Group 1 Total Rewards Posttest
Please answer each question to the best of your ability.
- 1.
Which of the following is an aspect of performance feedback?
- A.
Cost reduction
- B.
360 degree feedback
- C.
401K
- D.
All of the above are examples of performance feedback
- E.
None of the above are examples of performance feedback
Correct Answer
B. 360 degree feedbackExplanation
360 degree feedback is an aspect of performance feedback because it involves obtaining feedback from multiple sources, such as supervisors, peers, subordinates, and even customers. This comprehensive feedback provides a well-rounded view of an individual's performance, strengths, and areas for improvement. It allows for a more holistic evaluation and helps in identifying blind spots and areas that may have been overlooked by a single source of feedback.Rate this question:
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- 2.
Which of the following is NOT an example of types of rewards?
- A.
Cash Rewards
- B.
Gift Certificates
- C.
Bonuses
- D.
Corruption
- E.
All of the above are examples of types of rewards
Correct Answer
D. CorruptionExplanation
Corruption is not an example of types of rewards because it refers to unethical and illegal practices, such as bribery and dishonesty, to gain personal benefits or advantages. In contrast, cash rewards, gift certificates, and bonuses are all legitimate forms of rewards that are commonly used to incentivize and motivate individuals in various settings.Rate this question:
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- 3.
Which of the following is NOT an aspect of performance feedback?
- A.
Appraise the employee’s goal directed behavior
- B.
Meets psychological need for appreciation
- C.
Reward the employee
- D.
360 degree feedback
- E.
All of the following are aspects of performance feedback
Correct Answer
B. Meets psychological need for appreciationExplanation
The aspect of performance feedback that is NOT included in the given options is "Meets psychological need for appreciation." Performance feedback typically focuses on appraising the employee's goal-directed behavior, rewarding the employee, and utilizing 360-degree feedback. Meeting the employee's psychological need for appreciation may be important in the workplace, but it is not specifically considered an aspect of performance feedback.Rate this question:
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- 4.
Which of the following is an aspect of performance planning?
- A.
Clear goals
- B.
Cost Reductions
- C.
Total Quality Management
- D.
Being aware of company value and wants
- E.
All of the following are aspects of performance planning
Correct Answer
E. All of the following are aspects of performance planningExplanation
All of the options listed are aspects of performance planning. Clear goals are essential for setting targets and measuring performance. Cost reductions are a part of performance planning as organizations aim to optimize resources and minimize expenses. Total Quality Management is an approach that focuses on continuous improvement and meeting customer expectations, which is an important aspect of performance planning. Being aware of company values and wants ensures that performance planning aligns with the overall objectives and priorities of the organization. Therefore, all of these options contribute to performance planning.Rate this question:
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- 5.
Which of the following is not true about merit raises?
- A.
Merit raises will not serve to motivate employees when they are seen as entitlements, which occurs when these raises are given yearly without regard to changes in employee performance.
- B.
Merit raises are not motivational when they are given because of seniority or favoritism or when merit budgets are inadequate to sufficiently reward employee performance.
- C.
To be motivational, merit raises must be such that employees see a clear relationship between pay and performance, and the salary increase must be large enough to exceed inflation and higher income taxes.
- D.
All of the above are true about merit raises
Correct Answer
D. All of the above are true about merit raisesExplanation
Merit raises will not serve to motivate employees when they are seen as entitlements, given yearly without regard to changes in employee performance. They are also not motivational when given because of seniority or favoritism, or when merit budgets are inadequate to sufficiently reward employee performance. To be motivational, merit raises must have a clear relationship between pay and performance, and the salary increase must be large enough to exceed inflation and higher income taxes. Therefore, all of the statements mentioned in the options are true about merit raises.Rate this question:
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- 6.
The best definition of a bonus is...
- A.
A compensation plan that includes a straight salary and a commission
- B.
An incentive payment that is supplemental to the base wage
- C.
Guidelines for awarding merit raises that are tied to performance objectives
- D.
A bonus incentive plan using employee and management committees to gain cost-reduction improvements
- E.
An incentive plan under which employees receive a certain rate for each unit produced
Correct Answer
B. An incentive payment that is supplemental to the base wageExplanation
A bonus is an incentive payment that is given in addition to the base wage. It is a form of additional compensation that is provided to employees as a reward for their performance or to motivate them to achieve certain goals. Bonuses are typically not guaranteed and are often based on individual or company performance. They can take various forms such as cash, stock options, or other benefits. Overall, a bonus serves as a supplementary payment that goes beyond the regular salary or wage.Rate this question:
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- 7.
The best definition for profit sharing is..
- A.
An incentive plan under which employees receive a certain rate for each unit produced
- B.
A bonus incentive plan using employee and management committees to gain cost-reduction improvements
- C.
Any procedure by which an employer pays, or makes available to all regular employees, in addition to base pay, special current or deferred sums based on the profits of the enterprise
- D.
A compensation plan that includes a straight salary and a commission
- E.
Special nonmonetary benefits given to executives; often referred to as perks
Correct Answer
C. Any procedure by which an employer pays, or makes available to all regular employees, in addition to base pay, special current or deferred sums based on the profits of the enterpriseExplanation
Profit sharing refers to a procedure in which an employer provides additional payments to regular employees, apart from their base pay, based on the profits of the company. This means that employees have the opportunity to receive special current or deferred sums that are directly linked to the success and profitability of the enterprise. It is a form of incentive and reward system that encourages employees to contribute to the company's financial performance and aligns their interests with the overall success of the organization.Rate this question:
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- 8.
What is the title of our topic?
- A.
Total Rewards
- B.
Management
- C.
Business
- D.
Human Resources
- E.
None of the above
Correct Answer
A. Total RewardsExplanation
The correct answer is Total Rewards because the question asks for the title of the topic, and Total Rewards is the only option that directly relates to the concept being discussed. The other options (Management, Business, Human Resources, None of the above) are too broad and do not specifically refer to the topic at hand.Rate this question:
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- 9.
Which of the following is not an aspect of general performance?
- A.
Measurement is key
- B.
Develop employee skills and capabilities
- C.
Incentives to encourage employees
- D.
Personal opinions
- E.
All of the above are aspects of general performance
Correct Answer
D. Personal opinionsExplanation
Personal opinions are not an aspect of general performance because performance is typically measured based on objective criteria and standards, rather than subjective opinions. General performance focuses on measurable outcomes, such as productivity, efficiency, and quality of work, rather than personal opinions or subjective judgments. Therefore, personal opinions do not contribute to the evaluation of general performance.Rate this question:
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- 10.
True or false The success of an incentive pay plan depends on the organizational climate in which it must operate, employee confidence in it, and its suitability to employee and organizational needs
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The success of an incentive pay plan depends on several factors such as the organizational climate, employee confidence, and its suitability to employee and organizational needs. The organizational climate refers to the overall atmosphere and culture within the organization, which can greatly impact the effectiveness of the incentive pay plan. Employee confidence in the plan is crucial as it determines their motivation and willingness to participate. Additionally, the plan must align with the specific needs and goals of both the employees and the organization to ensure its success. Therefore, the statement "True" accurately reflects the importance of these factors in determining the success of an incentive pay plan.Rate this question:
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Current Version
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Mar 19, 2023Quiz Edited by
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Nov 20, 2009Quiz Created by
Wburke1
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