A) imply that the employees receive a straight salary.
B) are useful when the organization wants salespeople to concentrate on listening to customers.
C) help to attract employees risk-averse employees.
D) are common among insurance and real estate agents.
E) are not common among car salespeople.
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A) Executives can use the advantage of knowing the company's inside information to buy or sell stock and create huge personal gains.
B) Executives can roll in the stock price into their base pay to avoid paying a huge tax.
C) Executives do not inflate the stock price in order to enjoy bonuses.
D) Executives can use the employee stock ownership plan to buy their company if it is experiencing financial problems.
E) The executives can obtain as many shares as they need at a price that is much lower than the market rate.
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A) They cannot be used to improve the organization's performance as a whole.
B) The employees may develop a narrow view of their roles in the organization.
C) They cost more when the organization experiences financial difficulties.
D) Sharing profit with the employees ultimately reduces the organization's profitability.
E) Profit sharing is not directly linked to individual behavior.
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A) most or all of a salesperson's compensation is in the form of commissions.
B) employers keep labor costs to a minimum.
C) the pay increase is linked to ratings on performance appraisals.
D) employees want the extra money more than they want to work at a pace that feels comfortable.
E) the organization values employee satisfaction and motivation more than profits.
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Many organizations offer incentive pay t...View Answer
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A) administering the plans become simple.
B) the organization's interests can be best protected.
C) the cost borne by the organization decreases.
D) monitoring performance becomes difficult.
E) the incentive plan has more chances of being successful.
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A) pay relative to performance of other workers in the industry.
B) pay relative to average pay.
C) comparable worth versus others.
D) ratio of pay to benefits.
E) the average worth of the skills possessed by the individual.
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The two types of piecework rates are the...View Answer
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A) Profit sharing
B) Differential piece rate
C) Gain sharing
D) Scanlon pay
E) Merit pay
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A) A gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard.
B) An incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary.
C) A group incentive program that measures improvements in productivity and effectiveness and distributes a portion of profit to employees.
D) A combination of performance measures directed toward the company's profit and used as the basis for awarding incentive pay.
E) An incentive plan where a percentage of the previous year's profits is provided to employees as a part of salary.
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Gainsharing is most likely to succeed wh...View Answer
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A) Merit pay
B) Team award
C) Commission
D) Profit sharing
E) Gainsharing
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A) have performance measures based on employees' requirements.
B) not be provided as a direct percentage of employees' performance.
C) encourage group performance and dispirit individual achievements.
D) be the same for all types of employees in the organization.
E) have performance measures linked to the organization's goals.
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A) The goals of an incentive plan may interfere with other management goals.
B) The goals of incentive plans cannot be linked to particular outcomes or behaviors.
C) Incentive plans cannot be used to promote group and organizational performance.
D) Incentive plans cause dissatisfaction among the non-performing employees in the organization.
E) Incentive plans are not very effective for jobs other than sales and service.
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A) an incentive pay plan in which the employer pays the rate per piece based on the difference in performance of employees.
B) a wage system designed for salespeople who earn a differential pay for every piece sold.
C) an incentive pay in which the piece rate is higher when a greater amount is produced.
D) a system of linking pay increases to ratings on performance appraisals.
E) an incentive pay plan where every employee is paid different wages based on the skills they possess.
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A) compa-ratio.
B) seniority.
C) pay grade.
D) longevity.
E) emotional quotient.
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