Question_CHAP12_10Dec Question_CHAP12_10Dec Question 1. McDonald’s global rewards program has resulted in lower managerial and employee turnover. In this type of total rewards system why would turnover decline? a. All employees benefit from higher pay, and are less likely to quit. b. Employees receive equal bonuses based on growth in McDonald’s profits, and this fair treatment makes employees less likely to quit. c. The increased in employee competition from varying reward levels based on performance encourages high performers to stay. d. Higher performers receive higher incentives than lower performers, so high performers would be less likely to quit. 2. Compensation is one of the organization’s largest expenditures. Compensation philosophies and systems vary from one organization to the next. Why is that? a. There is no “one right way” to compensate employees. Many systems will work equally well in any organization. b. Different organizations have different organizational objectives and strategies. c. Legal requirements mandate different types of compensation systems depending on the organization’s industry. d. Organizations depend heavily on consultants to design their compensation systems, and each consulting firm has its own system.3. All of the following are compensation objectives of the organization EXCEPT a. legal compliance with relevant laws and regulations. b. internal, external and individual equity for employees. c. the lowest total cost of compensation in the industry. d. performance enhancement for the organization. 4. The total rewards compensation approach has three main components. Which of the following is NOT one of these components? a. compensation b. benefits c. performance and talent management d. individual, team and organizational-level incentives 5. In a total rewards compensation approach, it is critical to balance a. the need for the employer to generate profits with the needs of the employees to receive equitable pay. b. the ability of the employer to pay with the needs of the employees for tangible and intangible rewards. c. the strategic goals of the employer with the personal needs and goals of the employees. d. balance the interests and costs of employers with the needs and expectations of employees. 6. Which of the following would be an example of an intrinsic reward? a. a grant of stock options b. additional medical insurance coverage c. a membership in a country club d. verbal praise for a job well done 7. Medical insurance, paid by the employer, is classified as ____ compensation. a. indirect b. direct c. intangible d. intrinsic 8. Tom has just taken his first full time job with a salary of $38,000. He knows that he should plan his personal recurring expenses, such as rent and car payments, around this amount because it is his a. total compensation. b. total reward package. c. base pay. d. living wage. 9. A compensation philosophy in which each employee who has gained another year of seniority should have an increase in pay is called the ____ philosophy. a. entitlement b. commitment c. paternalistic d. the equity-based 10. ____ are payments directly calculated on the amount of time worked. a. Salaries b. Wages c. Incentives d. Bonuses 11. At Artistic Floral Creations, the non-managerial employees all receive the same pay increase every year. Usually this increase is about 5%, but some years it has been as high as 10% depending on changes in the cost-of-living. Artistic Floral Creations has a/an ____ philosophy of compensation. a. performance b. entitlement c. quartile-based d. total rewards 12. The two basic compensation philosophies, which should be seen as opposite ends of a continuum, are the ____ and the ____ orientations. a. competency, productivity b. exempt; non-exempt c. entitlement; performance d. equity, equality 1. Amber is the manager of a popular clothing store. She regularly works over 40 hour a week. But when new styles are coming in requiring new displays, she may put in as many as 60 hours a week. Amber’s paycheck is the same regardless of the number of hours she has worked. Amber is paid on a/an total compensation arrangement. incentive compensation program. wage system. salary basis. 14. Which type of compensation is linked directly to individual, team, or organizational performance? a. variable pay b. direct pay c. wages d. salary 15. A/an ____ is an indirect reward given to an employee or group of employees for organizational membership. a. incentive b. bonus c. benefit d. motivator 16. In an organization with a performance-oriented philosophy, a. seniority plays little role in whether an employee receives a raise. b. all employees can at least count on an annual cost-of-living adjustment to their salaries. c. bonuses are based on what other companies in the industries are paying. d. marginal performers tend to be satisfied with their compensation. 17. Justin is an hourly employee of Furnace Brick, a company that manufactures a special high-heat-resistant brick for industrial kilns. Justin is unhappy with the new compensation system introduced by the company’s new plant manager and HR director. This system has eliminated the practice of annual raises, the Christmas bonus, and raises based on seniority for a new system that ties every employee’s raise to how well Furnace Brick is performing in the market. Moreover, the plant manager has announced that twenty percent of the employees in the plant will receive no raise at all this year, regardless of the company’s performance. Furnace Brick has moved from a/an ____ compensation philosophy, to a/an____ compensation philosophy. a. budget-based, pay-as-you-go b. paternalistic, competitive c. entitlement, performance d. meet-the-market, lag-the-market 18. Jack and Jerry are twins. Both started working at competing firms in the same industry. Jack and Jerry were given exactly the same starting salary. They have been with their companies for ten years, and both have identical positions and identical performance ratings. Both Jack and Jerry are consistently average performers. Jack works at a company with an entitlement compensation philosophy. Jerry works at a company with a pay-for-performance compensation philosophy. The two companies are identical in revenue and profitability. They allocate the same budget amount for employee raises each year. All other factors remaining equal, which of the following statements is most likely to be true? a. Jerry will have a higher salary than Jack. b. Jack will have a higher salary than Jerry. c. Jerry and Jack will have identical salaries. d. Jerry and Jack will have identical levels of pay satisfaction. 