Test Bank for Strategic Compensation: A Human Resource Management Approach, 11th Edition by Martocchio | Complete Chapters
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Course
MGMT331
Institution
MGMT331
Test Bank for Strategic Compensation: A Human Resource Management Approach 11e 11th Edition by Joseph J. Martocchio. Full Chapters are included with answers.It,s complete test guide which includes Multiple Choice questions and Short Questions / Essay questions in it for all chapters, moreover all a...
Chapter 01: Chapter 01: Strategic Compensation: A Component of
Human Resource Systems
Chapter 02: Contextual Influences on Compensation Practice
Chapter 03: Traditional Bases for Pay: Seniority and Merit
Chapter 04: Incentive Pay
Chapter 05: Person-Focused Pay
Chapter 06: Building Internally Consistent Compensation Systems
Chapter 07: Building Market-Competitive Compensation Systems
Chapter 08: Building Pay Structures that Recognize Employee Contributions
Chapter 09: Discretionary Benefits
Chapter 10: Legally Required Benefits
Chapter 11: Compensating Executives
Chapter 12: Contingent Workers, Remote Work and Flexible
Work Schedule Arrangements
Chapter 13: Compensating Expatriates
Chapter 14: Pay and Benefits outside the United States
,Strategic Compensation: A Human Resource Management Approach, 11e (Martocchio)
Chapter 1 Strategic Compensation: A Component of Human Resource Systems
1) ________ refers to the design and implementation of compensation systems to reinforce the
objectives of both HR strategies and competitive business strategies.
A) Extrinsic compensation
B) Strategic compensation
C) Strategic analysis
D) Intrinsic compensation
Answer: B
Difficulty: Moderate
Skill: Concept
AACSB: Analytical Thinking
LO: 1.1: Define strategic compensation.
2) Protection programs are what type of compensation benefits?
A) External
B) Non-monetary rewards
C) Internal
D) Monetary
Answer: B
Difficulty: Moderate
Skill: Concept
AACSB: Analytical Thinking
LO: 1.1: Define strategic compensation.
3) Which of the following is NOT an example of a core compensation?
A) Medical insurance
B) End-of-year bonuses
C) Merit pay
D) Monetary compensation
Answer: A
Difficulty: Moderate
Skill: Concept
AACSB: Reflective Thinking
LO: 1.1: Define strategic compensation.
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,4) Since the COVID-19 epidemic restrictions eased and allowed employees to return to work,
many companies have been offering higher pay increases. Approximately, how much have pay
increases been?
A) Less than 2%
B) 2% up to 2.9%
C) 3% up to 3.8%
D) 4% or more
Answer: D
Difficulty: Challenging
Skill: Concept
AACSB: Application of Knowledge
LO: 1.1: Define strategic compensation.
5) Employee benefits refer to ________.
A) salary and bonuses
B) monetary compensation
C) nonmonetary rewards
D) effective compensation practices
Answer: C
Difficulty: Easy
Skill: Concept
AACSB: Reflective Thinking
LO: 1.1: Define strategic compensation.
6) Which of the following is a specific tactical HR compensation decision?
A) Performance appraisal
B) Seniority pay
C) Recruitment
D) Training
Answer: B
Difficulty: Moderate
Skill: Concept
AACSB: Analytical Thinking
LO: 1.1: Define strategic compensation.
7) ________ compensation refers to the mental state of employees as a result of their
performance on the job.
A) Intrinsic
B) Extrinsic
C) Core
D) Monetary
Answer: A
Difficulty: Moderate
Skill: Concept
AACSB: Reflective Thinking
LO: 1.1: Define strategic compensation.
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, 8) Compensation represents both the intrinsic and extrinsic rewards employees receive for
performing their jobs. Briefly describe both types of rewards and indicate the professionals who
are responsible for managing them.
Answer: Intrinsic compensation reflects employees' psychological mind-sets that result from
performing their jobs. Extrinsic compensation includes both monetary and nonmonetary rewards.
Organizational development professionals promote intrinsic compensation through effective job
design. Compensation professionals are responsible for extrinsic compensation. Extrinsic
compensation includes both monetary and nonmonetary rewards. Compensation professionals
establish monetary compensation programs to reward employees according to their job
performance levels or for learning job-related knowledge or skills. Nonmonetary rewards include
protection programs (e.g., medical insurance), paid time off (e.g., vacations), and services (e.g.,
day care assistance). Most compensation professionals refer to nonmonetary rewards as
employee benefits.
Difficulty: Moderate
Skill: Concept
AACSB: Analytical Thinking
LO: 1.1: Define strategic compensation.
9) Which of following contributed greatly to the need for a strategic approach to compensation?
A) Advances in technology
B) Dramatic increases in CEO compensation
C) Higher productivity per worker
D) Greater inequality in wealth
Answer: A
Difficulty: Moderate
Skill: Concept
AACSB: Analytical Thinking
LO: 1.2: Summarize the role of compensation as a strategic business partner.
10) Which of the following shifts in workforce composition makes it necessary to have a
strategic approach to compensation issues?
A) Fewer employees are earning college degrees.
B) More women entered the labor force after the pandemic.
C) A leadership gap due to retiring baby boomers.
D) Most younger employees do not have the same work ethic.
Answer: C
Difficulty: Moderate
Skill: Concept
AACSB: Application of Knowledge
LO: 1.2: Summarize the role of compensation as a strategic business partner.
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