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MBA - HRM Human Resource Management 2017 - Strategic Compensation, 9e (Martocchio) - Quiz 15

HRM Human Resource Management

MBA - Human Resource Management 2017

Strategic Compensation, 9e (Martocchio)

 

Chapter 15   Challenges Facing Compensation Professionals 

1) Although Congress has yet to raise the federal minimum wage (as of June 2015),

  1. A) some states have chosen to raise their minimum wage rates.
  2. B) all of the states have set aside discussions of possibly raising their minimum wage rates.
  3. C) businesses are pressuring the federal government to act on increasing the minimum wage rate.
  4. D) some states have engaged in discussions about repealing their minimum wage laws.

Answer:  A

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  15.1: Explain the issues associated with a possible increase to the federal minimum wage rate and strengthening overtime pay protections.

 

2) Many people are concerned that raising the minimum wage rate will do which of the following?

  1. A) increase employee turnover
  2. B) lead to higher unemployment
  3. C) negatively influence service quality
  4. D) result in greater onshoring activities

Answer:  B

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.1: Explain the issues associated with a possible increase to the federal minimum wage rate and strengthening overtime pay protections.

 

3) One study about the minimum wage in particular cities concluded which of the following?

  1. A) Those cities suffered job losses in both the retail and food service industries.
  2. B) Those cities suffered job losses in the retail industry, but not in the food service industry.
  3. C) Those cities didn't suffer job losses among low-wage restaurant workers.
  4. D) Those cities didn't suffer job losses at any job level.

Answer:  C

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.1: Explain the issues associated with a possible increase to the federal minimum wage rate and strengthening overtime pay protections.

 

4) Which is believed to be one of the reasons for President Obama's call to increase the overtime pay threshold?

  1. A) Companies believe that increasing the overtime pay threshold will promote competitive advantage.
  2. B) Labor unions have threatened to strike.
  3. C) New York and California have already set thresholds that are higher than the federal level (as of July 2015).
  4. D) Raising the threshold will directly lead to a lower unionization rate in the private sector.

Answer:  C

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.1: Explain the issues associated with a possible increase to the federal minimum wage rate and strengthening overtime pay protections.

 

5) Which of the following is a possible advantage of raising the overtime pay threshold?

  1. A) lower income tax rate
  2. B) higher employee motivation to move into upper-level management positions
  3. C) pay increases for all employees
  4. D) higher discretionary income for the additional workers who meet the new exemption criteria

Answer:  D

Difficulty:  Difficult

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  15.1: Explain the issues associated with a possible increase to the federal minimum wage rate and strengthening overtime pay protections.

 

6) Discuss two possible unintended consequences of raising the salary threshold to qualify for overtime pay.

Answer:  It is possible that making more employees eligible for overtime pay may have an unintended consequence. Raising the threshold does not necessarily equate with an increase in total earnings. Moving millions to qualify for overtime pay may place these workers at a disadvantage. For example, it is possible that employers would require managers to schedule workers more cautiously, to avoid higher payroll costs.

 

Another unintended consequence pertains to workplace culture. Higher overtime pay thresholds may undermine a culture of trust. Employers may require that managers and supervisors increase monitoring of nonexempt employees through greater observation and review. The idea is that management would ensure that employees are performing at optimal levels, and providing sufficient value added in the face of higher compensation costs. Ultimately, management is accountable to the company's shareholders.

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.1: Explain the issues associated with a possible increase to the federal minimum wage rate and strengthening overtime pay protections.

7) Which of the following Asian countries has the highest average pay rate?

  1. A) Vietnam
  2. B) China
  3. C) Indonesia
  4. D) Bangladesh

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.2: Discuss the issue of rising wages in China.

 

8) Which of the following is NOT one of the direct or indirect reasons of rising wages in China?

  1. A) Chinese policy makers' support of increased wages
  2. B) one-child policy
  3. C) labor shortages
  4. D) increasing cost of exports

Answer:  D

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.2: Discuss the issue of rising wages in China.

 

9) The Chinese central government is creating pressure throughout the wage structure because

  1. A) it is trying to increase Chinese citizens' ability to purchase imported products.
  2. B) it has raised minimum wage rates multiple times.
  3. C) it has frozen minimum wage rates.
  4. D) it has relaxed the one-child policy.