19. Gigantic Motor Vehicles, which manufactures the Behemoth, the main competitor to the Hummer, has experienced huge losses for the last three years due to collapsing sales of their gas-guzzling vehicles. GMV’s stock has plummeted on Wall Street because it has not met projected profits for the 24th straight quarter. GMV has moved to a pure pay-for-performance system that is tied to achievement of organizational profit goals. Which of the statements below are most likely to be true? a. Only high performers at GMV can be certain that they will receive a pay increase. b. No GMV employee can expect he/she will receive a pay increase, regardless of his/her performance. c. All employees except those who are the worst performers can expect that they will receive a pay increase. d. GMV will be able to attract high performing employees from its competitors. 20. The CEO of BizMark Equipment wants to know what return the firm is getting on the money it is spending on its employees. As the director of HR, you know this is considered return on human capital. You will calculate this as a. Total Compensation and Benefits / FTEs b. Revenue - Operating Expense -Pay and Benefits = Adjusted Profit / Pay and Benefits c. Revenue - Operating Expense - Pay and Benefits + Adjusted Profit / FTEs d. Total Pay and Benefits Expenditures / Operating Expense 21. Brian, the director of compensation, has been asked by the board of directors to present the “employee cost factor” at the next board meeting. Brian needs to do the following calculation: a. total compensation and benefits divided by FTEs b. total pay and benefits expenditures c. revenue minus operating expense minus pay and benefits equal adjusted profits divided by FTEs d. revenue minus operating expense minus pay and benefits equal adjusted profit divided by pay and benefits 22. In order to show how the rate of compensation changes compares with the rate of changes in the organization’s revenues overall a. compensation metrics should be calculated each year and compared with previous years’ metrics. b. compensation metrics should be calculated for regular employees (excluding compensation for part time employees) and compared with previous years’ metrics. c. the board of directors should have compensation metrics calculated on a rotating basis: Human value added one year, return on human capital invested the next year, and so forth. This provides the “big picture” strategically. d. total compensation is charted against total revenues, and any upward change in total compensation is analyzed. 23. If employees are dissatisfied with their pay, they are likely to do or feel all the following EXCEPT a. quit. b. be dissatisfied with their jobs. c. lose self-esteem. d. change their job performance. 24. The HR unit is typically responsible for a. recommending pay rates and pay increases for employees. b. monitoring attendance and productivity for compensation purposes. c. attempting to match employee performance with rewards. d. administering the compensation system. 25. Operating managers typically a. evaluate employee performance for compensation purposes. b. develop and administer the compensation system. c. conduct wage surveys. d. develop wage and salary structures and policies. REF: LOC: 26. As director of HR for Megatherium Products, you are looking for ways to make the compensation function more efficient. You are considering outsourcing some of the compensation functions to an outside vendor. The function you are most likely to outsource will be a. employee performance appraisal. b. development of wage and salary structures. c. payroll processing. d. job evaluation. 27. In a division of compensation responsibilities, ____ typically ensure job evaluations and wage surveys are done. a. operating managers b. HR specialists c. Department of Labor analysts d. outside consultants 28. In an equity calculation, an employee’s base pay, variable pay, and benefits are the ____ he/she receives from a job. a. outcomes b. outputs c. inputs d. motivators 29. The director of HR at Megatherium Industries knows that there are serious flaws in the company’s compensation system. If employees freely discuss their salary levels, raises and bonuses, the director is concerned that there will be widespread dissatisfaction and employee questions that will place the HR department and top management in a bad light. Consequently, Megatherium has a strict pay secrecy policy, and employees who discuss their pay are disciplined. Which of the following statements is TRUE? a. Pay secrecy policies are very rare in the U.S. b. If Megatherium opens its pay policies, employee retention will improve. c. Closed pay systems, such as Megatherium’s, are illegal unless they meet certain IRS requirements. d. It is possible that Megatherium’s policy violates the National Labor Relations Act. 30. Simon is outraged that Missy was given a raise because she is related to the chairman of the board. Simon’s sense of ____ has been violated. a. compensatory equity b. distributive justice c. external equity d. procedural justice
Brain Tumor or Brain Cancer Paper Brain Tumor or Brain Cancer Paper Question Brain Tumor or Brain cancerWhat do you know about your topic?Is there a synonym or similar idea of your topic? Is there another way to say or spell it?How would you broaden the search for information of your topic? Is there a large subject that might include your topic?Use scientific terms to narrow your focused information. What are narrower terms of your topic? Is there a smaller subject that might be worth look up?What are causes of your topic?What are effects of your topic?Narrow your research. Choose one between causes and effects and write three points.Write Essay with completing following.· Topic· Thesis statement/introduction· Your 3 points about topic with 3 supporting Ideas each· ConclusionNote: Use resources are relevant, reliable and recent.
