Question

4 questions

1. Legal consultant Jathan Janove recommended that progressive discipline policies be ended because they:

A. require time-consuming procedures that often lead managers to procrastinate in dealing with poorly-performing employees.

B. have been shown to be a significant deterrent in recruiting good employees.

C. are becoming increasingly irrelevant in the era of the gig economy and contract workers.

D. are nothing more than a legalistic tool that employers have used to exploit employees and deprive them of their rights.

E. have long been used by unions as a "rallying cry" for advocating unionization.

2. Which of the following is not a common goal of a strategic compensation policy?

A. to control the compensation budget

B. to attract new employees

C. to comply with EEO comparable worth laws

D. to reward employees' past performance

E. to remain competitive in the labor market

3. Lajos works at a company that uses a variety of heavy machines. Lajos knows how to operate three of the machines, and if he learns to use another one, his pay will increase. Which type of compensation plan is most likely used by Lajos's employer?

A. measurable competency pay

B. skill-based pay

C. invariable pay

D. lumpen prole pay

E. variable pay

4. In implementing its compensation philosophy, Google has found that:

A. the use of experiential and "in-kind" gifts as rewards has inconsistent and unpredictable results because individuals place such different values on such rewards.

B. a big advantage of using money as a reward is that its quantitative nature makes it unambiguous and provides a very clear "signal" to employees.

C. experiential rewards such as trips, team parties, and "in-kind" gifts often have more powerful and longer-lasting positive effects than does the equivalent cash value.

D. even though employees often say they would value experiential rewards more than the equivalent in cash value, when it comes right down to it, money is the most powerful motivator, AND

the use of experiential and "in-kind" gifts as rewards has inconsistent and unpredictable results because individuals place such different values on such rewards, AND

a big advantage of using money as a reward is that its quantitative nature makes it unambiguous and provides a very clear "signal" to employees.

E. even though employees often say they would value experiential rewards more than the equivalent in cash value, when it comes right down to it, money is the most powerful motivator.

Answer 1

Answer 1. (A) requires time-consuming procedures that often lead managers to procrastinate in dealing with poorly-performing employees.

Progressive Discipline refers to the processor system that deals with job-related behavior of an employee who is failed to provide results as per the expected and communicated performance standards in the organization. In this process, the employer or HR manager sends notice to the employee who is not delivering his contribution that was expected to communicated performance.

In this process, enough opportunities are provided to the employee to correct a problem. In this process, four steps are followed by the employer to terminate the employee that is, verbal communication, written notice, suspend, and terminate. So it is a time-consuming process with respect to the HR manager or supervisor that they have to deal with the non-performing employees.

Jathan Janave, attorney and author, recommended ending progressive discipline as it is a time-consuming process and designed to help employers or managers in defending and preventing claims and often used in procrastination for dealing with non-performing employees

Answer 2. (C) To comply with EEO comparable worth laws.

Compensation refers to the financial or non-financial benefits given to employees for their work done in the organization. It is a major source of financial security for the employees.

The common goals of a successful compensation policy are,

• Control the compensation budget.
• to attract new employees.
• to reward employee's past performance.
• to remain competitive in the labour market.
• maintain salary and equity options among employees.
• link employee's future performance with the organization's goals.
• reduce unnecessary turnover in the organization.

Answer 3. (B) Skill-Based Pay

Skill-based pay refers to the compensation plan that is provided by the employer to an employee with additional pay in exchange for additional certification, additional skill, and education. In this system, the pay will increase when employee is able to add or get new skills or knowledge that is required to perform better in his current job or additional job role. This system encourages skill development in the organization.

Answer 4. (D)

even though employees often say they would value experiential rewards more than the equivalent in cash value when it comes right down to it, money is the most powerful motivator, AND

the use of experiential and "in-kind" gifts as rewards has inconsistent and unpredictable results because individuals place such different values on such rewards, AND

a big advantage of using money as a reward is that its quantitative nature makes it unambiguous and provides a very clear "signal" to employees.

Explanation:

Google is one of the highest payers in the world. Google compensation strategy is highly competitive to its competitors that provide the highest salaries, comprehensive incentives, and nonconventional benefits. Google try everything to motivate and retain its top talent by giving the best monitory support, the best compensation and bonuses than any other competitors in the world. At the time of implementation of compensation policy, Google found that employee prefers money rewards than experiential rewards because Google receives millions of applications in a year due to its compensation policy.

For experiential kinds of rewards, each employee has a different value for it. Top management of Google value to their achievement than experiential rewards. Google provides the best support to innovative ideas in its workplace.