Term
| results from employment in the organization; includes all rewards, intrinsic and extrinsic |
|
Definition
|
|
Term
| rewards internal to the individual; normally derived from involvement in activities or tasks |
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Definition
|
|
Term
| job satisfaction, feelings of accomplishment are examples of what kinds of rewards? |
|
Definition
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|
Term
| directly controlled and distributed by organization; more tangible than intrinsic rewards |
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Definition
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|
Term
| pay and health insurance benefits are examples of what kinds of rewards? |
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Definition
|
|
Term
| t/f: intrinsic and extrinsic rewards ARE related |
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Definition
|
|
Term
| ________ may provide intrinsic rewards |
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Definition
|
|
Term
| _______ is usually the first meaningful rewards and sometimes the only rewards most people think about |
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Definition
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|
Term
| _________should be viewed larger than anything employees value |
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Definition
|
|
Term
| office location, allocation of certain pieces of equiptment, assignment of preferred work task, and infromal recognition are all kinds of _________. |
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Definition
|
|
Term
| when do reward distribution benefit the organization? |
|
Definition
| ONLY if the employee's desires are known |
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Term
| based on the premise that rewards should depend on performance |
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Definition
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|
Term
| is desirable at both organizational/corporate level and individual level |
|
Definition
| performance- reward relationship |
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|
Term
| employees will be ____________ when they believe performance leads to desired rewards |
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Definition
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|
Term
| many formal rewards are not related to _____________. |
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Definition
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|
Term
| rewards that are almost always determined by organizational membership and seniority include what? |
|
Definition
paid vacations
paid holidays
insurance plans |
|
|
Term
| ____________, can and should be related to performance |
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Definition
|
|
Term
| t/f opportunities for promotion happen often |
|
Definition
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|
Term
| how can promotions be filled? |
|
Definition
on basis of seniority
by someone outside the organization |
|
|
Term
| primary organizational variable used to rewards employees and reinforce performance |
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Definition
|
|
Term
| most US companies do a poor job of relating what? |
|
Definition
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|
Term
| what has evidence show is working at the highest levels in many companies? |
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Definition
|
|
Term
| surveys show that DO or DO NOT have confidence about relationship exists between the two variables |
|
Definition
|
|
Term
| why is paying for performance not more widespread? |
|
Definition
1. not easy ( easier to give generic reward)
2. requires performance to be accurately measured
3.requires discipline to relate pay to performance
4. union contracts may make promotions be based on senority |
|
|
Term
| no successful formula for implementing a _________________ has been developed |
|
Definition
| pay for performance program |
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Term
| if employees are skeptical of management, difficult to make a pay-for-performance program work |
|
Definition
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|
Term
| Employee’s performance is not hampered by factors beyond his/her control. |
|
Definition
| absence of performance constraints |
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Term