Question_File6_9Dec_3rd Question_File6_9Dec_3rd Question 61. In most U.S. organizations, an employee’s performance appraisal interview andsalary review are conducted in the same meeting. Research shows that tying thesetwo events together:a) results in employees receiving lower raises than if the two events areseparated.b) causes managers not to take the performance appraisal as seriously.c) results in the managers focusing on the salary issue and overlooking theperformance appraisal.d) leads employees to ignore the performance feedback and focus only on thesalary review.e) causes managers to take the appraisal more seriously while energizing theperformance discussion.25325462. Your text argues for which of the following as the best model of performancemanagement?a) Separating the performance appraisal and salary review.b) Incorporating judgment and coaching in the performance review.c) Separating goal setting and action planning from the formal review.d) Replacing the formal review with informal day-to-day feedback andperformance management.e) None of the above63. Which of the following is a benefit of incorporating salary discussion into theappraisal interview?a) Tying salary to assessment generally decreases an employee’s anxiety over theappraisal process.b) Feedback and assessment may become simply a meaningless exercise if salaryimplications are ignored.c) Managers will be more conscientious when assessing employees if money is atstake.d) There is no benefit.e) b and c64. Which of the following is a “microskill” that managers should use in employeeappraisal interviews?a) Using open questions only.b) Paraphrasing employees’ responses back to them. This often sounds like achallenge of the employees’ statements.c) Not referring to feelings or the emotional aspects the employee may haveabout the job.d) Nonverbal attending.e) Maintaining a distinct manager/subordinate atmosphere.25565. Those who manage employee performance effectively share some commonmanagement characteristics, such as:a) the ability to motivate.b) a thorough knowledge of HRM law.c) a minimal use of progressive discipline.d) the exploration of causes of performance problems.e) a behavioral-based approach to managing people.25666. Employee performance on the job is primarily a function of the employee’s:a) ability, motivation, and situational factors.b) external situational factors largely beyond his/her control.c) ability and his/her working conditions.d) supervision and motivation.e) manager’s effectiveness in directing and listening.67. More and more companies are adopting an upward performance appraisal processof:a) peer reviews.b) self reviews.c) team reviews.d) outcome-based reviews.e) subordinate reviews.68. An inclusive list of factors that affect performance includes: ability, motivation,and situational factors. Which of the following would be a situational factor?a) An employee arrives at work late every day.b) An employee exhibits job knowledge.c) The employee receives poor supervision.d) The employee is suffering from burnout.e) All of the above25769. If supervisors want to help employees gain insight into their performanceproblems and have input into the performance appraisal, they should considerusing:a) peer reviews.b) self reviews.c) team reviews.d) outcome-based reviews.e) subordinate reviews.25870. Ahmad has been a line manager at a large jewelry factory for nearly 10 years. Thisyear, the factory is letting the employees directly under him contribute to Ahmad’sperformance appraisal. This is an example of:a) subordinate review.b) superior review.c) self-review.d) management revision.e) 360º feedback.71. 360º feedback:a) is inherently less time consuming than any performance appraisal process.b) takes less planning than traditional processes.c) is rapidly becoming commonplace.d) is being used less and less and will probably be gone within five years.e) is less expensive than other appraisal processes.72. In recent years, customer appraisals have:a) become increasingly ineffective.b) become more important than traditional performance assessment measures.c) been prohibited by most large employers.d) influenced stock prices of three major companies.e) become a valuable source of assessment.25973. An effective performance appraisal process must include which of the followingsteps?a) The manager giving the employee an action plan to resolve problems.b) Customer feedback.c) An absolute outcome-based instrument and performance coaching.d) The manager coaching the employee to reach a solution.e) Communication of feelings as well as content in the appraisal feedback session.26074. A case can be made that the most important element in a manager’s coaching ofan employee’s work performance is:a) identifying the cause of the performance problem.b) directing attention to the problem.c) empowering the worker to reach a solution.d) the communication between the manager and the worker about the issue.e) the accuracy of the performance appraisal.75. The best way to encourage effective performance is to:a) be specific about desired outcomes.b) be very detailed about how employees should work to reach goals.c) design outcome goals without employee input.d) encourage employees to work harder in areas in which they cannot improve.e) all of the above76. The implementation of a 360º performance appraisal process requires:a) employee training in giving feedback.b) top management establishing the need for the process.c) employee/management cooperation in developing appraisal criteria.d) informing employees of the nature of the process.e) all of the above77. Performance-related communication is most effective when directed at:261a) employee traits.b) employee performance.c) the employee directly.d) the employee/manager relationship.e) fixing responsibility for performance failures.262CASE QUESTIONSCase 7.1Shannon is the CEO of a service firm that provides high-tech service support to othersmall businesses. He wants to revise the performance appraisal system to align it moreclosely with company goals. Frank has no preconceived ideas, but he wants a tailoredprogram that is fair, ethical, and that will produce consistent results.He wants service employees to work together to assist each other while providingmaximum service quality. The sales force for Shannon’s company has not beenparticularly aggressive and sales are lagging. He wants sales people to both sell andassist in providing service to customers. Happy customers lead to better profits.In the past, his sales managers have been getting the same raises, regardless of theireffectiveness. He wants to know whom his best-performing managers and executivesare, and he wants to reward them accordingly. He wants to compare managers acrossfunctions so he can identify people ready for greater and different responsibilities.78. Refer to Case 7.1. Shannon’s first step in developing the new performanceappraisal system is to:a) identify the performance dimensions to measure.b) identify the performance appraisal tool(s) he wants to use.c) provide training for himself and other managers to avoid rater error.d) develop the performance management process he will use.e) communicate the