Human Resource Management class 1.The role of pay in the motivational models we
ID: 380689 • Letter: H
Question
Human Resource Management class
1.The role of pay in the motivational models we call Content Models can best be described as:
a.Not very significant as a motivator
b.The most significant motivating factor in all models.
c.Of primary importance in Maslows Hierarchy of Needs but not in Herzbergs Two-Factor theory.
d.Not important in Maslow, but a major motivator in Herzberg
e.Of major importance in only Eastwoods Model of Vicarious Advantage
2.In my discussion of Expectancy Theory I mentioned the importance of self-efficacy. This concept is most closely related to which of the following?
a.Expectancy
b.Instrumentality
c.Valance
d.Goal Congruence
e.Equity
3. Both Expectancy and Goal Setting Theories encourage a tight contingency between performance and pay for maximum motivational potential. The problem is that the very tight coupling they suggest:
a. Often produces a dysfunctional reward system because of design flaws.
b. May reward some highly visible outcomes at the expense of important but harder to measure ones.
c. May generate unwanted competition between individuals and groups.
d. May result in Agaming@ the system
e. All the above
4. Under Equity Theory, when an employee perceives that his or her input/outcome ratio is lower than some referent other=s, he or she:
a. May produce more work at lower quality if a piece rate system is in place
b. Will be less satisfied with his or her job
c. Will be more likely to leave the company
d. May work less hard to restore equity
e. Any of the above.
5. For pay for performance systems to work all but which of the following must be true?
a. There must be clear and complete definitions of performance.
b. Employees must be able to trust that performance will be accurately measured.
c. The PFP plan must have certain and meaningful funding.
d. The plan must be characterized by shared risk and team-based pay.
e. The plan must support organizationally appropriate behaviors and outcomes.
6. Standard Hour plans:
a. Pay workers an incentive based on units of production.
b. Relies on cost savings as a basis for setting the PFP rate.
c. Uses a production standard that is expressed in time units.
d. Uses screening committees of employees and supervisors to evaluate cost savings suggestions.
e. Are based on merit ratings and performance appraisals
7. In a merit pay plan:
a. The merit increase is based on countable or quantifiable results for setting the PFP rate.
b. The worker is paid based on the number of units of production.
c. The worker is motivated to reduce costs through profit sharing.
d. Performance is measured through performance appraisal.
e. Increases are based on standard hours rather than labor costs to determine incentive pay.
8. Criticism of traditional merit pay plans include all but which of the following?
a. Systems factors that impact performance are out of the individual=s control.
b. Neither employees nor managers accept the premise that pay should be based on performance.
c. Too much emphasis on individual performance discourages teamwork.
d. Performance measures are often not perceived as accurate.
e. The difference between merit pay for high performers and low performers is often too small to be meaningful.
9. A merit increase grid bases pay increases on:
a. An individual=s performance appraisal result and position in the pay range
b. Individual merit rating and team goal accomplishment
c. Meeting both organizational and individual objectives
d. Company profitability and individual performance
e. compa ratio and level of seniority
10. The Scanlon Plan:
a. Uses time to complete a job rather than labor costs to determine incentive pay.
b. Is a gainsharing plan based on labor cost savings.
c. Motivates the worker through rights to stock at fixed price which may be lower than the current stock market value.
d. Is an incentive pay system based on units produced.
e. Provides a bonus based on increased profits.
Explanation / Answer
PS - We can answer only 4 according to the guidelines, please post the rest 6 questions in another question
1 - The answer is A, Not a significant factor, In the motivational factor the Pay is a secondary factor, the factors like recognition rewards, promotions, Training etc are the motivational factors and these said non-monetary factors are significant, not the monetary ones.
2 - The answer is D, Goal Congruence, Self-efficacy means how one approaches the goal and Goal congruence means aligning individual goal to a company or organizational goals rowing in one direction. The said two terms are nearly similar.
3 - The Answer is C, May generate unwanted competition between individuals and groups, Here when the pay is paid according to performance this might generate an unwanted competition, which might hamper the unity of the team and might lead further in conflicts and affect the performance of the team as a whole.
4 - The answer is E, All of the above, Acc to the Equity theory, when the employee is under a negative impression of himself, he might do one of the said above things.
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