Term
| A ______ approach in implementing reward systems is to reward employees for the positions that they fill, not necessarily by how well they do their work. |
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Definition
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Term
| In a _________ pay plan, there is typically a pay range that determines minimum, midpoint, and maximum rates for each job. |
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Definition
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Term
| In a _________ pay plan, individuals are rewarded based on how well they perform on the job. |
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Definition
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Term
T/F
In a contingent pay plan, increases in pay are based wholly or partly on job performance. |
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Definition
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Term
| _________ is the tendency for top performers to be attracted to and remain at organizations that have implemented contingency pay plans. |
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Definition
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Term
| ___________ plans force organizations to define effective performance clearly and to determine what factors are likely to lead to effective performance. |
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Definition
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Term
| Contingency pay plans can improve the motivation of employees when all of the 3 conditions are present: |
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Definition
1.expectancy
2.instrumentality
3.valence
pg243 |
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Term
| _______is when employees value the rewards available. |
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Definition
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Term
| ________is when an employee sees a clear link between their efforts and the resulting performance. |
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Definition
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Term
T/F
Pay can affect only the motivation aspect of performance |
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Definition
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Term
1. poor performance management systems in place.
2. rewarding A while hoping for B
3. rewards are not significant
4. managers are not accountable
5. rewards for exec's are disproportionately large compared to rewards for others.
6. extrinsic motivation st the expense of intrinsic motivation
Are all reasons for: |
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Definition
| why contingent pay plans fail pg245 |
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Term
| An example of ____________________, is if an organization wants employees to be more entrepreneurial and innovative, but does not reward employees who think creatively. |
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Definition
| rewarding A while hoping for B. pg244 |
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Term
| There should be careful consideration of an organization's _______ before a specific CP plan is selected. |
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Definition
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Term
| If an organization has a traditional culture __________, ______, or _____ would be examples of good CP systems. |
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Definition
piece rate
sales commissions
group incentives
pg246 |
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Term
| If a company had a involvement culture than ______ or _______ would make good CP systems. |
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Definition
profit sharing
skill-based pay pg246 |
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Term
| ______ should also be considered when deciding on a CP plan, since it is a key element in designing a performance management system |
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Definition
| strategy or strategic direction pg246 |
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Term
T/F
If a company was a traditional culture company and their strategic business objective was productivity than piece rate CP plan would be recommended. |
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Definition
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Term
T/F
if a company had an involvement culture and wanted to have a strategic business objective that focused around overall profit than a sales commission CP plan would work well. |
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Definition
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Term
| a _____ is something that increases the frequency of an employee action. |
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Definition
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Term
1. define ans measure performance first, than allocate rewards.
2. use only rewards that are available.
3. make sure all employees are eligible.
4. make rewards visible
5. make rewards contingent
6. make rewards timely
7. make rewards reversible
8. use non-financial rewards
are all examples that: |
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Definition
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Term
| T/F Making a reward reversible is recommended so that rewards work well! |
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Definition
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Term
| An organization's _________ classifies jobs into categories based on their relative worth. |
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Definition
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Term
| __________ is a process of data collecting through which an organization can understand the worth of various jobs, and as a result, can create a pay structure. |
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Definition
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Term
| The 3 most popular job evaluation methods are: |
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Definition
ranking
classification
point pg 252 |
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Term
| 6 important legal principals effecting performance management are: |
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Definition
employment at will
negligence
defamation
misrepresentation
adverse impact
illegal discrimination
pg256 |
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Term
T/F
an exception to terminating an employee under the employment at will rule is if there is an employee hand book that implies employees are terminated for just cause only, than can not terminate under employment at will. |
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Definition
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