对外经贸大学：《人力资源管理 Human Resource Management》课程教学资源（作业）Chapter 8 Pay Structure Decisions

莲喇母透降贸多大号 人力资源管理 Chapter 8 Pay Structure Decisions True/False Questions 11-1.Job-structure decisions are concerned with individual pay equity. Ans:F Difficulty:M Page 389 L01 11-2.Pay-level decisions have their primary impact on attraction and retention of employees. Ans:T Difficulty:E Page 389 L01 11-3.Equity theory suggests that people often evaluate their situations by comparing them with those of other people. Ans:T Difficulty:M Page 389 L01 11-4.Labor-market competition places a lower bound on pay levels. Ans:T Difficulty:E Page 391 第1页共26页

人力资源管理 Chapter 8 Pay Structure Decisions True/False Questions 11-1. Job-structure decisions are concerned with individual pay equity. Ans: F Difficulty: M Page 389 LO1 11-2. Pay-level decisions have their primary impact on attraction and retention of employees. Ans: T Difficulty: E Page 389 LO1 11-3. Equity theory suggests that people often evaluate their situations by comparing them with those of other people. Ans: T Difficulty: M Page 389 LO1 11-4. Labor-market competition places a lower bound on pay levels. Ans: T Difficulty: E Page 391 第 1 页 共 26 页

链喇挂降餐多产导 人力资源管理 LO3 11-5.The two major components that determine an organization's labor costs are average cost per employee and the staffing level. Ans:T Difficulty:E Page 390 LO3 11-6.Essentially,labor-market competition is the amount an organization must pay to compete against other companies that hire similar types of employees. Ans:T Difficulty:M Page 391 LO3 11-7.Product-market comparisons that focus on labor costs deserve greater weight when labor costs represent a small share of total costs. Ans:F Difficulty:M Page 390 LO3 11-8.An organization should decide to give more relative weight to pay data gathered from its product-market competitors in setting pay when attracting qualified employees is difficult. Ans:F Difficulty:M Page 391 L03 第2页共26页

人力资源管理 LO3 11-5. The two major components that determine an organization’s labor costs are average cost per employee and the staffing level. Ans: T Difficulty: E Page 390 LO3 11-6. Essentially, labor-market competition is the amount an organization must pay to compete against other companies that hire similar types of employees. Ans: T Difficulty: M Page 391 LO3 11-7. Product-market comparisons that focus on labor costs deserve greater weight when labor costs represent a small share of total costs. Ans: F Difficulty: M Page 390 LO3 11-8. An organization should decide to give more relative weight to pay data gathered from its product-market competitors in setting pay when attracting qualified employees is difficult. Ans: F Difficulty: M Page 391 LO3 第 2 页 共 26 页

肖外径份氨多本是 人力资源管理 11-9.It is usually valid to compare return-on investment ratios such as revenues/labor cost among organizations in different industries. Ans:F Difficulty:M Page 392 L03 11-10.Key or benchmark jobs are defined as jobs that are common to many organizations. Ans:T Difficulty:E Page 392 LO2 11-11.Among blue-collar jobs covered by collective bargaining contracts,there is usually a single-- -rate of pay for all employees who do the same lob. Ans:T Difficulty:E Page 393 L02 11-12.A market pay policy line can be developed using job-evaluation data and market pay policy data based on an organization's key jobs. Ans:T Difficulty:M Page 396 LO2 11-13.Conceptually,a job structure can be defined as the relative worth of various jobs in the organization. 第3页共26页

人力资源管理 11-9. It is usually valid to compare return-on investment ratios such as revenues/labor cost among organizations in different industries. Ans: F Difficulty: M Page 392 LO3 11-10. Key or benchmark jobs are defined as jobs that are common to many organizations. Ans: T Difficulty: E Page 392 LO2 11-11. Among blue-collar jobs covered by collective bargaining contracts, there is usually a single- - -rate of pay for all employees who do the same lob. Ans: T Difficulty: E Page 393 LO2 11-12. A market pay policy line can be developed using job-evaluation data and market pay policy data based on an organization’s key jobs. Ans: T Difficulty: M Page 396 LO2 11-13. Conceptually, a job structure can be defined as the relative worth of various jobs in the organization. 第 3 页 共 26 页