Answer:  B

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.2: Discuss the issue of rising wages in China.

 

10) Which one of the following factors has contributed to China's labor shortage?

  1. A) approximately 30 years of the one-child policy
  2. B) mass emigration of Chinese citizens to various other countries
  3. C) increases to minimum wage rates
  4. D) imposed limit on the number of individuals who can work per family

Answer:  A

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.2: Discuss the issue of rising wages in China.

 

11) What are some of the issues associated with rising wages in China?

Answer:  In recent years, the Chinese central government has been substantially raising minimum wage rates, creating pressure throughout the wage structure. Minimum wage rates increased an average of 24 percent across the country's 31 provinces, and the government is planning an annual increase in minimum wages through 2015. Average monthly income for migrant workers increased 13 percent (approximately $257).

 

Chinese policy makers are supportive of increased wages for the following reason. In recent history, the growth in the Chinese economy was based in large part on its trade surplus. A trade surplus occurs when the value of goods and services being shipped for sale outside the country, in this case, China, exceeds the value of goods and services shipped from other countries to China. Encouraging higher wages promotes domestic consumption, that is, the purchase and use of goods and services within its national borders. Increased domestic consumption will decrease the country's reliance on exports to sustain growth. Reduced reliance on exports is particularly necessary as labor costs within China increase rapidly. As China's labor costs rise, so would the cost of its exports, making the country less competitive in the global economy.

 

Labor shortages have also contributed to wage increases in China. These shortages are due, in part, to the rapidly aging Chinese population after 30 years of its one-child policy. The Chinese government implemented the policy to curb population growth in large cities.

 

 

Economic growth is creating the need for new jobs; however, the one-child policy has slowed population growth, vastly reducing the number of young workforce entrants. As a result, this policy has inadvertently contributed to an aging population. The largest segment of the Chinese population is currently in the 35-44 age range.

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.2: Discuss the issue of rising wages in China.

 

12) During which period did the so-called Great Recession occur?

  1. A) February 2005 to July 2008
  2. B) December 2008 to January 2010
  3. C) April 2007 to December 2009
  4. D) December 2007 to June 2009

Answer:  D

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

13) Robert prefers to work full-time as a business analyst, but he is forced to work part-time for economic reasons because he is unable to find a full-time job. Which of the following best describes this situation?

  1. A) underemployment
  2. B) malemployment
  3. C) underutilization
  4. D) discrimination

Answer:  A

Difficulty:  Moderate

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

14) Jane holds a doctoral degree in sociology and works as a taxi driver. Which of the following best describes this situation?

  1. A) malemployment
  2. B) overstaffing
  3. C) discrimination
  4. D) unemployment

Answer:  A

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

15) Which one of the following is NOT considered a long-term implication of underemployment?

  1. A) a slowdown in the economic recovery from recession
  2. B) higher spending by companies
  3. C) reduced consumption of goods and services
  4. D) reduced business production

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

 

16) The gap between productivity and real hourly compensation was the highest during which of the following periods?

  1. A) 1947-1973
  2. B) 1979-1990
  3. C) 1990-2000
  4. D) 2000-2011

Answer:  D

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

17) ________ refers to a general slowdown in economic activity.

Answer:  Economic recession

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

18) ________ is a situation in which a worker is forced to work part-time due to economic situations although she/he is willing to work full-time.

Answer:  Underemployment

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

19) ________ is a situation in which a worker possesses more qualifications, skill, and education than is required by his/her existing job.

Answer:  Malemployment

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

20) Companies promote profits, in part, by holding down employees' ________.

Answer:  pay (or compensation)

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

 

21) Since the 1970s, ________ has lagged behind labor productivity growth.

Answer:  real hourly compensation

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.3: Describe the issue of underemployment and the compensation—productivity gap.

 

22) Which benefit might part-time workers be less likely to need?

  1. A) life insurance
  2. B) day care
  3. C) health insurance
  4. D) paid vacation

Answer:  B

Difficulty:  Moderate

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  15.4: Explain the influence of changing workforce demographics on employee benefits practice.

23) Which one of the following racial groups is expected to have the slowest labor force participation growth rate through the year 2022?

  1. A) mixed races
  2. B) Asian
  3. C) African American
  4. D) Caucasian

Answer:  D

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.4: Explain the influence of changing workforce demographics on employee benefits practice.