changes in the program to the employees.26379. Refer to Case 7.1. The best appraisal system to enhance cooperation amongservice personnel would be:a) a trait-based appraisal system.b) a performance appraisal system that focused on the person rather thanperformance.c) the relative judgment process.d) rank ordering.e) a behavioral appraisal syste m.26480. Refer to Case 7.1. The best appraisal system for Shannon’s sales managementteam would be:a) rank order.b) trait based.c) outcome based.d) relative judgment.e) behavioral based.81. Refer to Case 7.1. What perspective do you believe Shannon has when it comes tothe performance appraisal process?a) A political perspective.b) An absolute perspective.c) A relative perspective.d) A legal perspective.e) A trait perspective.82. Refer to Case 7.1. If Shannon wanted a system that would help him make cleardistinctions among his managers by job, i.e., all MIS managers would be ratedtogether, all executives would be rated together, etc., you could recommend thathe use a(n) ____ appraisal tool.a) behavioralb) traitc) relative judgment265d) outcomee) absolute judgment266Case 7.2You are reviewing performance appraisals from across the company for a report to thepresident regarding manager performance. She wants to know not only how employeesare doing, but also how well managers are evaluating their employees.Reading through Matt’s evaluations of his MIS team, you note that he tends to rate allof his people in the middle of the scale. You recall a conversation last week when he toldyou that overall his people were okay, but nothing to cheer about. He would like to getthem more training and institute an incentive program to get them motivated.Madeline’s employee evaluations look pretty good. They range from very good to someweak performers. You are startled to see that Madeline has rated Juan rather low.Pulling his file, you note that he has always had very high ratings until this time. Youremember a meeting two months ago when Juan vehemently disagreed with Madelinein front of the president, who sided with Juan (to Madeline’s embarrassment).Edward’s employee evaluations seem to have no reason to them. Gary, a noted averageperformer has a very high rating. Jenny, another average performer who Anuar hasbeen trying to convince to quit, has a very low rating. You remember hearing Edwardsay that Gary was the president's son-in-law and that he thought Jenny needed to bemotivated to do more than just get by.83. Refer to Case 7.2. Based on what you know, you could draw the conclusion thatMatt’s evaluations exemplify:a) a normal manager’s evaluations. There is no problem.b) a halo effect error, where Matt has already made an overall assessment of hisemployees and rated them accordingly.c) the influence of liking.d) a problem with organizational politics.e) a frame-of-reference error.26784. Refer to Case 7.2. Madeline’s overall evaluations tell you that she:a) is doing a good job of evaluating her people.b) is subject to the halo effect.c) tends to make leniency errors.d) is sensitive to organizational politics.e) would have difficulty comparing her employees across the board.26885. Refer to Case 7.2. Madeline’s evaluation of Juan may have a(n) ___ error.a) central tendencyb) organizational politicsc) influence of likingd) frame-of-referencee) assessment criteria86. Refer to Case 7.2. Edward’s employee evaluations show that Edward:a) tends to have halo errors.b) is subject to the influence of liking.c) takes a rational or absolute perspective on performance appraisals.d) is not considering situational factors in his appraisals.e) believes in a political perspective regarding performance appraisals.87. Refer to Case 7.2. Which of these managers might leave the company vulnerable toa lawsuit because of the way they conduct their performance appraisals?a) Matt .b) Edward.c) Matt and Edward.d) Madeline and Edward.e) Madeline.269Case 7.3In a training session for managers, you mention the fact that the most important part ofthe performance appraisal process is performance improvement. Then you move intoan explanation of the improvement of performance process.During the ensuing discussion, Chris, a middle manager with 20 direct reports, tells youthat he has a finely tuned ability to discover the causes of performance problems. It isalways that the employee either doesn’t want to do the job or he/she doesn’t have theskills and knowledge to do it. For example, no matter how often Sam showed Wilsonwhat to do and encouraged him, he just couldn’t meet production demands.Another supervisor, Gena, says that once she has discovered the cause of theperformance problem, all she has to do is create a supportive environment and workin partnership with the employee, and the problem is solved. While she strives tocommunicate acceptance, she also likes to use trait-type terms--crabby, argumentative,unimaginative, etc., to help her employees understand where she is coming from.She finds that if she gives the employee all the time he/she needs and then offerssuggestions for improvement, she generally has positive results from the meetings.88. Refer to Case 7.3. In this training session you point out to the managers that toimprove performance, they need to begin by:a) exploring the causes of the performance problem with the employee.b) directing attention to the causes of the problem.c) empowering workers to reach their own solutions to performance problems.d) directing their communication toward performance issues.e) conducting a formal performance appraisal.89. Refer to Case 7.3. Chris’s analysis of the causes of performance problems ignoreswhat possible cause of poor performance?270a) Employee ability.b) Employee motivation.c) Situational factors beyond the employee’s control.d) Legal hindrances.e) Observer bias.90. Refer to Case 7.3. Gena’s strategy for solving performance problems skips whatstep that an effective manager uses for solving performance problems?a) Exploring the causes.b) Directing attention to the cause.c) Empowering employees to reach a solution.d) Motivating the employee to solve his/her own problems.e) Management control of the process.