| Trained to set/measure performance standards. |
|
Definition
| trained supervisors and managers |
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Term
| Performance should be based on criteria that are job specific and focus on results achieved. |
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Definition
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|
Term
| Merit portion of salary increase must be large enough to get employees’ attention. |
|
Definition
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|
Term
| In absence of contrary evidence, employees assume pay increase is cost-of- living or seniority is... |
|
Definition
| clear distinction: cost of living, seniority, and merit |
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|
Term
| Employees must have clear understanding of how merit pay fits into total pay picture. |
|
Definition
| well-communicated total pay policy |
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|
Term
| Easier to establish credible pay-for-performance plan if all employees do not receive pay adjustments on same date. |
|
Definition
| flexible rewards schedule |
|
|
Term
| What are the five major components of job satisfaction? |
|
Definition
1. attitude toward the work group
2. attitude toward management
3. attitude toward the company
4. general working conditions
5. monetary benefits |
|
|
Term
| employee's state of mind, life , health and age, and level of aspiration are also components of what? |
|
Definition
|
|
Term
| employee's feeling of being accepted by and belonging to a group of employees |
|
Definition
|
|
Term
| organizational morale is achieved through...? |
|
Definition
1. common goals
2. confidence in desirability of those goals
3. desire to progress toward the goals |
|
|
Term
| ________ is the by-product of a group. |
|
Definition
|
|
Term
| job satisfaction is more and __________ state of mind. |
|
Definition
|
|
Term
| t/f job satisfaction and morale are two concepts interrelated |
|
Definition
|
|
Term
| to explain belief that satisfied employee is necessarily good employee |
|
Definition
| "Path of Least Resistance" |
|
|
Term
| although _____________eventually results from satisfaction, _____________ goes much deeper and is less tenuous than happiness |
|
Definition
|
|
Term
| r/f rewards are a necessary intervening variable in the relationship |
|
Definition
|
|
Term
| performance leads to __________ that result in the level of satisfaction. |
|
Definition
|
|
Term
| Does research accept or reject the idea that satisfaction leads to performance? |
|
Definition
|
|
Term
| Research has indicated what 2 things about satisfaction performance? |
|
Definition
1. Rewards constituents a more DIRECT cause of satisfaction than performance does
2. Rewards based on current performance enhance future performance |
|
|
Term
| Correlation between satisfaction and performance is? |
|
Definition
|
|
Term
| Job Satisfaction has a positive impact on what 4 things? |
|
Definition
1. Turnover
2. Absenteeism and Tardiness
3. Accidents
4. Grievances and Strikes |
|
|
Term
| Satisfied employees are not necessarily _______________. |
|
Definition
|
|
Term
| What are the top 3 drivers of employee job satisfaction? |
|
Definition
1. Pay and benefits
2. Security at Work
3. Felxibility |
|
|
Term
| Job satisfaction and motivation are not_____________________! |
|
Definition
|
|
Term
| _______________ can also influence both job satisfaction and employee motivation |
|
Definition
|
|
Term
| all extrinsic rewards that employees receive in exchange for their work |
|
Definition
|
|
Term
| based wage or salary, incentives, any benefits |
|
Definition
|
|
Term
| refers to the actual dollars employees receive in exchange for work |
|
Definition
|
|
Term
| When dealing with compensation and min max levels of pay what 5 things must be taken into consideration? |
|
Definition
1. worth fo the job organization2
2. organizations ability to pay
3. gvt regulations
4. union influences
5. market pressures |
|
|
Term
| An important decision with pay and compensation is to make it_________ or ____________ |
|
Definition
|
|
Term
| Two justifications for pay secrecy |
|
Definition
1. avoid discontent resulting from employees knowing what everybody else is paid
2. many employees feel strongly that their pay is nobody else's business |
|
|
Term
1. employees over or under estimate pay of peers and supervisors
2. create feelings of dissatisfaction
3. suspicious employees |
|
Definition
|
|
Term
| ruled that forbidding employees to discuss their pay constitutes a violation of the NLRA |