 

24) Offering relevant employee benefits can lead to which of the following outcomes?

  1. A) higher return on investment
  2. B) overutilization of employee benefits
  3. C) lower workforce diversity
  4. D) lower hourly wage rates

Answer:  A

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.4: Explain the influence of changing workforce demographics on employee benefits practice.

 

 

25) Differences in employee preferences and needs based on life stage and life circumstances call for which of the following?

  1. A) comprehensive health insurance plans
  2. B) generous paid vacation allowances
  3. C) flexible benefits
  4. D) child care benefits

Answer:  C

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  15.4: Explain the influence of changing workforce demographics on employee benefits practice.

 

 

 

 

 

 

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Human Resource Management
Human Resource Management, 15th Edition, 2017, Gary Dessler,
Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio
Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler
Human Resource Management, 14th Edition, 2016, R. Wayne Dean Mondy, Retired, Joseph J. Martocchio
Mastering Project Human Resource Management: Effectively Organize and Communicate with All Project Stakeholders, 2015, Harjit Singh
Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy

-----

PART 1: Setting the Stage for Strategic Compensation
1. Strategic Compensation: A Component of Human Resource Systems
2. Contextual Influences on Compensation Practice
PART 2: Bases for Pay
3. Seniority Pay and Merit Pay
4. Incentive Pay
5. Person-Focused Pay
PART 3: Designing Compensation Systems
6. Building Internally Consistent Compensation Systems
7. Market-Competitive Compensation Systems
8. Building Pay Structures that Recognize Employee Contributions
PART 4: Employee Benefits
9. Discretionary Benefits
10. Legally-Required Benefits
PART 5: Contemporary Strategic Compensation Challenges
11. Compensating Executives
12. Compensating the Flexible Workforce
PART 6: Compensation Around the World
13. Compensating Expatriates
14. Pay and Benefits outside the United States
Epilogue
15. Challenges Facing Compensation Professionals
------
Managing Human Resources Today
Managing Equal Opportunity and Diversity
Human Resource Strategy and Analysis
STAFFING: WORKFORCE PLANNING AND ENFORCEMENT
Job Analysis and Talent Management
Personnel Planning and Recruiting
Selecting Employees
TRAINING AND HUMAN RESOURCE DEVELOPMENT
Training and Developing Employees
Performance Management and Appraisal
Managing Careers
COMPENSATION AND TOTAL REWARDS
Developing Compensation Plans
Pay for Performance and Employee Benefits
EMPLOYEE AND LABOR RELATIONS
Maintaining Positive Employee Relations
Labor Relations and Collective Bargaining
Improving Occupational Safety, Health, and Risk Management
SPECIAL ISSUES IN HUMAN RESOURCE MANAGEMENT
Managing HR Globally
Managing Human Resources in Small and Entrepreneurial Firms
PHR and SPHR Knowledge Base
Comprehensive Cases
------
Human Resource Management: An Overview
Business Ethics and Corporate Social Responsibility
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity
Staffing
Strategic Planning, Human Resource Planning, and Job Analysis
Recruitment
Selection
Performance Management and Training
Performance Management and Appraisal
Training and Development
Compensation
Direct Financial Compensation (Core Compensation)
Indirect Financial Compensation (Employee Benefits)
Labor Relations, Employee Relations, Safety, and Health
Labor Unions and Collective Bargaining
Internal Employee Relations
Employee Safety, Health, and Wellness
Operating in a Global Environment
Global Human Resource Management
------
Lectures, Test Bank, Case Study, Video Guides
Equal Opportunity,
Recruitment, Placement, Talent Management,
Job Analysis, Talent Management Process,
Personnel Planning, Recruiting,
Employee Testing, Selection,
Training, Development,
Developing Employees,
Performance Management, Appraisal,
Managing Careers, Retention,
Compensation,
Establishing Strategic Pay Plans,
Pay for Performance, Financial Incentives,
Benefits, Services,
Labor Relations,
Safety,
Health,
Human Resource Management Lectures

 

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HRM Human Resource Management - New Collection 2017

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Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio - LINK 

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Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Martocchio   - link free download

Human Resource Management, 15th Edition, 2017, Gary Dessler   - Link free Download

 

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