Human Resources 8

According to the lecture, motivation is defined as the processes that account for an individual's intensity, direction, and: Salary level. Persistence of effort toward attaining a goal. Job title. Years of experience.

The three key elements of motivation mentioned in the lecture are intensity, direction, and: Attendance. Persistence. Loyalty. Speed.

Who popularized financial incentives and the need for formulating a "fair day's work" through the scientific management movement?. Victor Vroom. Frederick Herzberg. Frederick Taylor. B.F. Skinner.

Pay-for-performance is defined as: Paying all employees the same salary regardless of performance. Tying employees' pay to the employees' performance. Paying only based on seniority. Eliminating all financial incentives.

According to the lecture, which of the following is a theory that has relevance to designing incentive plans?. Maslow's Hierarchy of Needs only. Expectancy Theory by Victor Vroom. Classical Management Theory. Administrative Theory.

Under the Fair Labor Standards Act (FLSA), if an incentive is in the form of a prize or cash award, the employer generally must: Exclude it from all calculations. Include the value when calculating overtime pay. Pay it only at the end of the year. Convert it to non-financial recognition.

According to the FLSA example in the lecture, if an employee earns 10𝑝𝑒𝑟ℎ𝑜𝑢𝑟𝑓𝑜𝑟40ℎ𝑜𝑢𝑟𝑠𝑝𝑙𝑢𝑠𝑎𝑛80 performance bonus and works 2 hours overtime, the overtime rate is calculated as 1.5 times: $10 per hour. $11 per hour. $12 per hour. $15 per hour.

Which type of bonus is excludable from overtime pay calculations according to the lecture?. Production bonuses. Bonuses promised to newly hired employees. Christmas and gift bonuses not based on hours worked. Union contract bonuses.

Earnings tied directly to what the worker produces is known as: Merit pay. Piecework. Salary plan. Discretionary bonus.

According to the lecture, evidence on merit pay as an incentive is: Overwhelmingly positive. Mixed. Completely negative. Never studied.

Dual-career ladders provide one path for managers and another path for: Entry-level workers. Technical experts. Temporary employees. Retirees.

Which of the following is listed as a social recognition and positive reinforcement tool?. Reducing salary. Note of thanks. Increasing workload. Eliminating breaks.

According to the lecture, job design can significantly impact employee motivation and retention and is a primary driver of: Employee turnover. Employee engagement. Employee absenteeism. Employee grievances.

Which sales incentive plan pays only for results?. Salary plan. Commission plan. Combination plan. Hourly plan.

A typical combination plan for salespeople consists of what percentage of base salary with the remainder as incentive?. 30-40% base salary with 60-70% incentive. 60-70% base salary with 30-40% incentive. 50-50 split. 90-10 split.

According to the lecture, which act affects how employers formulate their executive incentive programs and imposes personal liability?. Fair Labor Standards Act. Sarbanes-Oxley Act. Worker Adjustment and Retraining Notification Act. Equal Pay Act.

A stock option is the right to purchase a specific number of shares of company stock at a specific price during a: Lifetime. Specific period. One-day window. Week only.

Which of the following is listed as an organization-wide incentive plan?. Piecework only. Profit-sharing plans. Commission only. Salary only.

According to the lecture, at Nucor, employees can earn bonuses of what percentage or more of base salary?. 25%. 50%. 75%. 100%.

According to the Employee Engagement Guide for Managers, one way to improve employee engagement through compensation is to: Exclude employees from devising the compensation plan. Let employees participate in devising the compensation plan. Eliminate all incentives. Reduce base salaries.