|
Definition
| NLRB National Labor Relations Board |
|
|
Term
| women's groups have challenged ___________________ to bridge the income gap between men and women |
|
Definition
|
|
Term
| another name for Fair Labor Standards Act (FLSA) |
|
Definition
|
|
Term
| Requirements for the Wage and Hour Act |
|
Definition
| employees in interstate commerce must be paid min wage and also must be paid time and a half for over 40hr weeks |
|
|
Term
| FLSA permits states, localities and collective bargaining agreements to set a _________ standard that the fed min wage |
|
Definition
|
|
Term
| what age range is restricted by the FLSA |
|
Definition
|
|
Term
| Executive Administrative, Professional Employees |
|
Definition
| Exempt and not covered by the FLSA |
|
|
Term
| What is the minimum wage as of July 24th, 2009? |
|
Definition
|
|
Term
| requires that contractiors and subcontractors on federal construction contracts in excess of $2,000 pay prevailing wage rates for locality of project |
|
Definition
|
|
Term
| who determines the prevailing wage rate?? |
|
Definition
|
|
Term
| T/F union rate and prevailing wage are are usually around the same amount |
|
Definition
|
|
Term
| requires organizations manufacturing or furnishing materials, supplies, articles, or equipment in excess of $10,000 to the federal government pay at least min wage for the industry as determined by the secretary of labor |
|
Definition
| Walsh-Healey Public contracts Act |
|
|
Term
| what act stipulated overtime as being ours worked over 40 in a week |
|
Definition
| Defense Authorization Act (1986) |
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|
Term
| legal procedure by which an employer in empowered to withhold wages for payment of an employee's debt to a creditor |
|
Definition
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|
Term
| limits amount of an employee's disposible earnings that can be garnished in any one week. also protects employee from discharge because of garnishment |
|
Definition
| Federal Wage Garnishment Law |
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|
Term
| illegal to pay diff wages to men and women for jobs that require equal skill, effort, and responsibility and are performed under similar conditions |
|
Definition
|
|
Term
| how is the wage structure largely determine in a unionized organization? |
|
Definition
| by the collective bargaining process |
|
|
Term
| union contracts can also affect _____________ organizations |
|
Definition
|
|
Term
| it is ________ to determine worth of a job |
|
Definition
|
|
Term
| while true worth of jobs to employer may be similar, some jobs (especially those held by women) paid lower rate than other jobs (often held by men). |
|
Definition
| theory of comparable worth |
|
|
Term
| comparable worth has received attention in what two areas? |
|
Definition
1. collective bargaining table
2. political arena |
|
|
Term
| _________________ can have a very negative impact on an organization |
|
Definition
|
|
Term
| employee has strong need to maintain balance between what she perceives as her inputs to the job and what she receives form the job in the form of rewards (outcomes) |
|
Definition
| Equity Theory of Motivation |
|
|
Term
| you believe you are fairly paid |
|
Definition
|
|
Term
| considers what an employee is paid for doing a job compared to what other employees in the same organization are paid to do their jobs |
|
Definition
|
|
Term
| considers what employees in other organizations are paid for performing similar jobs |
|
Definition
|
|
Term
| considers issue of rewarding individual contributions; very closely related to the pay for performance issue |
|
Definition
|
|
Term
| considers how profits are divided up within the organization |
|
Definition
|
|
Term
| employee interpretations of pay equity are based on their _________________. |
|
Definition
|
|
Term
| Based on idea that employees will be satisfied with pay when their perception of what their pay is and of what they think it should be agree. In other words, employees feel good about internal and external equity of their pay. |
|
Definition
|
|
Term
| _______________ is a primary factor influencing employees perception of equity |
|
Definition
|
|
Term
| includes all the experience, skills, and abilities and employee brings to the job in addition to the effort the employee puts into it |
|
Definition
|
|
Term
| perceptions of what pay should be depends on these factors |
|
Definition
1. job inputs
2. perceived inputs and outcomes
3. non-monetary outcomes |
