HRM 531 Week 2 quiz
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HRM 531 Week 2 Quiz
1. The type of private pension plan in which an employer promises to pay a retiree a stated pension is a
2. 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.
3. In the United States, salary discussions among employees are protected under
4. Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?
5.______________cover 128 million workers in the United States.
6. Which of the following is NOT another name for gain sharing?
7. __________ is not legally required, and, because of unemployment compensation, many firms do not offer it.
8. Open pay systems tend to work best when
9. Gain sharing plans consist of all EXCEPT which of the following elements:
10. What is driving the increasing costs of healthcare?
11. 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.
12. Narrowing pay ratios between jobs or pay grades in a firm’s pay structure is
13. Which of the following laws established the first national minimum wage
14. ___________ bridge the gap between organizational objectives and individual expectations and aspirations
15. One strategic issue that should influence the design of benefits is an organization’s
16. The Sarbanes–Oxley Act of 2002 requires that
17. Evidence indicates that the perceived value of benefits rises when employers introduce
18. The gatekeeper in a managed care health insurance plan is the
19. One downside of team incentives is that
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.