Question_Doc13_15Dec_4th Question_Doc13_15Dec_4th Question 26)The regular earnings profile of an individual throughout his or her lifetime is A) the Lorenz curve. B) the age-earnings cycle. C) wealth. D) income-in-kind. / 27)Which of the following statements are correct about the age-earnings cycle? A) Earnings generally increase up till age 30 and then steadily decrease. B) Earnings increase throughout a prison's lifetime until they reach retirement. C) Earnings increase with age because workers become more productive as they age until around 50 years. Around 50 the effects of aging outweighs the further increases in productivity. D) Since every person is different we can reach no general conclusions about the age-earnings cycle. 28) The earnings of most people A)increase steadily until retirement. B)increase with age until around age 50 due to increased experience, training, and hours worked. C)increase with age until around age 40 due to increased experience and hours worked. D)increase with age until around age 60 due to increased experience, training, and hours worked, then level off as hours worked levels off. 29)Suppose all people have the same age-earnings profile and the percent of the population in each age category is the same. The distribution of income at any point in time will be A) equal because all have the same profile. B) equal because incomes and wealth levels must then be the same. C) unequal because other sources of income will differ. D) unequal because incomes differ by age. / 30)One reason earnings tend to fall before retirement age is that A)the experience of people is no longer valuable after they are 50 or 55. B)people tend to reduce the number of hours they work after age 50. C)people are retiring earlier. D)firms discriminate against older workers. Answer: B . 31)Refer to the above figure. Which of the graphs are consistent with the age-earnings profile? A) Panel A B) Panel B C) Panel C D) Panel D 32)In a competitive economy, workers will be paid according to their A)status. B)age. C)marginal productivity. D)need. 33)Which of the following is not a determinant of an individual's marginal product? A) talent B) money income C) experience D) educational level 34)Which of the following sources of productivity is the most difficult to acquire? A) education B) experience C) talent D) training 35)The return on human capital A)tends to be much greater than the return on physical capital. B)tends to be much lower than the return on physical capital. C)is similar to the return on physical capital. D)cannot be related to the return on physical capital since human capital and physical capital are so different. 36) The main cost of a college education is A)tuition if one goes to a private college and room and board if one goes to a public college. B)dependent upon whether one's parents pay for the college or not. C)the lack of practical experience from spending time in college. D)the opportunity cost of not working. 37) When measuring the benefits from investing in human capital A)the only benefits come from the increase in salary because of going to school. B)in addition to the monetary benefits, the benefit from expanding horizons should be included. C)we must include the costs of tuition and books but not the money made from part-time jobs. D)we must include the foregone earnings in the benefit calculation. 38)Inheritance is responsible for about ________ percent of the income inequality in the United States. A) 10 B) 25 C) 40 D) 60 39)Economic discrimination exists when A)there is an unequal distribution of income in a country. B)both income and wealth are unequally distributed in a country. C)there is unequal access to education. D)workers with the same marginal revenue products are paid different wages. 40) Economic discrimination against minorities exists when A)minorities have less education and training than whites. B)minorities are paid less than whites on average. C)minorities are paid less than whites with the same education, experience, and training. D)minorities are in different occupations than whites. 41)Unequal pay that is caused by economic discrimination will be due to A) a noneconomic factor. B) differences in the marginal revenue product. C) a monopolistic labor market. D) difference in human capital. 42)Which of the following is a reason for economic discrimination to occur? A) differences in access to education B) differences in gender C) differences in the quality of education D) barriers to entry in higher-paying occupations 43)The age-earnings profile for most people indicates A)earnings rise continually until a person retires. B)earnings initially decline and then rise continually until retirement. C)that when you adjust for inflation, earnings are constant throughout the entire workplace experience. D)earnings rise until the age of about 50 and then begin to fall until retirement. 44) Which of the following is NOT considered a determinant of income differences? A)productivity B)age C)discrimination D)equity or fairness 45)Which of the following does NOT contribute to the marginal productivity of workers? A) discrimination B) talent C) experience D) education 46)Inheritance accounts for about A)5 percent of income inequality. B)10 percent of income inequality. C)15 percent of income inequality. D)30 percent of income inequality. 47)Which of the following would NOT be considered a determinant of marginal productivity? A) talent B) gender C) experience D) training 48)Determinants of income differences include all of the following EXCEPT A)age. B)marginal productivity. C)moral hazard. D)discrimination. 49)Typically, the major cost of a college education is A) tuition. B) books. C) foregone income. D) housing. 50)Determinants of the marginal productivity of labor include all of the following EXCEPT A) talent. B) education. C) experience. D) location. Answer: D 51)Going to college to get more knowledge and skills is considered to be an increase in A)physical capital. B)consumption. C)human capital. D)net exports. 52) All of the following lead to a difference in income EXCEPT A)sales tax. B)discrimination. C)the age-earnings cycle. D)marginal productivity. 53)On average the productivity of an individual usually peaks when the individual is about A) 20. B) 30. C) 50. D) 60. 54)If a goal of a nation's residents is to increase marginal productivity, they should increase A) expenditures on education. B) the inheritance tax. C) exports. D) the marginal propensity to consume. 55)All of the following contribute to income inequality EXCEPT A)differences in education and training. B)differences in job tastes. C)differences in talent. D)government transfer programs. 56) The typical age-earnings cycle shows that A)there is a positive relationship between age and earnings that eventually turns into a negative relationship. B)there is a constant positive relationship between age and earnings. C)there is a constant negative relationship between age and earnings. D)there is no relationship between age and earnings. 57)The age-earnings cycle is an earnings profile of an individual throughout the person's lifetime. The profile shows that A) earnings usually peak at age 25 and then decline. B) earnings gradually rise until they peak around age 50. C) earnings and age have no particular correlation. D) younger workers have the most productivity. 58)The opportunity cost of going to college for a student receiving a scholarship A)is the income that she would have earned if she did not go to college. B)is the risk of dropping out. C)is the food and living expenses that she has to purchase while in college. D)is zero because she does not have to pay tuition. 59)Why doesn't the age-earning cycle continuously increase until retirement age? Answer: The typical worker sees a decline in earnings as he or she approaches retirement 60)What is the age-earnings cycle? What is the typical age-earnings profile for a U.S. resident? 61)Earnings usually reflect a person's productivity. What are factors that cause differences in productivity across people so that earnings differ too? 62)"The typical age-earning cycle provides evidence of economic discrimination by age." Do you agree or disagree? Why?
