 14

B

Question 15

Which of the following is NOT one of the five core job characteristics identified in the Job Characteristics Model?
a) Skill variety
b) Task significance
c) Salary level
d) Autonomy

Answer 15

C

Question 16

What is the main idea behind Reinforcement Theory?
a) Behaviors are shaped by unconscious desires
b) Behaviors are influenced by their consequences, with positive outcomes encouraging repetition and negative outcomes discouraging it
c) Motivation is only driven by intrinsic rewards
d) People behave randomly without any pattern

Answer 16

B

Question 17

According to Reinforcement Theory, which of the following would increase the likelihood of a behavior being repeated?
a) Punishment
b) Ignoring the behavior
c) Positive reinforcement
d) Negative reinforcement

Answer 17

C

Question 18

According to Expectancy Theory, what primarily drives an individual’s motivation?
a) The fear of punishment
b) The expectation that their effort will lead to desired performance and valued outcomes
c) The desire to avoid work
d) External rewards only

Answer 18

B

Question 19

Which of the following is NOT one of the three key elements of Expectancy Theory?
a) Expectancy
b) Instrumentality
c) Valence
d) Reciprocity

Answer 19

D

Question 20

What is the main idea of Equity Theory?
a) Employees are motivated solely by financial rewards
b) Employees are motivated when they perceive fairness between their inputs and outcomes compared to others
c) Motivation is unrelated to perceptions of fairness
d) Employees focus only on their own rewards without comparison

Answer 20

B

Question 21

According to Equity Theory, what happens when employees perceive an imbalance between their inputs and outcomes compared to others?
a) They become more satisfied with their work
b) They ignore the difference
c) They may feel demotivated or seek to restore equity
d) They automatically increase their work effort

Answer 21

C

Question 22

In Equity Theory, which of the following would be considered an input?
a) Salary and bonuses
b) Recognition and praise
c) Effort and skills contributed by the employee
d) Work environment and office location

Answer 22

C

Question 23

What is the Position Analysis Questionnaire (PAQ)?
a) A tool used to track employee attendance
b) A method for conducting performance appraisals
c) A structured job analysis tool used to collect detailed information about tasks, duties, and responsibilities
d) A questionnaire measuring employee satisfaction

Answer 23

C

Question 24

The primary purpose of the PAQ is to:
a) Evaluate employee training needs
b) Determine salary scales
c) Collect detailed job information systematically
d) Manage workplace conflicts

Answer 24

C

Question 25

Which of the following would most likely be collected using the PAQ? a) Employee vacation preferences b) Specific tasks and responsibilities of a job position c) Customer satisfaction ratings d) Team performance metrics

Answer 25

B

Question 26

Which of the following is NOT one of the three approaches to job analysis? a) Task Inventory Analysis b) Critical Incident Method c) Performance Appraisal Method d) Competency-Based Analysis

Answer 26

C

Question 27

What does Functional Job Analysis (FJA) primarily focus on? a) Listing every task performed in the job b) The functions and behaviors involved in a job c) Employee opinions about the job d) Organizational structure

Answer 27

B

Question 28

The Task Inventory Analysis approach involves: a) Examining essential job competencies b) Gathering significant performance incidents c) Listing all job tasks to develop a survey d) Watching employees tasks for behavior evaluation

Answer 28

C

Question 29

What is the main goal of the Critical Incident Method in job analysis? a) To develop competency models b) To list every task in a job c) To collect specific task statements important for successful job performance d) To evaluate employee satisfaction

Answer 29

C

Question 30

The market pricing method is primarily used to: a) Determine employee training needs b) Evaluate employee benefits c) Set competitive compensation by comparing job values externally d) Assess job competency levels

Answer 30

C

Question 31

What does "pay for knowledge" compensation emphasize? a) Job title and seniority b) Number of hours worked c) Skills, knowledge, and competencies of employees d) Market pay rates only

Answer 31

C

Question 32

Which of the following is an example of a pay-for-knowledge system? a) Paying employees based on the number of years with the company b) Paying all employees the same regardless of skill c) Rewarding employees for acquiring new certifications or skills d) Offering bonuses only during company profits

Answer 32

C

Question 33

What is the primary purpose of job evaluation? a) To recruit new employees b) To determine the relative worth of jobs within an organization c) To assess employee satisfaction d) To assign job titles

Answer 33

B

Question 34

Which of the following is NOT typically considered in a job evaluation? a) Duties and responsibilities b) Skills and effort required c) Performance of the current jobholder d) Market trends in competitor salaries

Answer 34

D

Question 35

Job evaluation is best described as: a) A method of analyzing market salary data b) A structured process to compare jobs within an organization c) A performance appraisal tool d) A recruitment strategy

Answer 35

B

Question 36

Which of the following is a non-quantitative method of job evaluation? a) Point-Factor b) Job Classification / Grading c) Factor Comparison d) Job Benchmarking

Answer 36

B

Question 37

In the ranking method of job evaluation: a) Jobs are matched to point scales b) Jobs are ordered from highest to lowest value based on overall importance c) Jobs are compared using market rates d) Dollar values are assigned to each job factor

Answer 37

B

Question 38

Which method assigns numerical values to specific job factors and totals them to evaluate the job? a) Ranking b) Job Grading c) Point-Factor d) Market Pricing

Answer 38

C

Question 39

What does a compa-ratio of 1.00 typically indicate? a) The employee is underpaid relative to the salary range midpoint b) The employee is paid exactly at the midpoint of their salary range c) The employee is overpaid and needs a salary adjustment d) The employee’s compensation is based on variable pay only

Answer 39

B

Question 40

A compa-ratio below 1.00 suggests: a) The employee has exceeded performance expectations b) The employee’s salary is below the midpoint for their job range c) The employee is earning more than peers in the same role d) The employee is eligible for a promotion

Answer 40

B

Question 41

Which of the following best defines the purpose of performance pay plans? a) To reduce fixed compensation expenses through bonuses b) To align an employee’s interests with that of the union c) To incentivize desired performance outcomes by linking compensation to results d) To determine base salaries using market rate data

Answer 41

C

Question 42

Which of the following is least likely to be considered a performance pay plan? a) Commission-based sales bonuses b) Gainsharing c) Seniority-based wage increases d) Profit-sharing incentives

Answer 42

C