链剥挂将发多大是 人力资源管理 Ans:T Difficulty:E Page 388 L02 11-14.The most common form of job-evaluation system used by organizations relies on single evaluators rating jobs. Ans:F Difficulty:E Page 394 L02 11-15.Experience,education,and complexity are all examples of compensable factors. Ans:T Difficulty:E Page 394 L02 11-16.Job-evaluation procedures are used for making external equity comparisons Ans:F Difficulty:E Page 394 L02 11-17.Pay ranges are typically larger at lower job levels than at higher job levels in most job-based pay systems. Ans:F Difficulty:E Page 396 L02 第4页共26页

人力资源管理 Ans: T Difficulty: E Page 388 LO2 11-14. The most common form of job-evaluation system used by organizations relies on single evaluators rating jobs. Ans: F Difficulty: E Page 394 LO2 11-15. Experience, education, and complexity are all examples of compensable factors. Ans: T Difficulty: E Page 394 LO2 11-16. Job-evaluation procedures are used for making external equity comparisons. Ans: F Difficulty: E Page 394 LO2 11-17. Pay ranges are typically larger at lower job levels than at higher job levels in most job-based pay systems. Ans: F Difficulty: E Page 396 LO2 第 4 页 共 26 页

肖外径份氨多本是 人力资源管理 11-18.A compa-ratio equivalent to 1 suggests that actual pay is consistent with the pay policy. Ans:T Difficulty:M Page 399 L02 11-19.Broadband pay programs can lead to weaker budgeting control and rising labor costs. Ans:T Difficulty:M Page 405 LO2 11-20.Skill-based pay systems fit well with the needs of hi-tech learning organizations. Ans:T Difficulty:M Page 406 LO2 11-21.The use of "banding.in organizations may mean fewer promotional opportunities for employees. Ans:T Difficulty:E Page 405 L02 11-22.Relative labor costs among the United States,Western European countries,and Japan have been stable over the past decade Ans:F 第5页共26页

人力资源管理 11-18. A compa-ratio equivalent to 1 suggests that actual pay is consistent with the pay policy. Ans: T Difficulty: M Page 399 LO2 11-19. Broadband pay programs can lead to weaker budgeting control and rising labor costs. Ans: T Difficulty: M Page 405 LO2 11-20. Skill-based pay systems fit well with the needs of hi-tech learning organizations. Ans: T Difficulty: M Page 406 LO2 11-21. The use of “banding. in organizations may mean fewer promotional opportunities for employees. Ans: T Difficulty: E Page 405 LO2 11-22. Relative labor costs among the United States, Western European countries, and Japan have been stable over the past decade. Ans: F 第 5 页 共 26 页

能男语降贸多大是 人力资源管理 Difficulty:E Page 407 LO2 11-23.Comparable worth(or pay equity)depends on job evaluation methods to measure the worth of various jobs. Ans:T Difficulty:M Page 411 LO8 11-24.Comparable worth legislation applies to all U.S.corporations. Ans:F Difficulty:M Page 412 LO8 11-25.The Fair Labor Standards Act requires that employees be paid one and a half times their hourly rate after eight hours of work on a daily basis. Ans:F Difficulty:M Page 413 LO8 Multiple Choice Questions 11-26.Pay is a powerful organizational tool for influencing all of the following except a.employee attitudes and behaviors. b.attraction of applicants. 第6页共26页

人力资源管理 Difficulty: E Page 407 LO2 11-23. Comparable worth (or pay equity) depends on job evaluation methods to measure the worth of various jobs. Ans: T Difficulty: M Page 411 LO8 11-24. Comparable worth legislation applies to all U.S. corporations. Ans: F Difficulty: M Page 412 LO8 11-25. The Fair Labor Standards Act requires that employees be paid one and a half times their hourly rate after eight hours of work on a daily basis. Ans: F Difficulty: M Page 413 LO8 Multiple Choice Questions 11-26. Pay is a powerful organizational tool for influencing all of the following except a. employee attitudes and behaviors. b. attraction of applicants. 第 6 页 共 26 页

