Equity and Expectancy Theories Quiz

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Questions and Answers

What does equity theory suggest regarding the relationship between an individual's input/output ratio and that of referent others?

Referent others should always have a higher ratio for equity.

It is beneficial when their ratios differ significantly.

Equity is achieved when these ratios are perceived as equal. (correct)

The employee's input/output ratio should always be lower.

In Expectancy Theory, which question would NOT be relevant to assess the expectancy of accomplishing a task?

Will I actually be able to accomplish the task if I exert the effort?

Is my expectancy strong?

Do I value the task beyond its costs? (correct)

Will I actually receive the rewards if I accomplish the task?

What is NOT considered an internal factor affecting compensation strategy according to the content?

Employee's relative worth

Employer's ability to pay

Compensation strategy of the organization

Area wage rates (correct)

Which of the following employee benefits is legally mandated?

Workers' Compensation Insurance Signup and view all the answers

What is one of the main advantages of Flexible Benefits Plans for employees?

Ability to select benefits tailored to personal needs Signup and view all the answers

What is a disadvantage of implementing Flexible Benefits Plans for employers?

Potential for high administrative costs Signup and view all the answers

Which factor does NOT contribute to the external factors affecting compensation strategies?

Provincial hospital and medical services Signup and view all the answers

What does the concept of net valence refer to in Expectancy Theory?

The anticipated satisfaction with the rewards compared to their costs Signup and view all the answers

What duty does an employer have regarding the workplace hazards?

Inform employees about safety and health requirements. Signup and view all the answers

Which is a right of employees regarding unsafe work conditions?

To refuse unsafe work without facing reprisal. Signup and view all the answers

What is one responsibility of supervisors under occupational health and safety acts?

To advise employees of potential workplace hazards. Signup and view all the answers

What is a primary reason employees choose to unionize?

Dissatisfaction with management practices. Signup and view all the answers

What step is NOT part of the union formation process?

Conducting a workplace audit. Signup and view all the answers

What is one of the initial steps in the collective bargaining process?

Gather relevant data before negotiations. Signup and view all the answers

Which of the following is NOT a responsibility of health and safety committees?

Manage all employee disciplinary actions. Signup and view all the answers

Which statement accurately describes the role of a bargaining committee during negotiations?

To stay within a defined bargaining zone. Signup and view all the answers

What does the authorization card signify in the union formation process?

A commitment to collective bargaining. Signup and view all the answers

What must happen once a labour relations board certifies a union?

Formation of a bargaining committee to negotiate a collective agreement. Signup and view all the answers

Study Notes

Equity Theory

Equity is achieved when a person's input/output ratio perceived equals that of referent others.

Expectancy Theory

A motivation theory suggesting employees exert more effort if expecting positive rewards.
Key elements:
- Is the task worthwhile? (Valence)
- Will effort result in reward? (Instrumentality)
- Can the task be accomplished with effort? (Expectancy)

Compensation and Benefits

Internal Factors: Organizational compensation strategy, job worth, employee relative worth, employer's ability to pay
External Factors: Labour market conditions, area wage rates, cost of living, collective bargaining, legal requirements
Legal Employee Benefits: Canada and Quebec Pension Plans (CPP/QPP), Employment Insurance (EI), Workers' Compensation Insurance, Provincial health and medical services
Flexible Benefits Plans: Enable employees to choose benefits matching their needs.
- Core benefits package (life/health, sick leave, vacation)
- Employees use credits to "buy" additional benefits
Flexible Benefits Advantages: Employee-centered needs, competitive advantage for the employer, adaptable to a changing workforce, greater understanding of benefits and costs by employees, maximized psychological value of benefits by maximizing desired benefits, controlled benefit costs.
Flexible Benefits Disadvantages: Potential financial costs for employers, employees may choose high-use benefits that increase employer costs, potential added costs in establishing and maintaining the plan.

Employee and Employer Duties

Employers: Provide a safe workplace, comply with laws, inform employees about safety requirements, keep records of injuries and illnesses and report them, ensure supervisors are familiar with hazards, provide safety training, and discipline for safety violations. Employers increasingly required to demonstrate due diligence.
Employees: Comply with acts and rules, report hazardous conditions or faulty equipment, follow employer safety rules (including Personal Protective Equipment (PPE)), request and receive safety information, have the right to refuse unsafe work without reprisal.
Supervisors: Advise employees of hazards, ensure safety equipment use, provide written instructions when required, take reasonable precautions for worker safety.
Joint Health and Safety Committees: Required in many jurisdictions to ensure a safe and healthy workplace, with union and management participation, must have certified representatives.

Employee Unionization

Reasons for Unionization:
- Economic needs (wages, benefits)
- Management dissatisfaction (e.g., promotions, transfers, shift assignments; strongest motivation)
- Social and leadership concerns (recognition, belonging)
Union Formation Steps:
- Contact with employees and union officials
- Union meeting to attract support
- Forming an in-house organizing committee
- Employees signing authorization cards (confidential, accessed only by Labour Relations Board)
- Application for certification to the Labour Relations Board
- Labour Relations Board certification determination
- Bargaining committee formation to negotiate a collective agreement

Collective Bargaining Process

Phases:
- Preparing for Negotiations: Gather data, develop bargaining teams, develop strategies (management proposals, limits of concessions, opponent strategies, strike plans)
- Conducting Negotiations: Bargain in good faith, analyze proposals, resolve proposals, stay within bargaining zone.
- Formalizing Agreement: Clarify contract language, ratify agreement
Related Considerations (Strikes): Legal requirements, lockouts, strike replacements, boycotts

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Description

Test your knowledge on Equity Theory and Expectancy Theory, both integral concepts in understanding motivation in the workplace. This quiz also delves into compensation and benefits, examining internal and external factors that influence employee remuneration and legal requirements for benefits. Assess your grasp of these key HR concepts!