MGMT3100 Quiz4 MGMT3100 Quiz4 Question MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question. 1) Which element of motivation is a measure of intensity or drive? 1) _______ A) effort B) direction C) achievement D) persistence 2) Maslow's theory is a hierarchy because ________. 2) _______ A) all needs are important B) needs are always truly satisfied C) all needs are equal D) needs are satisfied sequentially 3) According to Maslow, a person stranded on a desert island would ________ before he or she worried about making weapons. 3) _______ A) look for other people B) establish his or her status on the island C) start a family D) build a house 4) Maslow believes that higher-order needs ________. 4) _______ A) are satisfied externally B) are satisfied most often C) are satisfied internally D) are satisfied first 5) ________ assumes that employees have little ambition, dislike work, and avoid responsibility. 5) _______ A) Self-actualization Need Theory B) Theory Y C) Theory X D) Belongingness Need Theory 6) Workers with a Theory Y point of view would be likely to ________. 6) _______ A) love their job more than the money they make B) just want to collect a paycheck C) avoid work unless rewards were high D) avoid responsibility for their actions 7) According to Herzberg, which kind of characteristics are most closely associated with job dissatisfaction? 7) _______ A) lack of advancement B) extrinsic things that come from the outside C) the goals of the job D) intrinsic things that come from within themselves 8) According to Herzberg's Motivation-Hygiene theory, ________ are associated with job satisfaction. 8) _______ A) hygiene factors B) punishments C) rewards D) motivators 9) Which three needs are recognized in McClelland's three-needs theory? 9) _______ A) power, comfort, stimulation B) achievement, power, affiliation C) security, self-interest, affiliation D) achievement, power, security 10) Which of the following suggests that humans have an innate desire for friendly and close interpersonal relationships? 10) ______ A) need for fulfillment B) need for achievement C) need for power D) need for affiliation 11) Which is the best summary of goal-setting theory? 11) ______ A) Easy goals make for happier employees. B) Specific goals increase performance. C) Always make your goals a bit higher than you can reach. D) Goals make no difference in performance. 12) The job characteristics model (JCM) maintains that ________ is critical to motivating workers. 12) ______ A) how workers are treated B) setting goals C) equal treatment for all D) how jobs are designed 13) The JCM contends that these dimensions are required for a high level of motivation among workers. Meaningful work refers to works require various skills, clear task identity and significant jobs. 13) ______ A) autonomy, feedback, good management B) meaningful work, autonomy, independence C) meaningful work, autonomy, feedback D) high pay, autonomy, feedback 14) A theory that suggests that employees compare their inputs and outputs from a job to the ratio of relevant others is known as ________. 14) ______ A) equity theory B) action motivation C) reinforcement theory D) goal setting 15) Equity theory recognizes that individuals are concerned with ________. 15) ______ A) comparing their rewards to those of others B) making enough money to live on C) employers sharing profits D) justice for all people who work 16) In equity theory, a worker's "self" category compares a person's outcomes-to-input ratio with ________. 16) ______ A) the lowest paid worker B) the person's own standards and expectations C) the standards and expectations of other workers D) the highest paid worker 17) In equity theory, an underrewarded individual ________ the work he or she does. 17) ______ A) is paid too much for B) is paid fairly for C) does not complain about D) is paid too little for 18) In equity theory, procedural justice is concerned with which of the following? 18) ______ A) comparing fairness between different organizations B) comparing output-to-input ratios among individuals C) determining how honest one's boss is D) determining how fair the system is 19) In expectancy theory, a person may have the ability to reach a certain goal but lack motivation because ________. 19) ______ A) the goal is too hard B) the person's desire to reach the goal is too strong C) the goal is too easy D) the person has no strong desire to reach the goal 20) The key to expectancy theory is that an individual's goals ________. 20) ______ A) are not too high and not too low B) match the rewards provided by the organization C) match the goals of fellow workers and superiors D) are not too high 21) If salespeople in John's company meet their sales goals for the month, they are given an all-expense-paid trip to a Denver Broncos football game. Football is not one of John's favorite sports, and the Denver Broncos are definitely not John's favorite team. John's performance might be influenced by the ________ part of Vroom's expectancy theory. 21) ______ A) effort-reward linkage B) effort-performance linkage C) attractiveness D) performance-reward linkage 22) Expectancy theory and goal-setting theory align well with American workers because American culture places a strong emphasis on ________. 22) ______ A) collectivism and achievement B) low power distance and high uncertainty avoidance C) individualism and high power distance D) achievement and individualism 23) ________ allow companies to accommodate the needs of workers with nonstandard family situations. 23) ______ A) Flexible pay rates B) Expanded workweeks and job sharing C) Flextime, compressed workweeks, and job sharing D) Flextime and expanded workweeks 24) Which of the following is NOT a common way that employee recognition programs recognize worker achievements? 24) ______ A) a party B) added worker responsibilities C) a handwritten note of thanks D) a public announcement of achievement Acme Corporation (Scenario) Acme Corporation's management feels that employees could be more motivated by their jobs. The jobs were enriched earlier and some improvements were seen in motivation. 25) To increase the motivation through enrichment, Acme decides to increase the meaningfulness of the work. This might be done by ________. 25) ______ A) giving workers more feedback B) increasing autonomy of workers C) increasing skill variety D) giving workers less feedback 26) Acme managers explained how important their product was to the world economy. Which core dimension in the job characteristics model is this? 26) ______ A) skill variety B) task identity C) autonomy D) task significance 27) The Acme managers developed a program that allows the employees to have a large degree of freedom carrying out their jobs. Which core dimension are they providing? 27) ______ A) task identity B) autonomy C) task significance D) skill variety Application of Early Theories of Motivation (Scenario) Three managers work at the Pabco Company. Aaron really "cracks the whip" on his employees and firmly believes in strict controls and punishment for those employees who do not perform to company expectations. Zach has very few controls and believes that as long as people know what their objectives are, they will exercise self-control and self-direction. Susan has been trying to improve working conditions and manager-employee relations to increase the level of productivity in her department. 28) Zach is what type of manager? 28) ______ A) autocratic B) dictatorial C) Theory X-oriented D) Theory Y-oriented 29) Susan was trying to use what type of Herzberg factors to increase productivity? 29) ______ A) social B) esteem C) hygiene D) motivators 30) Zach was using which type of Herzberg factors to increase productivity levels? 30) ______ A) motivators B) esteem C) social D) hygiene Essay questions: Please read the case application “Bringing the real world to life --- Google searching for? and answer the following questions: a. Google is doing a lot for its employees, but obviously not enough to retain several of its talented employees. Using what you’ve learned from studying the various motivation theories, what does this situation tell you about employee motivation? Solution: b. What do you think is Google’s biggest challenge in keeping employees motivated? Solution: Talented and educated employees of Google helps in meeting its extraordinary opportunities. c. If you were managing a team of Google employees, how would you keep them motivated? Solution: , Attachments (23.53 KB)
Ethics paper Ethics paper Question A 3-5 page paper is due in Week 4. The paper will consist of 3-5 pages of content, a cover page and a reference page. The total page count with the cover page and the reference page should be 5-7 pages.Your paper should include an introduction and conclusion that summarize the contents of the entire paper.Your paper should be written in proper APA format. This link will take you to the section of the APUS library that can assist you with formatting:Paper topic: Ethics as a component of organizational culture.Readings: Read the documents located at the links below. Read Chapters 7, 8 and 9 in the textbook.Write: Discuss the ethical “rules” within the organization where you work. If you are unemployed, choose a previous place of employment for the purpose of discussion in this paper. Some questions to consider are: Does your organization have ethical rules? How are those ethical “rules” reflected in the culture of your organization? Are the ethical “rules” in conflict or in tune with your own personal ethical “rules?” Are the ethical “rules” reinforced by particular expectations or behaviors in reflected in your organizational culture?These questions are given to help you formulate your understanding of the subject as it relates to your personal work situation. You are not required to answer all the questions in your paper.References:A minimum of two references from the reading list are required for this assignment. You may use your textbook as a reference in addition to the two reading list references. Links to Readings:13 pp. Ussahawanitchakit, P., Limsuwan, S., Jantarajaturapath, N., Sangboon, K., Sukkhewat, A., Thammavinyu, C., & Sompong, A. (2009). Organizational culture, business ethics, environmental characteristics, and earnings quality: An empirical examination of SMEs in the central of Thailand.Journal of International Business & Economics, 9(1), 13-26.23 pp. Dion, M. (1996). Organizational culture as matrix of corporate ethics.International Journal of Organizational Analysis, 4(4), 329-351.2 pp. Bart, C. (2011). Ethics: The key to organizational Culture/L'éthique professionnelle : La clé de la culture organisationnelle.The Canadian Manager, 36(3), 4-610 pp. Rakichevikj, G., PhD., Strezoska, J., PhD., & Najdeska, K., PhD. (2010). Professional ethics - Basic component of organizational culture.Faculty of Tourism and Hospitality Management in Opatija. Biennial International Congress.Tourism & Hospitality Industry,1168-1177.10 pp. Llopis, J., M, R. G., & Gasco, J. L. (2007). Corporate governance and organisational culture: The role of ethics officers.International Journal of Disclosure and Governance, 4(2), 96-105. doi:Jayne, V. (2006). Business excellence; Built to last - How to fill performance gaps; how do you build a strong performance ethic into your organisational culture? Vicki Jayne talks to two executives who think they have the answer.New Zealand Management,67.
SCI 207 Week 1 Assignment Environmental Footprint SCI 207 Week 1 Assignment Environmental Footprint Question Environmental Footprint. The purpose of this assignment is to learn more about how connected you are to the ecosystems and biosphere that you inhabit. You will learn how your everyday choices contribute to the human impacts on our environment you have been learning about. Most importantly, you will learn about benefits that you can receive by joining the increasing number of people who are making choices that reduce their environmental impact.First, calculate your ecological footprint.a. Use the Footprint Calculator to measure your ecological footprint and learn “how many earths” it takes to support your lifestyle. Be sure to choose the “detailed response” option for each question.b. Answer each question in the quiz honestly and record your answers and results in the Environmental Footprint Reporting Form (available for download in your online course).Second, calculate your household carbon emissions.a. Use the Household Carbon Footprint Calculator to measure your carbon emissions and determine your environmental impact and the benefits of solutions.§ Section 1: Estimate your current total household emissions (from home energy use, vehicle use, waste).§ Section 2: Explore actions you can take to reduce your greenhouse gas emissions, energy use, and waste disposal costs.§ Section 3: See how much you can save (in dollars and emissions) by taking the actions you chose in Section 2.b. Answer each question in the quiz honestly and record your answers and results in the Environmental Footprint Reporting Form.Complete Tables A and B as well as assignment questions 1 through 4 on the Environmental Footprint Reporting Form. Save your answers as a Word document. The document must be formatted according to APA style. For information regarding APA samples and tutorials, visit the Ashford Writing Center, located within the Learning Resources tab on the left navigation toolbar, in your online course. Submit the document via the Assignment Basket in your online course.
CIS 500 Case Study 2 Cloud Computing CIS 500 Case Study 2 Cloud Computing Question Case Study 2 Cloud ComputingCloud computing is defined by Cearly and Phifer in their case study titled “Case Studies in Cloud Computing” as “a style of computing in which scalable and elastic ITrelated capabilities are provided ‘as a service’ to customers using Internet technologies”. Cloud computing services had been provided by major vendors such as Google, Amazon, Microsoft, IBM, HewlettPackard, and others for business computing until recently when Apple Corporation announced iCloud for consumers. Therefore, cloud computing is now available for businesses as well as consumers.Read the case study titled, “Ericsson”, located athttp//aws.amazon.com/solutions/casestudies/ericsson/, about Ericsson cloud computing.Write a two to four (24) page paper in which youAssess how Ericsson benefitted from Amazon Web Services (AWS) in terms of cost reduction, automated software updates, remote access, and ondemand availability.Evaluate the scalability, dependability, manageability, and adaptability of Amazon Elastic Compute Cloud (Amazon EC2), Amazon Simple Storage Services (Amazon S3), and RightScale.Examine the security concerns for cloudbased services and make suggestions to cope with these concerns.Assess possible scalability, reliability, and cost issues associated with cloud computing, and make suggestions to overcome each of these issues.Use at least three (3) quality resources in this assignment.NoteWikipedia and similar Websites do not qualify as quality resources.Your assignment must follow these formatting requirementsBe typed, double spaced, using Times New Roman font (size 12), with oneinch margins on all sides; citations and references must follow APA or schoolspecific format. Check with your professor for any additional instructions.Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.The specific course learning outcomes associated with this assignment areCompare and contrast the strategic and operational use of data management systems.Outline the strategic implications of information assurance and security in an information technology environment.Use technology and information resources to research issues in information systems and technology.Write clearly and concisely about topics related to information systems for decision making using proper writing mechanics and technical style conventions.