|
|
Term
| to assist in design of system and to administer the system |
|
Definition
|
|
Term
| organizations need to do better in explaining and communicating ________________ to employees. |
|
Definition
|
|
Term
| hourly, weekly, or monthly pay that employees receive for work |
|
Definition
|
|
Term
| ____________ is th elargets portion of employees compensation and often reflects the atmosphere of the entire organization |
|
Definition
|
|
Term
| what is the primary objective of base wage and salary system |
|
Definition
| establish a structure for equitable compensation of employees, depending on their jobs and level of performance in their jobs |
|
|
Term
| most systems establish what foe hobs based on relative worth of job to organization? |
|
Definition
|
|
Term
| primary method for determining the relative worth of jobs to the organization |
|
Definition
|
|
Term
| one of the most commonly used methods for pricing jobs |
|
Definition
|
|
Term
| establishing pay ranges involve 2 basic phrases that are? |
|
Definition
1. determine relative worth of diff jobs in the org
2. pricing diff jobs |
|
|
Term
| systematic determination of value of each job in relation to other jobs in the organization |
|
Definition
|
|
Term
| _______________ is used for designing pay structure not for appraising performance of employees |
|
Definition
|
|
Term
| general idea of job evaluation |
|
Definition
1. requirements
2. contribution
3. classify importance |
|
|
Term
| what is the main purpose of job evaluation? |
|
Definition
| establish relative worth of jobs |
|
|
Term
| 3 steps of a conventional job evaluation? |
|
Definition
1. Gather information
2. Identify Factors
3. Develop and implement plan |
|
|
Term
| 3 frequently used identity factors |
|
Definition
knowledge
responsibility
working conditions |
|
|
Term
| Conventional job evaluation plans are variations or combination of what 4 basis methods? |
|
Definition
1. job ranking
2. job classification
3. point comparison
4. factor comparison |
|
|
Term
| ranks jobs in order of their difficulty from simplest to most complex |
|
Definition
|
|
Term
| another term for the job classification method |
|
Definition
|
|
Term
| determins relative worth of a job by comparing it to a predetermined scale of classes ( or grades) of jobs |
|
Definition
| job classification method/ job grading |
|
|
Term
| classes of jobs are defined on basis of differences in... |
|
Definition
| duties and responsibilities, skills and workign conditions and other job-related factors |
|
|
Term
| the job classification method is simple bit not always _________ since it evaluates the job as a whole |
|
Definition
|
|
Term
| used to evaluate jobs on a factor by factor basis. historically most used job evaluation plan in the US |
|
Definition
|
|
Term
| advantages to the point method(quantitative point scale) |
|
Definition
|
|
Term
| t/f one point scale can be used to evaluate all types of jobs |
|
Definition
|
|
Term
| ____ jobs represent jobs common throughout the industry or in a general locale |
|
Definition
|
|
Term
| content of key jobs should be __________________. |
|
Definition
|
|
Term
| ___% is a good guideline of key jobs to represent entire pay structure and major kinds of work being evaluated |
|
Definition
|
|
Term
| selection of key jobs should adequately represent |
|
Definition
1. span of responsibilities
2. duties
3. work requirements |
|
|
Term
| key jobs need a fully detailed ______________. |
|
Definition
|
|
Term
| compensation factors=_________________ |
|
Definition
|
|
Term
| the degree to which a specific job possesses these compensable factors determines its_________________ |
|
Definition
|
|
Term
| compensable factors selected for unionized jobs must be acceptable to both the union and ____________. |
|
Definition
|
|
Term
| t/f adoption of a set of "universal factors" is not recommended |
|
Definition
|
|
Term
| detailed breakdown of one single compensable factor of a job |
|
Definition
|
|
Term
| written statements to further breakdown job subfactors |
|
Definition
| degree/profile statements |
|
|
Term
| breakign compensable factors into subfactors and degrees allow more __________ definition of the job and facilitates evaluation |
|
Definition
|
|
Term
| ___________ are assigned to each factor, subfactor, and degree to reflect their relative importance |
|
Definition
|
|
Term
| weights are assigned on basis of ________ number of points for any job |
|
Definition
|
|
Term
| _________ are assigned to compensable factors, subfactors, and degrees based on their relative |
