MBA Compensation and Incentives — practice questions
22 free MCQs with worked solutions. Tap any question for the answer + explanation, or practice them all in the app.
Practice MBA Compensation and Incentives in the app →Incentive systems in organisations are usually divided into how many broad categories?A drawback noted for individual incentive systems is that employees may end up:Plans that base part of an employee's reward on group or organisational results are:The pay practice that ties pay to performance and encourages group cooperation is:A disadvantage noted for plans focused only on productivity is that employees may ignore:The oldest of the gain-sharing programmes described is the:Pay that rises as workers master more abilities is called:A disadvantage of that skills-based approach is higher training and:Letting employees decide how they receive their pay raise for the year describes:The stated advantage of that lump-sum approach is greater visibility of pay increases and increased:Its main disadvantage is the cost of:Letting employees take part in decisions about pay is called:The noted disadvantage of that participative approach is that it is:Programmes letting employees choose among benefits are called:Among the incentives surveyed, which was reported successful by the highest share of companies?What share of companies reported success with gain-sharing plans?What share reported success with individual incentives?Any reward system should be tied as closely as possible to actual:Incentive programmes should allow for individual differences because different people want different:An incentive programme should also reflect the type of work done and the:Where trust levels are low, getting an incentive programme accepted will take:Incentive programmes should be carefully monitored over time to ensure they are: