MGMT 340 EXAM 2 QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026

MGMT 340 EXAM 2 QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026 Benefits are ___ (choose all that apply). - Answers - Entitlements - Compensation given to employees to give them and their families some protection and security in case of unforeseen circumstances Benefits that are not utilized usually cannot be converted into cash, which means that they are ___. - Answers Indirect compensation Benefits are given to employees regardless of their work performance or type of work they do, which means that these are ___ (choose all that apply). - Answers Entitlements The advantage(s) of a flex benefits plan is/are ___ (choose all that apply): - Answers - A departure from a one-size-fits-all program - Choices given to employees - Its increased perceived value to employees' compensation since the components are what employees want covered - Its ability to help the company contain costs since companies only provide what employees want Some innovations in benefits that companies are adopting to attract and retain employees are ___ (choose all that apply): - Answers - Providing employees with flexible benefits - Converting benefits into direct compensation - Linking benefits to performance so that high performing employees earn more benefits Firms provide incentive programs to ___ (choose all that apply). - Answers - Reward employees for their contribution to the firm. - Motivate employees to work hard. - Encourage employees to undergo training to perform at a high level. - Attract and retain high-performing employees. ___ is an incentive that rewards each individual for high performance that is added to the employee's base pay. - Answers Merit pay ___ is an incentive that rewards employees for each level of output that they produce or attain. - Answers Piecework pay Gainsharing plans are found in __ that reward employees for helping the organization achieve improved efficiencies. - Answers cost centers Firms that focus on internal equity tend to be those that adopt a ___ strategy. - Answers Cost Leadership Firms that focus on variable pay tend to be those that adopt a ___ strategy. - Answers Differentiation Firms that centralize all pay decisions to the HR department tend to be those that adopt ___ strategy: - Answers Cost leadership Firms that adopt an elitist pay system tend to be those that adopt a __ strategy. - Answers Cost leadership Compensation comprises these components ____ (choose all that apply) - Answers - Benefits - Incentives - Base Pay This method of job evaluation allows a firm to generate a score for each job so that each job is placed most objectively in a hierarchical order of importance ___ (Choose all that apply) - Answers - Point Factor Method This method of job evaluation allows a firm to place each job subjectively in a group of generic positions in order of hierarchical importance ____. - Answers Job Classification Compensable factors represent___: - Answers Job attributes such as the nature of job duties or KSAs that the company values and pays employees to possess as they help the company achieve its objectives. Factor weights represent __: - Answers The level of importance of the job duty or KSA requirement that the company values. Factor levels represent ___: - Answers The level of difficulty of job duty or KSA requirements faced by the employee. Compensable factors in the point factor method are derived from the following dimensions form the Equal Pay Act of 1963 (Please choose all appropriate answers) - Answers - Responsibility - Effort - Working conditions - Skill Jobs are arranged in a hierarchical order based on their level of importance to the company to achieve ___ (Please choose all appropriate answers). - Answers Internal equity To ensure that the salaries in an organization are externally competitive, firms need to consider ___ (please choose all the appropriate answers): - Answers The market salaries of similar jobs. Each employee's base pay is determined by ___ (please choose all appropriate answers): - Answers - The pay grade the job is in. - The market salaries of similar jobs. - The employee's own work experience. - The employee's own work performance. - The employee's own level of seniority in the company. In the old career paradigm, the focus is on ___ (Choose all that apply): - Answers - Vertical mobility - Commitment - Job security In the new career paradigm, the focus is on ___ (Choose all that apply): - Answers - Psychological success - Self-management - Cross-functional skills In a protean career, the focus is on ___(Please choose all appropriate answers): - Answers - Constant identity changes to fit the job demands. - The ability to move boundarylessly into whatever job opportunities that exist. In managing one's career, one has to (Choose all that apply): - Answers - Support the supervisor - Develop referent power with peers - Find a mentor - Be a transformation leader. In the early career stage, it would be helpful for such employees to (Please choose all appropriate answers): - Answers - Volunteer for challenging assignments - Understand their own aspirations and capabilities - Do a job rotation in the organization. In the mid-career stage, it would be helpful for such employees to (Please choose all appropriate answers): - Answers