|
Definition
|
|
Term
| point values are derived for key jobs useing these three steps |
|
Definition
1. examine job description
2.determine degree statement for each subfactors
3. add up total number of points |
|
|
Term
| rank ordering of point total should be the equivalent of rank ordering according to _________ |
|
Definition
|
|
Term
| amount of time required to develop point scale |
|
Definition
|
|
Term
| uses monetary scale for evaluation jobs on a factor by factor basis |
|
Definition
|
|
Term
| what are the factor to factor basis for the factor comparison method |
|
Definition
1. key jobs selected
2.pay rates are reasonable and fair
3. compensable factor then identified |
|
|
Term
| ________________________ does not break down compensable factors into subfactors and degrees |
|
Definition
|
|
Term
| each compensable factor is ranked according to its ____________ in each key job |
|
Definition
|
|
Term
| to ________ rankings should be done once or twice at later dates without referring to previous rankings |
|
Definition
|
|
Term
| allocate wage or salary for each job according to ranking of ________ |
|
Definition
|
|
Term
| what is a selection criteria of a key job? |
|
Definition
| evaluators must view pay as reasonable and fair |
|
|
Term
| money allocation and factor rankings must be ____________ |
|
Definition
|
|
Term
| ________________ is prepared for each compensable factor |
|
Definition
|
|
Term
| ________ of a job is determined by adding dollar amounts assigned to each compensable factor |
|
Definition
|
|
Term
| commonly referred to as quantitative plans |
|
Definition
| point and factor comparison |
|
|
Term
| number of dollar value contains predetermined ____________ factors |
|
Definition
|
|
Term
| called qualitative and non quantitative techniques compare whole jobs |
|
Definition
| job classification and ranking methodas |
|
|
Term
| point and hob classification systems evaluate jobs against predetermined _______ or __________. |
|
Definition
|
|
Term
| factor comparison and job ranking methods evaluate jobs only in comparison to other _________ in the organization |
|
Definition
|
|
Term
| T/F job evaluation cannot be used to set wage rate |
|
Definition
|
|
Term
| survey of selected organizations with a geographical area or industry to provide comparison of reliable information on what 3 things |
|
Definition
policies
practices
methods of payment |
|
|
Term
| advantages of wage and salary surveys provide __________ of market and ensure _______ equity |
|
Definition
|
|
Term
| minimum of 30% of jobs in an organization should be surveyed to make fair evaluation of organization's pay system |
|
Definition
|
|
Term
| what are the two basic ways that wage or salary survey information is obtained? |
|
Definition
1. conduct your own survey
2. purchase wage survey from another organization |
|
|
Term
| "Key (Benchmark) jobs" are normally ones____________ |
|
Definition
|
|
Term
| 3 traditional methods of surveying wage data |
|
Definition
1. personal interviews
2. telephone interviews
3. mailed questionnaires |
|
|
Term
| factors to consider when defining scope of survey |
|
Definition
| size of georgraphic area and cost of living index for area |
|
|
Term
| _____________ interview is the most reliable and more expensive method |
|
Definition
|
|
Term
| ________ questionares are used most frequently |
|
Definition
|
|
Term
quick, but yeilds incomplete information
...may be used to clarify responses to mailed questionnaires |
|
Definition
|
|
Term
| inexpensive and quick...not all companies are reachable on this |
|
Definition
|
|
Term
| __________ firms sell expensive compensation surveys |
|
Definition
|
|
Term
| sources for relatively inexpensive wage/salary surveys |
|
Definition
| Bureau of Labor Statistics, US Dept of Labor, St and loc govt |
|
|
Term
| internet surveys fall into what 2 broad categories |
|
Definition
1. surveys conducted by the fed govt
2. surveys conducted by private research organizations |
|
|
Term
| ___________ enters on these points: too many surveys, quality, difficult to interpret and use, negative impact on merit pay plans and fuel inflation |
|
Definition
|
|
Term
| if no conducted correctly salary surveys can yield very ___________ info |
|
Definition
|
|
Term
| assessing participating companies for comparibility and comparing more than base wage or salary are ways of avoiding what? |
|
Definition
|
|
Term
| include incentives and benefits |
|
Definition
| total compensation package |
|
|
Term
