Extending and Managing the System

RESEARCH PROJECT https://lessons.pennfoster.com/pdf/412676.pdf

BOOK: https://online.vitalsource.com/#/books/1260784754/cfi/6/2!/4/2/2/2@0.00:0.0761

 

Extending and Managing the System

1. The average company match for a 401(k) retirement plan is _______ cents on the dollar up to 6 percent

of pay.

A. 20

B. 40

C. 30

D. 50

2. Which of the following is a test that must be met to qualify for the administrative employee exemption?

A. The employee must have the authority to hire or fire other employees.

B. The employee must be compensated on a salary or fee basis at a rate not less than $455 per week.

C. The employee must customarily and regularly direct the work of at least two or more other full-time employees or their

equivalent.

D. The employee’s primary duty must be performance of manual work.

3. The determination of pay discrimination on jobs of dissimilar content requires a standard that allows jobs

of dissimilar content to be declared comparable and that allows pay differences for jobs that are not

comparable. This standard is

A. comparable worth analysis.

B. job evaluation.

C. disparate impact analysis.

D. point factor market comparison.

4. Which of the following countries has the highest number of people in the workforce belonging to

unions?

A. South Korea

B. Sweden

C. Italy

D. Japan

5. Traditionally, Japan’s employment relationships were supported by

A. performance-based promotion systems alone.

B. performance-based pay systems alone.

C. centralized unions representing workers across several companies within an industry.

D. lifetime security within the company.

6. Which of the following statements about the Davis-Bacon Act is true?

A. It requires that mechanics and laborers on public construction projects be paid the prevailing wage in an area.

B. It increases the burden of proof on employers to rebut some discrimination claims.

C. It states that income from most stock plans need not be included in calculating overtime pay.

D. It extends the prevailing-wage concept to manufacturers or suppliers of goods for government contracts.

7. Which of the following ties salary to a region?

A. The localization approach

B. The lump-sum approach

C. The modified balance sheet approach

D. The cafeteria approach

8. Which of the following groups can qualify for the exemptions under the Fair Labor Standards Act of

1938?

A. Police and other first responders

B. Firefighters

C. Computer employees

D. Paramedics

9. According to Hofstede’s cultural dimensions, in Malaysia and Mexico, where there’s high power

distance, _______ pay structures are appropriate.

A. parallel

B. equitable

C. hierarchical

D. egalitarian

10. _______ is an example of a country with a highly decentralized approach to pay setting with higher

wage flexibility.

A. Sweden

B. Germany

C. The United States of America

D. Belgium

11. Oroco Corp. employs two store clerks, Andre and Patty. Patty sues Oroco claiming unequal pay as she

earns $500 a week less than Andre does despite doing the same work as Andre. Which of the following is

most likely to be the result of the litigation?

A. Oroco will lose the litigation as it has committed valuation discrimination.

B. Oroco will lose the litigation as it has committed access discrimination.

C. Oroco will win the litigation if it can prove that Patty is Andre’s senior.

D. Oroco will win the litigation as blue-collar workers are exempt from the Equal Pay Act.

12. A compa-ratio less than 1 means that, on average,

A. the turnover rate of the organization is low.

B. employees in a range are paid below the midpoint.

C. employees are high performers.

D. employees are senior employees.

13. Kizzie Inc. has an annual labor cost of $3,000,000. It has a turnover rate of 10 percent and a planned

average increase of 5 percent. The turnover effect is

A. $10,000.

B. $15,000.

C. $30,000.

D. $45,000.

14. Which of the following is a factor determining base pay in the traditional Japanese national system?

A. Career category

B. Job evaluation

C. Specific job title

D. Market pricing

15. Which of the following statements about prevailing-wage laws are true?

A. They give contractors the right to drive down wages using their size.

B. They specify that a government-defined prevailing wage is the maximum wage that must be paid for work done on covered

government projects.

C. They set pay for work done to produce goods and services contracted by the state government.

D. They were passed in response to conditions on projects such as the construction of the Hoover Dam during the Depression.

16. Call-Hadden Inc. wants to set up a unit in China. To facilitate this, it sends its manager to China to

gather information. Which of the following is most likely to be a suggestion from its manager?

A. Use incentives linked to individual performance as China has a collectivistic culture

B. Have a rigid structure as the people in China have the highest level of uncertainty avoidance

C. Use a hierarchical pay structure as there’s high power distance in China

D. Use individual spot awards rather than stock options in the pay mix as the people in China have a long-term orientation

17. Which of the following statements about the executive branch of the federal government is true?

A. It passes new laws.

B. It changes existing laws.

C. It interprets laws and considers their constitutionality.

D. It enforces laws through agencies and its other bodies.

18. The denominator for calculating the current year’s pay rise is

A. average pay at the beginning of the year.

B. average number of employees during the year.

C. average employment level.

End of exam

D. average pay at the end of the year.

19. Which of the following statements about bonuses paid in Japan is true?

A. They’re not necessarily related to performance.

B. They provide additional pay equivalent to two weeks of annual salary.

C. They’re not an expectable additional payment.

D. They’re typically paid once a year.

20. Replacing merit grids with _______ eliminates the link between the pay increase and the employees’

salary position in the range and performance rating.

A. bands

B. job evaluation plans

C. bonuses

D. skill- or competency-based plans