HRM 531 Week 2 Quiz / (21/21 Correct Answers) - 39785

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1 Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow a norm of fairness and to use it as a basis for distributing rewards.

 2  Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?

 3 ______________cover 128 million workers in the United States.

4 Which of the following is NOT another name for gain sharing? 

5 The type of private pension plan in which an employer promises to pay a retiree a stated pension is a

6  Open pay systems tend to work best when

7 Gain sharing plans consist of all EXCEPT which of the following elements:

8 What is driving the increasing costs of healthcare?

9 At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.

10 Narrowing pay ratios between jobs or pay grades in a firm’s pay structure is

11 In the United States, salary discussions among employees are protected under

12 Which of the following laws established the first national minimum wage?

13 One strategic issue that should influence the design of benefits is an organization’s

14 __________ is not legally required, and, because of unemployment compensation, many firms do not offer it.

 15 The Sarbanes–Oxley Act of 2002 requires that

16 Evidence indicates that the perceived value of benefits rises when employers introduce

17 The gatekeeper in a managed care health insurance plan is the

18 One downside of team incentives is that 

19 ___________bridge the gap between organizational objectives and individual expectations and aspirations.

 

20

In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.

21 ________________ provides a supplemental, one-time payment when death is accidental, and it provides a range of benefits when employees become disabled—that is, when they cannot perform the main functions of their occupations.

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HRM 531

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