Be aware of skills obsolescence In helping employees to continue to be employable, the organizational is providing employees with career ___ (please choose all appropriate answers): - Answers Resilience In helping employees to be place in a sequential series of jobs to obtain relevant work experiences, the organizational is providing employees with career ___ (please choose all appropriate answers): - Answers Pathing In helping employees to understand their interests, strengths and weaknesses, and personal goals, the organizational is providing employees with career ___ (Please choose all appropriate answers): - Answers Insight Staying mobile and flexible is the best way of managing your career by managing (Choose all that apply): - Answers Yourself Training __ while development ___(choose all that apply) - Answers - Remedies employees' current skill deficiencies, prepares employees for future job demands. - Provides employees with knowledge and skills to perform their current jobs better, prepares employees to perform their current and future jobs better. A firm's training need analysis involves (Choose all that apply) - Answers - Understanding the organization's KSA needs - Understanding each job's KSA requirements - Understanding each employee's KSA needs Setting the stage to ensure that employees are well prepared to learn the content in training programs, the firm should consider (Choose all that apply): - Answers - Ensuring that employees' personal goals to undergo training are aligned with the company's goals. - Ensuring that the purpose of the training has been established from the training needs analysis. To ensure that employees are learning the content effectively during the training program, firms should (choose all that apply): - Answers - Give employees the opportunity to enact the skills - Use modeling to help employees learn the skills vicariously by watching other people perform the skill - Provide feedback with both negative and positive reinforcements of wrong and correct behaviors respectively. A firm can be sure that the training content that learned by employees during training has been transferred to the workplace when employees (Choose all that apply) - Answers - Exhibit the behaviors they learned during training. - Are more efficient and productive in performing their job tasks. The ___ purpose of performance management measures employees' contribution to the company to that pay, promotion, or separation decisions can be made. - Answers Evaluative Employees should be rated on: - Answers - The adequacy of their KSAs - The performance of their job tasks - The achievement of goals established. In the __ approach in performance evaluation, the firm is forced to differentiate the performance levels of their employees on a continuum so that employees cannot all be rated as average performers (choose all that apply) - Answers Ranking In the __ approach in performance evaluation, the firm uses a multi-person evaluation process to compare each employee's performance against the performance of the other employees (choose all that apply) - Answers Ranking In a ___ bias, supervisors rate all the dimensions of each employee's performance based on one salient attribute (Choose all appropriate answers) - Answers Halo effect. In a ___ bias, supervisors rate all female employees as having low levels of organizational commitment (choose all appropriate answers): - Answers Stereotype In a recency effect, supervisors tend to rate the employees' performance based on their ____ (Choose all appropriate answers): - Answers Last impression bias In the ___ approach in performance evaluation, supervisors rate employees based on the potential that the employee would engage in behavior if given the opportunity. - Answers BES In ___, employees may be given an opportunity to evaluate their supervisor's performance (Choose all appropriate answers): - Answers - Upward appraisal - Subordinate review - 360-degree feedback In a legally defensible ___ performance management system, employees' performance are (Please choose all appropriate answers) - Answers - Based by the ratings from multiple raters - Based on the ratings of raters who have been trained to use the performance appraisal instrument - Based on the performance standards established from a job analysis - Based on employee behaviors - Based on employees' results obtained. Sources & methods of recruitment - Answers Internal - Job posting, Intranet External - Internet, newspapers, trade magazines, TV/Radio Types of KSAs assessed from different selection tools - Answers Appropriate education, previous work experience, and ability to learn. What kinds of questions cannot be asked in interviews or application blanks - Answers 1. Do not ask applicants if they have children, plan to have children, or what child-care arrangements they have made. 2. Don't ask an applicant's age. 3. Don't ask whether the candidate has a physical or mental disability that would interfere with doing the job. The law allows employers to explore the subject of disabilities only AFTER making a job offer that is conditioned on satisfactory completion of a required physical, medical, or job skills test. 4. Don't ask for such identifying characteristics as height or weight on an application. 5. Don't ask a female applicant for her maiden