UOP OI361 week 2 Learning Team Benefit and Drivers Paper UOP OI361 week 2 Learning Team Benefit and Drivers Paper Question Select one of the Virtual Organizations that could benefit from a new focus on creativity and innovation.You will use this Virtual Organization in your future Learning Team assignments. Assume the role of a consultant team for the Virtual Organization you selected to help the organization become more innovative. Write a 1,050- to 1,400-word paper that includes the following: · Identifies the internal and external drivers of innovation for the organization · Describes how innovation, design, and creative thinking might benefit the organization in terms of meeting its organizational objectives Include at least one source other than the textbook. Formatyour paper consistent with APA guidelines.
UOP FIN419 all assignments UOP FIN419 all assignments Question Week One: Financial Risk Management Details Due Points Objectives 1.1 Explain the role of Limited Liability Corporations and Limited Liability Partnerships. 1.2 Compare and contrast financial decisions based on alternative scenarios and potential outcomes. 1.3 Utilize current risk management techniques to maximize shareholder wealth. Readings Read Ch. 1 & 5 and Section 10.2 in Ch. 10 of Principles of Managerial Finance. Read this week’s Electronic Reserve Readings. Participation Participate in class discussion. 2 Individual Limited Liability Corporation and Partnership Paper Write a 700- to 1,050-word paper in which you explain roles of limited liability corporations and partnerships. If you were establishing your own business, under what circumstances would you choose one instead of the other? Format your paper consistent with APA guidelines. 8 Week Two: Time Value of Money and Decision Making Details Due Points Objectives 2 2.1 Apply time value of money techniques to financial opportunities and decision making. 2.2 Prepare a loan amortization schedule. 2.3 Determine the value of financing instruments using required rates of return. Readings Read Ch. 4, 6, & 7 of Principles of Managerial Finance. Read this week’s Electronic Reserve Readings. Participation Participate in class discussion. 2 Individual Assignment Resource: Principles of Managerial Finance Prepare responses to the following problems from the text: · Chapter 4: Problems 4-3, 4-4, 4-11, 4-12 8 Learning Team Mini Case Prepare responses to: Chapter 4 Mini Case Page 223 7 Week Three: Working Capital Policies Details Due Points Objectives 3 3.1 Apply alternative financing methods to make optimal working capital decisions. 3.2 Explain how current asset and liability accounts affect cash management. 3.3 Determine working capital decisions based on forecasted financial data. Readings Read Ch. 14 & 15 of Principles of Managerial Finance. Read this week’s Electronic Reserve Readings. Participation Participate in class discussion. 2 Individual Assignments from the Readings Resource: Principles of Managerial Finance Prepare responses to the following problems from the text: Chapter 14: Problems 14-1, 14-2, 14-3, 14-4 8 Learning Team Mini Case Prepare responses to: Mini case Chapter 14 page 677 7 Week Four: Capital Structure Details Due Points Objectives 4 4.1 Describe the global investment banking process as it applies to an organization. 4.2 Assess the roles and relationship of operating and financial leverage on capital structure. 4.3 Evaluate alternative capital structures. Readings Read Ch. 12 of Principles of Managerial Finance. Read this week’s Electronic Reserve Readings. Participation Participate in class discussion 2 Individual Assignments from the Readings Resource: Principles of Managerial Finance Prepare responses to the following problems from the text: Chapter 12: Problems 12-1, 12-2, 12-3, 12-4 8 Learning Team Paper Write a 5-6 page Team paper ( APA format) on the following topic: Select an Initial Public Offering (or a Secondary Offering) completed in the last 10 years in U.S. capital markets, and discuss and analyze this IPO in 5-6 pages, double-spaced. Each Team should select a separate company as the subject of the paper (Send an email to the Professor when you select the company – First Come First serve). This paper should be submitted for Grading and the Team will present it. The paper should discuss the following about the company: 1. Identify the company and its industry 2. Discuss important financial and other facts about the company from its SEC filings. 3. How successful was the IPO in raising capital? 4. What has happened to the company since the IPO? 5. What is the trend in the stock price of the company since the IPO? 7 Learning Team Presentation Preparea 15 min Presentation on this week`s Learning Team`s paper. All Team members are expected to Present in class and earn Presentation Points. Business Attire is required. 6 Week Five: Contemporary Financial Topics Details Due Points Objectives 5 5.1 Analyze the role of regulatory bodies in financial decision-making. 5.2 Evaluate contemporary issues in international financial management. Readings Read Section 10.3 in Ch. 10, Section 16.5 in Ch. 16, & Ch. 18 of Principles of Managerial Finance. Read this week’s Electronic Reserve Readings. Participation Participate in class discussion. 2 In-Class Final Exam The Professor will administer an in-class exit exam. Closed books/notes 10 Individual Paper Writea 4 page paper on the following topic: Analyze the pros and cons of Foreign Direct Investment (FDI) and capital budgeting strategies utilized by Multinational Corporations (MNCs). You should address exchange rates, cost of capital, direct investment considerations, and impact on the local economy. 8 Learning Team International Finance Paper Write a 6-8 page paper on the following questions: What are the major trends that have prevailed in the international business arena in the last two decades? What are Multinational Corporations ? What motivates these corporations to invest overseas ? What are the different risks faced by MNCs ? How do MNCs manage these risks ? Share some examples that you know of 7 Learning Team Presentation Preparea 15 min Presentation on this week`s Learning Team`s paper. All Team members are expected to Present in class and earn Presentation Points. Business Attire is required. 6