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Kari is the VP of a mid-sized plant Employees are able to see how their work affects the plants performance The corporation is relatively flat and the market for the product is quite stable

Kari is the VP of a mid-sized plant. Employees are able to see how their work affects the plant's performance. The corporation is relatively flat and the market for the product is quite stable. Which of the following would be the best choice of a pay-for-performance plan?

A) Individual-based pay

B) Merit-based pay

C) A gainsharing plan

D) A team-based plan

 

62) Profit sharing is one type of:

A) team-based pay-for-performance plan.

B) corporate-wide incentive pay plan.

C) plantwide incentive pay plan.

D) gainsharing plan.

 

63) Profit sharing differs from gainsharing in that profit sharing:

A) doesn't reward productivity improvements.

B) accepts that people are extrinsically motivated.

C) often leads to decreases in productivity.

D) maintains individual equity.

 

64) An ESOP-based incentive compensation plan:

A) is based entirely on productivity and quality gains.

B) resembles an Improshare plan that distributes corporate savings to workers.

C) is based on the entire company's performance and rewards employees with stock.

D) combines the best features of an individual-based plan and a team-based incentive plan.

65) Profit sharing and ESOPs are both:

A) corporatewide compensation plans.

B) gainsharing incentive plans.

C) fixed compensation plans.

D) team-based pay-for-performance plans.

 

66) Mario Development Group wants to give employees incentives while getting the maximum tax advantage for them and the firm. Flexibility in compensation costs is important. The firm needs to keep fixed compensation low while still attracting high quality job candidates. Which of the following would be most appropriate for Mario Development Group?

A) Scanlon plan

B) Rucker plan

C) Profit sharing

D) Merit pay

 

67) Which of the following is an advantage of corporatewide pay-for-performance plans?

A) Financial flexibility

B) Group cohesiveness

C) Minimal employee risks

D) Significant productivity improvements

 

68) Profit-sharing and ESOP-type compensation plans feature some significant drawbacks, such as:

A) having only a limited effect on organizational productivity.

B) increasing internal competition among employees.

C) generating labor-management conflicts.

D) increasing corporate tax responsibilities.

69) Employees who are rewarded on the basis of corporate-wide pay-for-performance plans:

A) show a clear increase in productivity, morale, and loyalty.

B) are put at risk due to factors affecting corporate stock prices.

C) are financially secure if they are in a profit-sharing plan.

D) typically pay very high taxes for their incentives.

 

70) Profit-sharing plans are most attractive to employers and employees alike when the firm:

A) employs mostly older workers who are near retirement age.

B) faces highly cyclical ups and downs in product demand.

C) is a small, start-up in the high-tech field.

D) has high labor costs.

Mar 13 2020 View more View Less

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