渊外径舍贺多本景 人力资源管理 c.organizational costs d.the organization's business strategy. Ans:d Difficulty:M Page 388 L01 11-27.Pay structure decisions do not pertain to which of the following areas of compensation? a.Pay level b.Job structure c.Individual pay d.Job evaluation Ans:c Difficulty:M Page 388 L01 11-28.Consider the same two jobs in two different organizations.In Organization One,jobs A and B are paid an annual average compensation of $30,000 and $50,000 respectively.In Organization Two, the pay rates are $25,000 and $55,000 respectively.Which of the following is true? a.Organizations One and Two have the same pay level. b.Organizations One and Two have the same job structures. c.Organizations One and Two have the same individual pay rates. d.Organizations One and Two use incentive pay systems. Ans:a Difficulty:M Page 388 L01 11-29.Which of the following is not associated with job structure decisions? a.External comparisons are made. b.Job evaluation is the main administrative tool. c.Referents are found in the same organization. d.The focus is on comparisons of jobs. 第7页共26页

人力资源管理 c. organizational costs. d. the organization’s business strategy. Ans: d Difficulty: M Page 388 LO1 11-27. Pay structure decisions do not pertain to which of the following areas of compensation? a. Pay level b. Job structure c. Individual pay d. Job evaluation Ans: c Difficulty: M Page 388 LO1 11-28. Consider the same two jobs in two different organizations. In Organization One, jobs A and B are paid an annual average compensation of $30,000 and $50,000 respectively. In Organization Two, the pay rates are $25,000 and $55,000 respectively. Which of the following is true? a. Organizations One and Two have the same pay level. b. Organizations One and Two have the same job structures. c. Organizations One and Two have the same individual pay rates. d. Organizations One and Two use incentive pay systems. Ans: a Difficulty: M Page 388 LO1 11-29. Which of the following is not associated with job structure decisions? a. External comparisons are made. b. Job evaluation is the main administrative tool. c. Referents are found in the same organization. d. The focus is on comparisons of jobs. 第 7 页 共 26 页

爸剥撞降餐多大学 人力资源管理 Ans:a Difficulty:E Page 389;Table 11.2 L02 11-30.According to equity theory,perceived outcomes might include all of the following except a.pay. b.benefits c.ability. d.recognition. Ans:c Difficulty:M Page 389 L01 11-31.Which of the following is not generally associated with the external comparisons that employees make when evaluating their pay? a.The focus is on what employees in other organizations are paid for the same general Job. b.Such comparisons are likely to influence applicant decisions to accept job offers with other organizations. c.Such comparisons are likely to influence employee decisions to stay with an organization. d.Such comparisons influence employee willingness to accept promotions. Ans:d Difficulty:E Page 389 L01 11-32.Which of the following is not a true statement concerning product-market competition? a.Organizations must be able to sell their goods and services at a quantity and price that will bring a sufficient return on their investment in order to compete. b.Organizations compete on multiple dimensions(e.g.,quality,service,price). c.An organization that has higher labor costs than its competition will have to charge higher average prices for products of similar quality. d.Product-market competition places a lower bound on labor costs and compensation. 第8页共26页

人力资源管理 Ans: a Difficulty: E Page 389; Table 11.2 LO2 11-30. According to equity theory, perceived outcomes might include all of the following except a. pay. b. benefits. c. ability. d. recognition. Ans: c Difficulty: M Page 389 LO1 11-31. Which of the following is not generally associated with the external comparisons that employees make when evaluating their pay? a. The focus is on what employees in other organizations are paid for the same general Job. b. Such comparisons are likely to influence applicant decisions to accept job offers with other organizations. c. Such comparisons are likely to influence employee decisions to stay with an organization. d. Such comparisons influence employee willingness to accept promotions. Ans: d Difficulty: E Page 389 LO1 11-32. Which of the following is not a true statement concerning product-market competition? a. Organizations must be able to sell their goods and services at a quantity and price that will bring a sufficient return on their investment in order to compete. b. Organizations compete on multiple dimensions (e.g., quality, service, price). c. An organization that has higher labor costs than its competition will have to charge higher average prices for products of similar quality. d. Product-market competition places a lower bound on labor costs and compensation. 第 8 页 共 26 页

