Human Resource Management Leslie Rue 11 Edition – Test Bank

Test Bank For Human Resource Management Leslie Rue 11e

ISBN-10:0078112796 , ISBN-13:978-0078112799

True / False Questions
1.(*11*)(*11*)

The accountability for coordinating and administering a company’s reward system often resides with the finance supervisor.(*11*)(*11*)

True False(*11*)(*11*)

2.(*11*)(*11*)

An event of an intrinsic reward is job satisfaction.(*11*)(*11*)

True False(*11*)(*11*)

3.(*11*)(*11*)

In a gift survey on job incentives, cash was ranked first.(*11*)(*11*)

True False(*11*)(*11*)

4.(*11*)(*11*)

Formal rewards geared up by organizations are virtually all the time decided by effectivity.(*11*)(*11*)

True False(*11*)(*11*)

5.(*11*)(*11*)

Job satisfaction is synonymous with organizational morale.(*11*)(*11*)

True False(*11*)(*11*)

6.(*11*)(*11*)

Job satisfaction has been confirmed to all the time end in a excessive diploma of job effectivity.(*11*)(*11*)

True False(*11*)(*11*)

7.(*11*)(*11*)

Compensation refers back to the whole intrinsic rewards workers pay money for in commerce for his or her work.(*11*)(*11*)

True False(*11*)(*11*)

8.(*11*)(*11*)

In 1992, the Nationwide Labor Relations Board (NLRB) dominated that forbidding workers to debate their pay constitutes a violation of Title VII of the Civil Rights Act.(*11*)(*11*)

True False(*11*)(*11*)

9.(*11*)(*11*)

The Davis-Bacon Act was handed in 1931.(*11*)(*11*)

True False(*11*)(*11*)

10.(*11*)(*11*)

The Truthful Labor Requirements Act regulates minimal wages and additional time pay.(*11*)(*11*)

True False(*11*)(*11*)

11.(*11*)(*11*)

The Equal Pay Act was designed to dispose of pay discrimination based solely on intercourse.(*11*)(*11*)

True False(*11*)(*11*)

12.(*11*)(*11*)

The Equal Pay Act first went into have an effect on in 1991.(*11*)(*11*)

True False(*11*)(*11*)

13.(*11*)(*11*)

Wage garnishment is prohibited in most states.(*11*)(*11*)

True False(*11*)(*11*)

14.(*11*)(*11*)

Comparable price thought is about pay practices which can ostensibly take care of the adjust to of undervaluing work primarily carried out by girls.(*11*)(*11*)

True False(*11*)(*11*)

15.(*11*)(*11*)

When a job decreases in attractiveness, an worker is additional vulnerable to be tardy, stop, or flip into dissatisfied with the job itself.(*11*)(*11*)

True False(*11*)(*11*)

16.(*11*)(*11*)

Organizational pay fairness addresses how earnings are divided up inside a company.(*11*)(*11*)

True False(*11*)(*11*)

17.(*11*)(*11*)

All through the context of pay fairness, express particular person fairness addresses the problem of rewarding express particular person contributions and is also very intently associated to the pay-for-effectivity downside.(*11*)(*11*)

True False(*11*)(*11*)

18.(*11*)(*11*)

The function of the human useful helpful useful resource supervisor inside the entire organizational reward system is to help in its design and to deal with the system.(*11*)(*11*)

True False(*11*)(*11*)

19.(*11*)(*11*)

Analysis has confirmed that for workers who keep in mind their pay exceeds what they assume it have to be, they often expertise emotions of guilt, inequity, and discomfort.(*11*)(*11*)

True False(*11*)(*11*)

20.(*11*)(*11*)

There’s little doubt that organizations ought to do a bigger job of explaining and speaking their compensation system to workers.(*11*)(*11*)

True False(*11*)(*11*)

Fairly a number of Alternative Questions
21.(*11*)(*11*)

Which of the next is an event of an intrinsic reward?(*11*)(*11*)

A.(*11*)(*11*)

Pay(*11*)(*11*)

B.(*11*)(*11*)

Fringe advantages(*11*)(*11*)

C.(*11*)(*11*)

Bodily work setting(*11*)(*11*)

D.(*11*)(*11*)

Job satisfaction(*11*)(*11*)

22.(*11*)(*11*)

The same old view of managers within the course of worker rewards was that:(*11*)(*11*)

A.(*11*)(*11*)

that they’d been fully ready to deciding merely what rewards the workers want and wish.(*11*)(*11*)

B.(*11*)(*11*)

workers alone may assess the best worth of the rewards.(*11*)(*11*)

C.(*11*)(*11*)

rewards don’t principally ought to be pricey to be valued by workers.(*11*)(*11*)

D.(*11*)(*11*)

they need to current a mix of rewards based completely on workers’ preferences and wishes.(*11*)(*11*)

23.(*11*)(*11*)

Juana was at the moment promoted to the place of a workforce supervisor in her group. On account of promotion, she feels a method of accomplishment. This exemplifies how:(*11*)(*11*)

A.(*11*)(*11*)

organizations all by way of the globe current a typical mixture of rewards to all workers.(*11*)(*11*)

B.(*11*)(*11*)

managers and workers think about solely the tangible advantages related to a reward.(*11*)(*11*)

C.(*11*)(*11*)

extrinsic rewards can present the recipient with intrinsic rewards.(*11*)(*11*)

D.(*11*)(*11*)

rewards ought to be pricey to be valued by workers.(*11*)(*11*)

24.(*11*)(*11*)

Rewards which is more likely to be managed and distributed straight by a company and are of a tangible nature are generally known as ____.(*11*)(*11*)

A.(*11*)(*11*)

extrinsic rewards(*11*)(*11*)

B.(*11*)(*11*)

implicit rewards(*11*)(*11*)

C.(*11*)(*11*)

closed rewards(*11*)(*11*)

D.(*11*)(*11*)

open rewards(*11*)(*11*)

25.(*11*)(*11*)

In designing a reward system, a company ought to:(*11*)(*11*)

A.(*11*)(*11*)

perceive what workers worth.(*11*)(*11*)

B.(*11*)(*11*)

acknowledge that rewards ought to be pricey to be valued.(*11*)(*11*)

C.(*11*)(*11*)

maximize direct pay and prohibit the advantages geared up.(*11*)(*11*)

D.(*11*)(*11*)

acknowledge {{that a}} typical mixture of rewards matches all workers.(*11*)(*11*)

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