| there will always be __________ in job descriptions |
|
Definition
|
|
Term
| to avoid problems with wage it is smart to relate the survey data with ________________________. |
|
Definition
|
|
Term
| holds that every job should be compensated based on its value to employes and scoiety |
|
Definition
|
|
Term
| under what theory do wages have no value |
|
Definition
|
|
Term
| value of a particular job to an employer is only one of many factors that should influence rate of compensation for that job |
|
Definition
|
|
Term
| factors that disreguard the comparable worth theory |
|
Definition
| avalibility of qualified employees and wage rates paid by other employers |
|
|
Term
| graphical depiction of relationship between relative worth of jobs and their wage rate |
|
Definition
|
|
Term
| _______ and ______ curves are used to indicate pay classes and ranges for jobs |
|
Definition
|
|
Term
| jobs in ascending order of difficulty along the X-axis and wage rate along the Y axis |
|
Definition
|
|
Term
| one wage curve is based on _______ wages and another is based on _____________. |
|
Definition
|
|
Term
|
Definition
|
|
Term
|
Definition
|
|
Term
| classes or grads of job grouped on the basis of their worth to an organization |
|
Definition
|
|
Term
| classes normally defined within a certain point spread |
|
Definition
|
|
Term
| money spread can be used for defining grades |
|
Definition
|
|
Term
| permississible pay range, with minimum and maximum assigned to a given pay grade |
|
Definition
|
|
Term
| 2 approaches for establishing pay grades and ranges |
|
Definition
1. large number of grades with identical rates of pay
2. small number of grades with relatively wide dollar range |
|
|
Term
| ranges within grades are set so ___________ can be made among employees within grades |
|
Definition
|
|
Term
| and employee can increase pay only by moving to a ______ grade |
|
Definition
|
|
Term
| placement of employee within pay grade should be based on ____________ or _____________ |
|
Definition
|
|
Term
| t/f it is unusual for pay grades to overlap |
|
Definition
|
|
Term
| _________ should ensure internal quality |
|
Definition
|
|
Term
| _________ should ensure external equity |
|
Definition
|
|
Term
| ______________________ is used to position individual employee within established range |
|
Definition
|
|
Term
| some believe ____ is outmoded in certain work places |
|
Definition
|
|
Term
broadbanding
skill-based pay and competency based pay
market pricing of jobs |
|
Definition
| newer models gaining popularity |
|
|
Term
| collapsing job clusters or tiers of positions into a few wide bands to manage career growth and deliver pay |
|
Definition
|
|
Term
| ex. band 1 covers technicians earning $33,000 to $74,000, band 2 covers those earning $60, 000 to $140,000 |
|
Definition
|
|
Term
-Managers have more autonomy in setting pay rates
-Easier to move employees around due to elimination of unnecessary distinctions among jobs
-Encourages lateral moves or downgrading in flat organizations.
-Helps improve team communication by eliminating frequent barriers to communication and development, such as Level, Title, and Status.
-Works especially well in organizations that are fast moving and undergoing change |
|
Definition
| advantages of broadbanding |
|
|
Term
| compensates employees for skills the bring to the job |
|
Definition
| skill based pay/knowledge based pay |
|
|
Term
| this system pays based on range of knowledge, # of business related skills mastered, level of those skills or knowledge, and some combination of level and range |
|
Definition
| skill/knowledge based pay |
|
|
Term
| typically in skill based pay companies hire employees at ______ market rates |
|
Definition
|
|
Term
| most skilled based systems focus on _______________ employees working in _______________ enviornments |
|
Definition
| non exempt...manufacturing |
|
|
Term
| extend skills based pay approach to professionals and managers |
|
Definition
|
|
Term
| focus on external equity and operates wihtout traditional pay grades and ranges |
|
Definition
|
|
Term
| builds employess commitment by creating an atmosphere in which employees feel their pay is logical and consistent with what the market would pay for their skills |
|
Definition
|
|
Term
| in market based pay to achieve goals of perceived fairness what must happen? |
|
Definition
| surveys should be carefully selected and use more than 3 or more surveys |
|
|
Term
| surveys should be focused on pricing of _________ instead of jobs |
|
Definition
|
|