爸剥撞降餐多大学 人力资源管理 Ans:d Difficulty:E Page 390 L03 11-33.Which of the following is not a component of labor costs? a.Job structure b.Bonuses c.Health insurance d.Staffing level Ans:a Difficulty:M Page 390 L03 11-34.Which of the following is not a true statement concerning labor-market competition? a.Essentially,labor-market competition is the amount an organization must pay to compete against other companies that hire similar types of employees. b.Labor-market competitors are limited to those organizations that have similar products and that hire similar types of employees. c.Organizations that are noncompetitive will fail to attract sufficient numbers and quality of employees. d.Competitive organizations are able to retain enough employees of sufficient quality. Ans:b Difficulty:E Page 391 L03 11-35.Average pay in Company A is 10 percent higher than in Company B.Which of the following would suggest that Company A should reconsider its pay level policy? a.Average revenue per employee is 15 percent higher in Company A. b.Company A attracts sufficient numbers of good applicants. c.Voluntary turnover rates at Company A have been reduced to zero. d.Product quality is higher in Company A than in Company B. 第9页共26页

人力资源管理 Ans: d Difficulty: E Page 390 LO3 11-33. Which of the following is not a component of labor costs? a. Job structure b. Bonuses c. Health insurance d. Staffing level Ans: a Difficulty: M Page 390 LO3 11-34. Which of the following is not a true statement concerning labor-market competition? a. Essentially, labor-market competition is the amount an organization must pay to compete against other companies that hire similar types of employees. b. Labor-market competitors are limited to those organizations that have similar products and that hire similar types of employees. c. Organizations that are noncompetitive will fail to attract sufficient numbers and quality of employees. d. Competitive organizations are able to retain enough employees of sufficient quality. Ans: b Difficulty: E Page 391 LO3 11-35. Average pay in Company A is 10 percent higher than in Company B. Which of the following would suggest that Company A should reconsider its pay level policy? a. Average revenue per employee is 15 percent higher in Company A. b. Company A attracts sufficient numbers of good applicants. c. Voluntary turnover rates at Company A have been reduced to zero. d. Product quality is higher in Company A than in Company B. 第 9 页 共 26 页

雒剥经降置昌大号 人力资源管理 Ans:c Difficulty:H Page 391 L03 11-36.Which of the following theories describes the conditions under which the benefits of higher pay outweigh the higher costs? a.Equity theory b.Expectancy theory c.Agency theory d.Efficiency wage theory Ans:d Difficulty:M Page 391 L03 11-37.According to efficiency wage theory,being a higher-pay employer is more beneficial when organizations a.can easily monitor employee performance. b.are centralized. c.require highly skilled employees. d.have specialized work structures. Ans:c Difficulty:M Page 391 L03 11-38.When using pay surveys to set the pay level,all of the following are important to do except: a.include all jobs in an organization in the survey. b.include both labor-market and product-market competitors. c.decide how many surveys to use. d.decide how to weight and combine pay data. Ans:a 第10页共26页

人力资源管理 Ans: c Difficulty: H Page 391 LO3 11-36. Which of the following theories describes the conditions under which the benefits of higher pay outweigh the higher costs? a. Equity theory b. Expectancy theory c. Agency theory d. Efficiency wage theory Ans: d Difficulty: M Page 391 LO3 11-37. According to efficiency wage theory, being a higher-pay employer is more beneficial when organizations a. can easily monitor employee performance. b. are centralized. c. require highly skilled employees. d. have specialized work structures. Ans: c Difficulty: M Page 391 LO3 11-38. When using pay surveys to set the pay level, all of the following are important to do except: a. include all jobs in an organization in the survey. b. include both labor-market and product-market competitors. c. decide how many surveys to use. d. decide how to weight and combine pay data. Ans: a 第 10 页 共 26 页