Liberty University BUSI 342 Exam 3 Quiz 3 Test Complete Solution Correct Answer Key
Complete solution and answer key for Exam 3 and Quiz 3 in BUSI 342.
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Liberty University BUSI 342 Exam 3 Quiz 3 Test Complete Solution
Correct Answer Key
Careers are not predictably linear but cyclical
As companies become larger, the benefits of informal succession planning become greater
Anne’s supervisor is enthusiastic about introducing outdoor training into their organization. Anne
is concerned that it may not be appropriate because of the physical nature of the training and the
hazards involved. A number of Anne’s subordinates are over 50 and some are physically
challenged. Anne’s concerns are realistic
Talent management is growing in importance because it is concerned with the attraction.
When an HR manager does career planning for a high-potential employee who has a spouse with
a professional occupation, it would be a good idea to consult with both the employee and the
spouse
The career stage that hinders the job progression of many women with family responsibilities and
blocks them from advancing to executive ranks is the late career stage.
Succession planning focuses both on emergency replacements for critical positions and making
sure that other successors will be ready with some additional development.
Job loss as a career transition has been most associated with downsizing, mergers, and
acquisitions.
Phased-in retirement is generally used as a means of allowing older employees to gradually leave
an organization.
Succession planning should be done for all key jobs in the organization, even if they are low in
the hierarchy
The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded
views.
The contrast error occurs when a rater scores an employee high on all job criteria because of
performance in one area.
The developmental function of performance appraisals can identify areas in which the employee
might wish to grow
An informal appraisal is used when a system is in place to report managerial impressions and
observations on employee performance and feature a regular time interval
Companies must only use multisource feedback primarily as an administrative tool
Peer and team ratings are especially useful only when supervisors have the opportunity to
observe each employee’s performance
The performance management process starts by identifying the strategic goals an organization
needs to accomplish to remain competitive and profitable.
With the ranking method, the ratings of employees’ performance are distributed along a bell-
shaped curve.
A major concern for managers in performance management is how to emphasize the positive
Correct Answer Key
Careers are not predictably linear but cyclical
As companies become larger, the benefits of informal succession planning become greater
Anne’s supervisor is enthusiastic about introducing outdoor training into their organization. Anne
is concerned that it may not be appropriate because of the physical nature of the training and the
hazards involved. A number of Anne’s subordinates are over 50 and some are physically
challenged. Anne’s concerns are realistic
Talent management is growing in importance because it is concerned with the attraction.
When an HR manager does career planning for a high-potential employee who has a spouse with
a professional occupation, it would be a good idea to consult with both the employee and the
spouse
The career stage that hinders the job progression of many women with family responsibilities and
blocks them from advancing to executive ranks is the late career stage.
Succession planning focuses both on emergency replacements for critical positions and making
sure that other successors will be ready with some additional development.
Job loss as a career transition has been most associated with downsizing, mergers, and
acquisitions.
Phased-in retirement is generally used as a means of allowing older employees to gradually leave
an organization.
Succession planning should be done for all key jobs in the organization, even if they are low in
the hierarchy
The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded
views.
The contrast error occurs when a rater scores an employee high on all job criteria because of
performance in one area.
The developmental function of performance appraisals can identify areas in which the employee
might wish to grow
An informal appraisal is used when a system is in place to report managerial impressions and
observations on employee performance and feature a regular time interval
Companies must only use multisource feedback primarily as an administrative tool
Peer and team ratings are especially useful only when supervisors have the opportunity to
observe each employee’s performance
The performance management process starts by identifying the strategic goals an organization
needs to accomplish to remain competitive and profitable.
With the ranking method, the ratings of employees’ performance are distributed along a bell-
shaped curve.
A major concern for managers in performance management is how to emphasize the positive
aspects of the employee’s performance while still discussing ways to make needed improvements.
In the performance-driven organizational culture, employee rewards vary little from person to
person and are not much based on individual performance differences
The compa-ratio is calculated by dividing the individual’s pay rate by the lowest point in the pay
range
Not having to pay social security, unemployment, or workers’ compensation costs to independent
contractors offers major advantages to the employer
The most common indirect compensation is employee benefits.
Compliance with FLSA provisions on employee compensation is enforced by the National Labor
Relations Board.
Match-the-market strategy is also called third-quartile strategy.
The practice of using fewer pay grades with much broader ranges than in traditional
compensation systems is called broadbanding
Market banding groups jobs into pay grades based on similar market survey amounts
The home-country-based approach compensates the expatriate at the same level as workers from
the country where the expatriate has been sent from the headquarter
Intangible rewards can be measured and it is possible to calculate the value of each reward
A pay survey is a report based on research of compensation rates for workers performing similar
jobs in other organizations.
The straight commission system combines the stability of a salary with the performance aspect of
a commission
The most prevalent forms of organization-wide incentives are piece-rate systems, sales
commissions, and individual bonuses
Perquisites (Perks) are special benefits, usually noncash items, for executives
A straight salary has no additional commission incentive, while a straight commission has all
compensation tied to the incentive
The salary-only approach is useful only when an organization emphasizes generating new sales
and accounts.
Employee stock ownership plan designed to give employees significant stock ownership by their
employers
The reason for giving compensation in the form of incentives is that it is thought to be effective
in motivating employees and increasing corporate performance and stock values
The advantage of a salary-plus-commission system is that it requires the sales representative to
sell to receive any form of payment
A draw is a system in which sales representative can draw advance payments against future
commissions.
The “clawbacks” provision in Civil Rights Act of 1964 allows a company to recover any incentive-
based pay that was paid out during the prior three years if it would not have been paid under
restated financial statements.
In the performance-driven organizational culture, employee rewards vary little from person to
person and are not much based on individual performance differences
The compa-ratio is calculated by dividing the individual’s pay rate by the lowest point in the pay
range
Not having to pay social security, unemployment, or workers’ compensation costs to independent
contractors offers major advantages to the employer
The most common indirect compensation is employee benefits.
Compliance with FLSA provisions on employee compensation is enforced by the National Labor
Relations Board.
Match-the-market strategy is also called third-quartile strategy.
The practice of using fewer pay grades with much broader ranges than in traditional
compensation systems is called broadbanding
Market banding groups jobs into pay grades based on similar market survey amounts
The home-country-based approach compensates the expatriate at the same level as workers from
the country where the expatriate has been sent from the headquarter
Intangible rewards can be measured and it is possible to calculate the value of each reward
A pay survey is a report based on research of compensation rates for workers performing similar
jobs in other organizations.
The straight commission system combines the stability of a salary with the performance aspect of
a commission
The most prevalent forms of organization-wide incentives are piece-rate systems, sales
commissions, and individual bonuses
Perquisites (Perks) are special benefits, usually noncash items, for executives
A straight salary has no additional commission incentive, while a straight commission has all
compensation tied to the incentive
The salary-only approach is useful only when an organization emphasizes generating new sales
and accounts.
Employee stock ownership plan designed to give employees significant stock ownership by their
employers
The reason for giving compensation in the form of incentives is that it is thought to be effective
in motivating employees and increasing corporate performance and stock values
The advantage of a salary-plus-commission system is that it requires the sales representative to
sell to receive any form of payment
A draw is a system in which sales representative can draw advance payments against future
commissions.
The “clawbacks” provision in Civil Rights Act of 1964 allows a company to recover any incentive-
based pay that was paid out during the prior three years if it would not have been paid under
restated financial statements.
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Document Details
University
Liberty University
Subject
Business Management